DISCHARGE OR DISCIPLINE CASES. 10:01 The Company agrees that any such discipline administered will be for just cause. Discipline and/or discharges will specify in writing which Company rules and/or Articles have been violated. Any employee who has completed his/her probationary period who is discharged or disciplined, may file a grievance within five (5) working days alleging that his/her discharge or discipline was not for just cause. No discharge or discipline grievance will be considered if it is not filed within five (5) working days of the discharge or discipline. All such grievances shall be filed in writing to Human Resources or his/her designate at Step No. 2 of the grievance Procedure and will be administered consistent with Article 8 accordingly. All other provisions of Art.8 will continue to apply in such cases.
10:02 The employment of any employee who has not completed his/her probationary period may be terminated at the discretion of Management. A probationary employee may file a grievance alleging that the Company's exercise of discretion was not in good faith.
10:03 An employee who is called before a representative of Management for a disciplinary interview or discharge will have a Union Representative present. Prior to a disciplinary interview, the Company will inform the appropriate Union Representative of the reason for such interview. The Company will not discuss the issue with the employee prior to the disciplinary interview.
a) Where a seniority employee has been discharged or suspended, he/she shall be allowed the opportunity of meeting with his/her xxxxxxx, Vice Chairperson, Plant Chairperson or Union Alternate in private for a reasonable period of time, not exceeding thirty (30) minutes prior to leaving the Company premises. This shall not apply if it is necessary to immediately remove an employee to protect other employees or Company Property at the discretion of the Company. In the situations where it is necessary to immediately remove an employee from the Company Property, the Union Reserves the right to file a grievance on the employee's behalf consistent with the time limits stated in 10:01.
b) Suspensions Pending Company Investigation -When a seniority employee has been suspended from work pending the completion of the Company's investigation, the Company, in such cases, will make every reasonable attempt to issue a disposition on the matter within five
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that they have been unjustly discharged shall be addressed when the employee files a grievance within three (3) working days of the occurrence. The grievance shall be filed in accordance with Step III, Article 7.04, of the grievance procedure.
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that he has been unjustly discharged or disciplined shall be treated as a grievance if a written statement of such grievance is lodged with the Department Head within three (3) working days after the discharge or discipline, or within three
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that he has been unjustly discharged or disciplined shall be treated as a grievance if a written statement of such grievance is lodged with the City Administrator within three (3) working days after the discharge or discipline, or within three (3) working days after the Union and the Chief Xxxxxxx have been notified in writing of the discharge or discipline, whichever is the later. Such special grievances shall be dealt with at STEP 3 and the balance of the grievance procedure.
8.02 - The Corporation will notify the Union President and the Chief Xxxxxxx in writing in all discharge or discipline cases as soon as possible but within five (5) working days, giving the name of the employee concerned and the reason for the discharge or discipline.
DISCHARGE OR DISCIPLINE CASES. 6.01 If an employee has been discharged, the union may, within five (5) calendar days of notice of discharge, present a grievance in writing to the Chief Administrative Officer and the matter shall be dealt with in accordance with Step 2 and the balance of the Grievance Procedure.
6.02 Such special grievance may be disposed of by confirming the Employer's decision in the discharging of the employee, or by reinstating the employee with full seniority and compensation for time lost, or by any other arrangement, which is just and equitable in the opinion of the conferring parties or the Arbitration Board.
(a) A record of all complaints received by the Employer will be kept for a period of twenty four (24) months.
(b) Any disciplinary notation or warning in writing shall be removed from an employee’s record after a period of twenty four (24) months, provided that there is no other discipline during that time period of a similar or related nature.
(c) The Employer shall provide the employee and the Union with a copy of all disciplinary notations which are to be a part of an employee’s file.
(d) The Employer agrees that there shall be one personnel file for each employee.
(e) Customer complaints where no discipline is imposed shall not be placed in an employees file.
(f) Upon investigating a complaint from a member of the public, it may be deemed that disciplinary action is warranted. The employer agrees to meet with the employee to discuss the details of the complaint and the allegations therein. The employee will be entitled to Union representation. Anonymous complaints will not be accepted by either the Employer or the Union.
6.04 Any suspension given to an employee shall be given within seven (7) days of judgmentor the suspension will be nullified.
