Discharge/Suspension. Subject to 9.02(b) a claim by an employee that she has been unjustly discharged or suspended from her employment, will be treated as a special grievance, commencing at Step No. 2 of the grievance procedure, provided the involved person submits her written grievance, dated and signed, within seven (7) working days after the event occurs. Prior to imposing discharge, suspension or written discipline the Employer shall notify the employee of her right to be represented by an employee representative, and as a good labour relations practice, the Employer will endeavour to inform the employee of the purpose of the meeting. Such special grievances may be settled by confirming the discharge or suspension, or by reinstating the discharged person with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.
Discharge/Suspension. In the event any APA/Clerk shall be suspended or discharged from employment and believes s/he had been unjustly dealt with, such suspension or discharge will constitute a case to be handled in accordance with the grievance procedure.
Discharge/Suspension. 10.01 A claim by an employee, other than a probationary employee, that he/she has been unjustly discharged or suspended, shall be treated as a grievance if a written statement of such a grievance is lodged with the Human Resources Officer within five (5) working days after the employee ceases to work for the Employer. All discharge grievances shall commence at Step 2 of the Grievance Procedure. Such special grievance may be settled by:
Discharge/Suspension. In the case of an employee, other than a probationary employee, considered by the Union and the employee to have been discharged or suspended without just cause, the matter may be initiated at Step 2 of the grievance procedure.
Discharge/Suspension. The Employer shall not discharge or suspend any employee without just cause. If, in any case, the Employer feels there is just cause for discharge or suspension, the employee and his/her Xxxxxxx, and in his/her absence, the Unit Chairperson, will be notified in writing that the employee has been discharged or suspended. The employee's immediate supervisor or other designated management representative will discuss the action to be taken with the employee and his/her Xxxxxxx before the employee is required to leave the premises, if circumstances permit.
Discharge/Suspension. 1. Staff members who fail to satisfactorily perform their assigned duties may be discharged or suspended, but in respect to discharge shall be given at least one warning notice in writing within twelve (12) months prior to discharge. A copy of any notice of suspension or discharge shall be given to the DESPA President or DESPA Designee except that no warning notice need be given prior to discharge if the staff member is a probationary employee (probationary period is the first 90 days of employment). The following are among causes for discharge:
Discharge/Suspension. If an employee who has completed their probationary period is suspended or discharged, he/she shall be informed at the time, in writing, of the reasons for such suspension or discharge, and a copy shall be sent to the Union. A member of the Grievance Committee may be present at any meeting with the Employer dealing with the discharge or suspension if requested by the employee concerned.
Discharge/Suspension. The cardinal infractions for this side letter shall be:
Discharge/Suspension. 11.01 An employee who has completed his probationary period may be dismissed, but only for just cause. The Chief Administrative Officer or designate may discipline, discharge, or suspend an employee. When an employee is disciplined, discharged, or suspended, he shall be given the right to have the reason given in the presence of a member of the UNION.
Discharge/Suspension. No employee shall be taken out of service or discharged without first being given a hearing. Such hearing shall not be required in cases involving dishonesty, drunkenness, drinking while on duty, or substance abuse. Such hearing as is contemplated by this article shall be held promptly and an officer and/or business representative of the Union, along with the xxxxxxx and the aggrieved employee, if he so wishes, shall be present. If a decision or agreement is reached at such hearing, it shall be final and binding on all parties and also the aggrieved employee. In the event there is no decision or agreement reached in such hearing as is set out above, then such case shall be reduced to writing and shall be processed in accordance with the arbitration machinery herein.
