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 of the grievance procedure within five (5) working days of the Employee being notified of her discharge or suspension. All agreements reached under the Grievance Procedure between the representatives of the Society and the representatives of the Union shall be final and binding upon the Society, the Union and the employee involved. It is agreed that the time limits in this Article and in Article Arbitration are to be considered mandatory. In the event of a failure to act within the time limits, the grievance shall be deemed to have been abandoned. The Society and the Union may agree, in writing, to extend the time limits for any step in the grievance procedure or for referring a matter to arbitration. The Society and the Union may also agree, in writing, to waive any step of the grievance procedure.
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 at 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. Whenever possible if two (2) or more employees simultaneously have the same alleged grievance under the same circumstances, it will be presented a single group grievance with the name of each shown.The group grievance is to be initiated at Step If, in the course of the grievance procedure dealing with a particular issue, subsequent individual or group grievances are tiled that complain about the same matter, it is agreed that such subsequent grievances will whenever possible be consolidated with the original grievance and dealt with as one group grievance at the request of either the Company or the Union. The Plant Chairperson or designate,in absence, may file a policy grievance with Management. A policy grievance is defined and limited to one which alleges misinterpretation or violation of the provisions of this Agreement and which could not otherwise be resolved at a lower step of the grievance procedure because of the nature and scope of the subject matter of the grievance. A policy grievance will be referred to Step of the grievance procedure. If a determination is made that a grievance filed as a policy grievance should have been filed an individual or group grievance pursuant to the terms of this Collective Agreement, the parties agree that such improper filing will not be grounds for dismissal of the grievance. Rather, should such a determination be made, the parties agree that the grievance will be deemed to have been filed as an individual or group grievance, as applicable. Failure by a or grieving party to observe the time limits imposed for initiating a grievance, moving a grievance to the next step or calling for arbitration, will be deemed an abandonment of the grievance. The time limits may, however, be extended or curtailed in individual cases by mutual agreement of the parties. If the responding party fails to observe a time limit prescribed for respondingin the grievance procedure, without receivingan extension in writing, the grievance may be submitted by the moving party to arbitration or to the commissioner at their choiceand the arbitratoror commissionershall be selec...
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.