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim of an employee that they have been unjustly discharged or disciplined shall be treated as a grievance, if a written statement of such grievance is lodged with the Manager of Human Resources within three (3) working days after the discharge or discipline, or within three (3) working days after the Union and the Chief Xxxxxxx have been notified in writing of the discharge or discipline, whichever is the later. Such special grievance shall be dealt with at Step 3 and the balance of the Grievance Procedure.
8.02 The Corporation will notify the Union and the Chief Xxxxxxx in writing in all discharge or discipline cases as soon as possible, but within five (5) working days, giving the name of the employee concerned and the reason for the discharge or discipline.
8.03 Such special grievance may be settled by confirming the Corporation’s action or by reinstating the employee with full compensation for loss or by any other arrangement which is just and equitable in the opinion of the conferring Parties, including Arbitration.
8.04 If an employee, who has been given a written warning or suspension or other form of formal discipline, maintains a clear record for twenty-four (24) months following their last written warning or suspension or formal discipline, the employee’s record shall be cleared as of the end of such period. Coaching and counselling letters are non-disciplinary and may form part of an employee’s record. It is further understood that any instances of these documents should be removed from an employee’s record after twenty-four (24) months.
8.05 An employee shall have the right, at any time, to have access to and review their personnel record.
8.06 In all cases of discipline or discharge, the employee concerned shall be given the reasons for such in the presence of their Shop Xxxxxxx or other Officer of the Local, in the case of unavailability of their Xxxxxxx or by registered letter, if the employee is absent more than ten (10) working days at the time of discipline.
DISCHARGE OR DISCIPLINE CASES. Continued
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that he has been unjustly discharged from his employment or unjustly disciplined, shall be treated as a grievance if a written statement of such grievance is lodged at the office within four (4) working days after notice has been received by the employee. A discharged employee shall, if he requests it, have the right promptly and before leaving the Company premises to consult privately with his Xxxxxxx for fifteen (15) minutes in a place on the premises designated by the Company. Step 1 of the Grievance Procedure shall be omitted in such cases.
8.02 Such a special grievance may be settled by confirming the Company's decision in dismissing the employee or by reinstating the employee with full seniority and compensation for time lost, or by any other arrangement which is just an equitable in the opinion of the conferring parties or the Arbitrator.
8.03 The Company will give the Union prior notice of discharges and disciplinary layoffs to the President of Local 4957, or a Xxxxxxx.
8.04 All disciplinary records will be removed from the employee's file twenty-four (24) months after the date of issuance of such discipline provided the employee has not received any other disciplinary action within that time period.
DISCHARGE OR DISCIPLINE CASES. 8.01 (a) If an employee believes that he/she has been unjustly or too severely disciplined or discharged, he/she may within five (5) days of notice of discipline or discharge present a grievance in writing to the Department Manager or his/her representatives and the matter shall be dealt with in accordance with Step 2 and the balance of the Grievance Procedure.
DISCHARGE OR DISCIPLINE CASES. (a) If an employee believes that he has been unjustly disciplined or discharged, he may within ten days of notice of discipline or discharge present a grievance in writing to the Manager of Employee Relations or his representative and the matter shall be dealt with in accordance with Step 3 and the balance of the Grievance Procedure. A discharged or suspended employee shall be given an opportunity to confer privately with his xxxxxxx at the time of notice of discharge or suspension. All warnings shall be given in writing. Any warning or disciplinary action shall be removed from an employee’s record one year from date of issue. When it is the intention of the Company to suspend or discharge an employee it cannot suspend or discharge such employee until a discussion of the facts has been arranged between a Company representative, Union representative and the employee if he is immediately available unless the cause of the suspension or discharge is serious enough to warrant immediate suspension such as safety, drunkenness, fighting, theft or any other similar serious matter. In the administration of this article the Union President or his representative will be given reasonable notice of the time of the meeting and advanced information about the subject matter to be discussed. Such special grievance may be disposed of by confirming the Management’s decision in disciplining or discharging the employee or by reinstating the employee with full seniority and compensation for lime lost, or by any other arrangement which is just and equitable in the of the conferring parties or the Arbitration Board. An employee will not be while on approved leave of absence.
