Common use of DISCHARGE OR DISCIPLINE CASES Clause in Contracts

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. 10:01 The Company agrees 11.01 A claim by a seniority employee that any such discipline administered will the employee has been unjustly discharged shall 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 treated as a grievance if a written statement of such grievance is lodged with the Executive Officer of Human Resources within five (5) working days alleging that his/her discharge or discipline was not for just causeafter the discharge. No discharge or discipline Such special grievance will shall be considered if it is not filed within dealt with at Step No.2 and the balance of the grievance procedure. Such five (5) working days of the discharge or discipline. All such grievances day time limit shall be filed extended only where it is physically impossible for the employee to comply, for example where the employee is confined to jail or hospital. In no event shall such extensions exceed nine (9) working days, i.e. a total of twelve (12) working days from the date of discharge. 11.02 Should the parties agree or should the Board of Arbitration determine that an employee has been unjustly disciplined or discharged such employee shall be reinstated in writing to Human Resources or his/her designate at Step Nothe former position, without loss of seniority, and shall be compensated for all regular straight time wages. 2 of the grievance Procedure and Any applicable benefit premium contributions owed will be administered consistent in accordance with Article 8 accordingly. All other provisions of Art.8 will continue to apply in such casesthe Trust. 10:02 The employment of any (A) Each 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 provided in writing with any notation of meeting with his/her xxxxxxxderogatory or disciplinary action, Vice Chairperson, Plant Chairperson or Union Alternate in private for a reasonable period of time, not exceeding thirty (30) minutes prior which is 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 be placed on the employee's behalf consistent with employment record. Such notice shall be given to the employee within ten (10) working days of the discovery of the occurrence giving rise to the action and such notice will be acknowledged by the employee by signed receipt. The Union Representative, as designated by the Union, present shall sign as a witness and receive a copy of the document. Where it is not possible to provide the employee this notice within ten (10) working days of the discovery of the occurrence giving rise to the action, the Union President will be notified in writing. (B) An employee involved in disciplinary action or discharge being taken against the employee may have a xxxxxxx present at the time limits stated of the disciplinary action or discharge. In the event an employee declines Union representation, the employee will be required to sign a declaration indicating this. The declaration will be filed in 10:01the employee’s personnel file. Where there is a question of representation by the member, a copy would be provided to the Union. b11.04 (A) Suspensions Pending Company Investigation -When - Access to Personnel File Upon written notice, submitted at least one (1) working day in advance, to the Manager of Human Resources, a seniority employee has been suspended from work pending the completion member and/or his/her Union representative shall have access to his/her personnel file, as well as photocopies of the Company's investigation, the Company, in such cases, will make every reasonable attempt to issue a disposition on the matter within fiveany material contained therein.

DISCHARGE OR DISCIPLINE CASES. 10:01 The Company agrees A claim by a seniority employee that any such discipline administered will the employee has been unjustly discharged shall 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 treated as a grievance if a written statement of such grievance is lodged with the Executive Officer of Human Resources within five (5)working days after the discharge. Such special grievance shall be dealt with at Step and the balance of the grievance procedure. Such five (5) working days alleging that his/her discharge or discipline was not for just cause. No discharge or discipline grievance will day time limit shall be considered if extended only where it is not filed within five physically impossible for the employee to comply, for example where the employee is confined to jail or hospital. In no event shall such extensions exceed nine (59) working days, a total of twelve (12) working days from the date of discharge. Should the discharge parties agree or discipline. All such grievances shall be filed in writing to Human Resources or his/her designate at Step No. 2 should the Board 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 Arbitration determine 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 an employee has been unjustly disciplined or discharged or suspended, he/she such employee shall be allowed reinstated in the opportunity former position, without loss of meeting with his/her xxxxxxxseniority, Vice Chairperson, Plant Chairperson or Union Alternate in private and shall be compensated for a reasonable period all regular straight time wages and applicable premiums lost including the Board's contributions on behalf 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 Extended Health Pian, Employer Health Tax and Dental Plan provided the employee pays premiums for the interim period less any monies which the employee earned or could reasonably have earned, in the interim or by any other employees decision which is just and equitable in the circumstances. Each employee shall be provided in writing with any notation of or Company Property at the discretion of the Company. In the situations where it disciplinary action, which is necessary to immediately remove an employee from the Company Property, the Union Reserves the right to file a grievance be placed on the employee's behalf consistent with employment record. Such notice shall be given to the employee within seven (7) calendar days of the discovery of the occurrence giving rise to the action and such notice will be acknowledged by the employee by signed receipt. The Union Representative, as designated by the Union, present shall sign as a witness and receive a copy of the document. An employee involved in disciplinary action or discharge being taken against the employee will have a xxxxxxx present at the time limits stated of the disciplinary action or discharge. Upon written notice, submitted at least one (1) working day in 10:01. b) Suspensions Pending Company Investigation -When advance, to Executive Officer of Human Resources, a seniority member Union representative shall have access to personnel file, as well as photocopies of any material contained therein. Any written communication with an employee concerning derogatory or disciplinary action shall be removed from the employee's file if there has been suspended from work pending the completion no further incident with said employee after a period of the Company's investigation, the Company, in such cases, will make every reasonable attempt to issue a disposition on the matter within fivetwo (2) years.

