Discharge or Suspension Grievances. A claim by an employee that he/she has been discharged or suspended for three (3) days or more without just cause will be treated as a special grievance, which shall commence at the 3rd Step.
Discharge or Suspension Grievances. A claim by an employee that he/she has been discharged or suspended without just cause may be treated as a grievance, which shall commence at the 3rd step as provided in Article 7.04. The grievor may be present at the 3rd step meeting. The right to a grievance shall be deemed to be waived if no grievance has been presented within five (5) working days of the aforesaid dismissal or suspension.
Discharge or Suspension Grievances. A claim by a seniority employee that he/she has been suspended or discharged, without just cause, subject to clause 7.06, shall commence at Step Two of the Grievance Procedure, provided the grievance is submitted in writing within three
Discharge or Suspension Grievances. (a) A claim by a seniority employee that he has been suspended or discharged, without just cause, shall commence at Step Three of the Grievance Procedure, provided the grievance is submitted in writing within five (5) working days after the suspension/discharge occurs. Such grievances may be settled by confirming the suspension or discharge, or by reinstating the employee with full or partial compensation, or by any other arrangement which is just and equitable in the opinion of the employer and the Union.
Discharge or Suspension Grievances. All grievances concerning discharge or suspension shall be initiated at Step 2 of the grievance procedure. A written grievance signed by the discharged or suspended employee shall be filed within five (5) working days of the employee's discharge or suspension in order to invoke the grievance procedure in such situations.
Discharge or Suspension Grievances. Any Grievance (which has been reduced to writing) involving discharge or suspension shall receive priority and shall commence at Step 2 of the grievance procedure within ten (10) working days of the Employee being notified of her discharge or suspension.
Discharge or Suspension Grievances. If an employee who has acquired seniority believes that he has been discharged or suspended without just cause, the employee may file a grievance at Step Two within four (4) working days after notice of said action has been given to the employee.
Discharge or Suspension Grievances. A claim by an employee that has been discharged or suspended without just cause may be treated as a grievance, which shall commence the 3rd step as provided in Article The may be present at the 3rd step meeting. The right to a grievance shall be deemed to be waived if no grievance has been presented within five (5) working days of the aforesaid dismissal or suspension as allowed by the Ontario Labour Relations Act. Whenever possible, if two (2) or more employees simultaneously have the same alleged grievance under the same circumstance, is will be presented as a single group grievance with the name of each shown. The group grievance is to be initiated at Step I. At any point in time, the Plant Chairperson, on behalf of the Union Committee or an employee, can request a meeting with the Manager of Human Resources or designate to discuss a concern or a situation involving employees in the Bargaining unit that could lead to employee dissatisfaction or to an individual or policy grievance. Such meeting will be held within two (2) working days of the request. The same privilege will apply to Management representatives. The purpose of this meeting will be to identify solutions and propositions in order to prevent employee’s issues and/or policy grievances. Not withstanding Article either the Manager of Human Resources or the Plant Chairperson may request one (I) meeting between the Company and the Union committee each month. During this meeting, the Union Representatives will be invited to share their views, concerns, issues, or any other situations affecting the morale or the motivation of the employees. The Manager of Human Resources will also share information concerning the interest of employees, such as customer satisfaction indicators, quality issues, and any other matter that should be shared with the Union Committee. Once again, the general purpose of this meeting will be identifying improvements to maintain and improve employee satisfaction. is World’s objective to provide the best support to its employees in order for them to provide a satisfactory performance. When management identifies an employee who is not providing satisfactory performance, the Plant Chairperson and/or the Union representative will be invited to participate in the development of an action plan given to the employee in order for to improve and provide a satisfactory performance. World’s objective to avoid using disciplinary actions in order to obtain satisfactory performance from it...
Discharge or Suspension Grievances. A claim by a team member that he has been discharged or suspended without just cause may be treated as a grievance, which shall commence at the Step 3 as provided in Article 6.
Discharge or Suspension Grievances. A claim by an employee that he/she has been discharged or suspended for three (3) days or more without just cause will be treated as a special grievance, which shall be in writing and commence at the 3rd Step. Grievance will be heard within five (5) working days of said suspension / discharge. Meeting will include Plant Chairperson, National Representative, President or Alternate of Unifor Local 199 and griever.
