Common use of Discharge Grievance Procedure Clause in Contracts

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative on the premises prior to departure. (b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA (normally the President), shall be advised of the action taken. The President of SPEA will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives; (ii) A hearing shall be called by the Company within five (5) working days. SPEA representatives as necessary and the aggrieved employees may attend; if the employees, due to conditions beyond their control and through no fault of their own, are unable to present the Grievance in person, a SPEA representative may act for them; (iii) The Company representative will submit a written decision to the SPEA President within seven (7) days of the hearing. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of performing the work.

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security work Security may be in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative representative. Meetings may also take place through an online meeting at the request of the employee or the Company. Employees will be afforded a reasonable opportunity to gather personal property or arrangements shall be made for such depending on the premises prior circumstances. Should there be any private information stored on Company devices, a separate meeting with Human Resources and/or other appropriate designates may be required to departureretrieve them for the employee. This will be done in a reasonable timeframe. (b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA (normally the President), shall be advised of the action taken. The President of SPEA will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives; (ii) A hearing shall be called by the The Company and SPEA will cooperate to schedule a meeting within five (5) working days. SPEA representatives as necessary and the aggrieved employees may attend; if . This meeting may take place online at the employees, due to conditions beyond their control and through no fault request of their own, are unable to present the Grievance in person, a any party. A SPEA representative may act on behalf of the employee if they are unable to attend for themmedial or other circumstances beyond the employee’s control.; (iii) The Company representative will submit a written decision response to the SPEA President within seven (7) days of the hearingmeeting. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of performing the work.

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-non- uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative on the premises prior to departure. (b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA (normally the President), shall be advised of the action taken. The President of SPEA will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives; (ii) A hearing shall be called by the Company within five (5) working days. SPEA representatives as necessary and the aggrieved employees may attend; if the employees, due to conditions beyond their control and through no fault of their own, are unable to present the Grievance in person, a SPEA representative may act for them; (iii) The Company representative will submit a written decision to the SPEA President within seven (7) days of the hearing. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of performing the work.

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEAthe Society, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA Society representative on the premises prior to departure. (b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA the Society (normally the President), shall be advised of the action taken. The President of SPEA the Society will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The the alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives; (ii) A a hearing shall be called by the Company within five (5) working days. SPEA Society representatives as necessary and the aggrieved employees may attend; if the employees, due to conditions beyond their control and through no fault of their own, are unable to present the Grievance in person, a SPEA Society representative may act for them; (iii) The the Company representative will submit a written decision to the SPEA Society President within seven five (75) days of the hearing; if no response is made by the Society to this decision within ten (10) days, the Grievance shall be considered settled. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA Society President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of performing the work.

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEAthe Society, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA Society representative on the premises prior to departure. (b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA the Society (normally the President), shall be advised of the action taken. The President of SPEA the Society will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The the alleged Grievance shall be reduced to writing, signed by the employee and submitted to the Manager, Human Resources (Mississauga), or other designated Company representatives; (ii) A a hearing shall be called by the Company within five (5) working days. SPEA Society representatives as necessary and the aggrieved employees may attend; if the employees, due to conditions beyond their control and through no fault of their own, are unable to present the Grievance in person, a SPEA Society representative may act for them; (iii) The the Company representative will submit a written decision to the SPEA Society President within seven five (75) days of the hearing; if no response is made by the Society to this decision within ten (10) days, the Grievance shall be considered settled. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA Society President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of performing the work.

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security . Security may be in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative representative. Meetings may also take place through an online meeting at the request of the employee or the Company. Employees will be afforded a reasonable opportunity to gather personal property or arrangements shall be made for such depending on the premises prior to departure.circumstances. Should there be any private information stored on (b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA (normally the President), shall be advised of the action taken. The President of SPEA will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives; (ii) A hearing shall be called by the The Company and SPEA will cooperate to schedule a meeting within five (5) working days. SPEA representatives as necessary and the aggrieved employees may attend; if . This meeting may take place online at the employees, due to conditions beyond their control and through no fault request of their own, are unable to present the Grievance in person, a any party. A SPEA representative may act on behalf of the employee if they are unable to attend for them;medial or other circumstances beyond the employee’s control. (iii) The Company representative will submit a written decision response to the SPEA President within seven (7) days of the hearingmeeting. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of performing the work.

Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for dischargedfor just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative on the premises prior to departure. (b) In any case of discharge (except for reasons of national security) the employee theemployee shall be advised of the reason. In addition an Executive Officer of SPEA ofSPEA (normally the President), shall be advised of the action taken. The President of SPEA will be advised of the reasons for such action. (c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. (d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: (i) The alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives; (ii) A hearing shall be called by the Company within five (5) working days. SPEA representatives as necessary and the aggrieved employees may attend; if the employees, due to conditions beyond their control and through no fault of their own, are unable to present the Grievance in Grievancein person, a SPEA representative may act for them; (iii) The Company representative will submit a written decision to the SPEA President within seven (7) days of the hearing. (e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge. (f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights employee'srights of appeal. The Company will, if possible, transfer the employee to other work if this would avoid the necessity for a discharge, providing the employee is capable of capableof performing the work.