DISCHARGE OR DISCIPLINE CASES. 10:01 The Company agrees 11.01 A claim by a seniority employee that any such discipline administered will the employee has been unjustly discharged shall 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 treated as a grievance if a written statement of such grievance is lodged with the Executive Officer of Human Resources within five (5) working days alleging that his/her discharge or discipline was not for just causeafter the discharge. No discharge or discipline Such special grievance will shall be considered if it is not filed within dealt with at Step No.2 and the balance of the grievance procedure. Such five (5) working days of the discharge or discipline. All such grievances day time limit shall be filed in writing extended only where it is physically impossible for the employee to Human Resources comply, for example where the employee is confined to jail or his/her designate at Step Nohospital. 2 In no event shall such extensions exceed nine (9) working days, i.e. a total of twelve (12) working days from the grievance Procedure and will be administered consistent with Article 8 accordingly. All other provisions date of Art.8 will continue to apply in such casesdischarge. 10:02 The employment 11.02 Should the parties agree or should the Board 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 Arbitration determine 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 an employee has been unjustly disciplined or discharged or suspended, he/she such employee shall be allowed reinstated in the opportunity former position, without loss of meeting with his/her xxxxxxxseniority, Vice Chairperson, Plant Chairperson or Union Alternate in private and shall be compensated for a reasonable period all regular straight time wages and applicable premiums lost including the Board's contributions on behalf 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 Extended Health Plan, Employer Health Tax and Dental Plan provided the employee pays premiums for the interim period less any monies which the employee earned or could reasonably have earned, in the interim or by any other employees decision which is just and equitable in the circumstances. (A) Each employee shall be provided in writing with any notation of derogatory or Company Property at the discretion of the Company. In the situations where it disciplinary action, which is necessary to immediately remove an employee from the Company Property, the Union Reserves the right to file a grievance be placed on the employee's behalf consistent with employment record. Such notice shall be given to the employee within ten (10) working days of the discovery of the occurrence giving rise to the action and such notice will be acknowledged by the employee by signed receipt. The Union Representative, as designated by the Union, present shall sign as a witness and receive a copy of the document. (B) An employee involved in disciplinary action or discharge being taken against the employee may have a xxxxxxx present at 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 investigationdisciplinary action or discharge. In the event an employee declines Union representation, the Companyemployee will be required to sign a declaration indicating this. The declaration will be filed in the employee’s personnel file. Where there is a question of representation by the member, in such cases, will make every reasonable attempt a copy would be provided to issue a disposition on the matter within fiveUnion.

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 Grievance Procedure and will be administered consistent with Article 8 accordingly. All other provisions of Art.8 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 ’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 the commencement of 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) 10:04 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 may file a grievance on the employee's ’s behalf consistent with the time limits stated in 10:01. b10:05 In applying discipline for repeated infractions of Company rules, the Company will not take into account any offenses which occurred earlier than the employees previous twelve (12) Suspensions Pending Company Investigation -When a seniority months of active employment. 10:06 In cases of absenteeism or lateness, discipline must be initiated within five (5) employee has been suspended from work pending the completion working days and disposition administered within 10 employee working days of the Company's investigationlast occurrence. 10:07 For the purpose of applying time limits in this Article, the Companyworking days does not include Saturdays, in such cases, will make every reasonable attempt to issue a disposition on the matter within fiveSundays or Holidays and any declared Plant Shutdown.

DISCHARGE OR DISCIPLINE CASES. 10:01 The Company agrees 11.01 A claim by a seniority employee that any such discipline administered will the employee has been unjustly discharged shall 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 treated as a grievance if a written statement of such grievance is lodged with the Executive Officer of Human Resources within five (5) working days alleging that his/her discharge or discipline was not for just causeafter the discharge. No discharge or discipline Such special grievance will shall be considered if it is not filed within dealt with at Step No.2 and the balance of the grievance procedure. Such five (5) working days of the discharge or discipline. All such grievances day time limit shall be filed in writing extended only where it is physically impossible for the employee to Human Resources comply, for example where the employee is confined to jail or his/her designate at Step Nohospital. 2 In no event shall such extensions exceed nine (9) working days, i.e. a total of twelve (12) working days from the grievance Procedure and will be administered consistent with Article 8 accordingly. All other provisions date of Art.8 will continue to apply in such casesdischarge. 10:02 The employment 11.02 Should the parties agree or should the Board 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 Arbitration determine 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 an employee has been unjustly disciplined or discharged or suspended, he/she such employee shall be allowed reinstated in the opportunity former position, without loss of meeting with his/her xxxxxxxseniority, Vice Chairperson, Plant Chairperson or Union Alternate in private and shall be compensated for a reasonable period all regular straight time wages and applicable premiums lost including the Board's contributions on behalf 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 Extended Health Plan, Employer Health Tax and Dental Plan provided the employee pays premiums for the interim period less any monies which the employee earned or could reasonably have earned, in the interim or by any other employees decision which is just and equitable in the circumstances. (A) Each employee shall be provided in writing with any notation of derogatory or Company Property at the discretion of the Company. In the situations where it disciplinary action, which is necessary to immediately remove an employee from the Company Property, the Union Reserves the right to file a grievance be placed on the employee's behalf consistent with employment record. Such notice shall be given to the employee within seven (7) calendar days of the discovery of the occurrence giving rise to the action and such notice will be acknowledged by the employee by signed receipt. The Union Representative, as designated by the Union, present shall sign as a witness and receive a copy of the document. (B) An employee involved in disciplinary action or discharge being taken against the employee will have a xxxxxxx present at 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 fivedisciplinary action or discharge.

DISCHARGE OR DISCIPLINE CASES. 10:01 The Company agrees ‌ 11.01 A claim by a seniority employee that any such discipline administered will the employee has been unjustly discharged shall 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 treated as a grievance if a written statement of such grievance is lodged with the Executive Officer of Human Resources within five (5) working days alleging that his/her discharge or discipline was not for just causeafter the discharge. No discharge or discipline Such special grievance will shall be considered if it is not filed within dealt with at Step No.2 and the balance of the grievance procedure. Such five (5) working days of the discharge or discipline. All such grievances day time limit shall be filed in writing extended only where it is physically impossible for the employee to Human Resources comply, for example where the employee is confined to jail or his/her designate at Step Nohospital. 2 In no event shall such extensions exceed nine (9) working days, i.e. a total of twelve (12) working days from the grievance Procedure and will be administered consistent with Article 8 accordingly. All other provisions date of Art.8 will continue to apply in such casesdischarge. 10:02 The employment 11.02 Should the parties agree or should the Board 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 Arbitration determine 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 an employee has been unjustly disciplined or discharged or suspended, he/she such employee shall be allowed reinstated in the opportunity former position, without loss of meeting with his/her xxxxxxxseniority, Vice Chairperson, Plant Chairperson or Union Alternate in private and shall be compensated for a reasonable period all regular straight time wages and applicable premiums lost including the Board's contributions on behalf 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 Extended Health Plan, Employer Health Tax and Dental Plan provided the employee pays premiums for the interim period less any monies which the employee earned or could reasonably have earned, in the interim or by any other employees decision which is just and equitable in the circumstances. (A) Each employee shall be provided in writing with any notation of derogatory or Company Property at the discretion of the Company. In the situations where it disciplinary action, which is necessary to immediately remove an employee from the Company Property, the Union Reserves the right to file a grievance be placed on the employee's behalf consistent with employment record. Such notice shall be given to the employee within ten (10) working days of the discovery of the occurrence giving rise to the action and such notice will be acknowledged by the employee by signed receipt. The Union Representative, as designated by the Union, present shall sign as a witness and receive a copy of the document. (B) An employee involved in disciplinary action or discharge being taken against the employee may have a xxxxxxx present at 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 investigationdisciplinary action or discharge. In the event an employee declines Union representation, the Companyemployee will be required to sign a declaration indicating this. The declaration will be filed in the employee’s personnel file. Where there is a question of representation by the member, in such cases, will make every reasonable attempt a copy would be provided to issue a disposition on the matter within fiveUnion.

DISCHARGE OR DISCIPLINE CASES. 10:01 The Company agrees that any such discipline administered admin- istered 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 proba- tionary period who is discharged or disciplined, may file a grievance griev- ance 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 work- ing 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 Grievance Procedure and will be administered consistent with Article 8 accordingly. All other provisions of Art.8 Art. 8 will continue to apply in such cases. 10:02 The employment of any employee who has not completed com- pleted his/her probationary period may be terminated at the discretion of Management. A probationary employee may file a grievance alleging that the Company's ’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 representative present. Prior to the commencement of 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 suspendedsus- pended, 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 employ- ees or Company Property at the discretion of the CompanyCompa- ny. In the situations where it is necessary to immediately remove an employee from the Company Property, the Union Reserves reserves the right to file a grievance on the employee's employ- ee’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 pend- ing the completion of the Company's investigation, the Company, in such cases, will make every reasonable attempt at- tempt to issue a disposition on the matter within fivefive (5) working days from the date of the disciplinary interview. This will not in any way limit the rights of the Company to disci- xxxxx or discharge the employee should the disposition not be issued within the five (5) days noted above. 10:05 In applying discipline for repeated infractions of Com- pany rules, the Company will not take into account any offenses which occurred earlier than the employees previous twelve (12) months of active employment. 10:06 All discipline must be initiated within five (5) employee working days and disposition administered within ten (10) em- ployee working days of the last occurrence, however, the parties agree that if the investigation of circumstances surrounding discipline require additional time, these time limits will be ex- tended. 10:07 For the purpose of applying time limits in this Article, working days does not include Saturdays, Sundays or Holidays and any declared Plant Shutdown.