DISCHARGE, SUSPENSION AND DISCIPLINE. 10:01 A claim by an employee who has completed probation that he or she has been unjustly discharged shall be treated as a grievance if a written statement of such discharge is lodged by the employee with the Administrator or designate within five (5) days after the employee has received his/her discharge notice. Such grievance will be taken up by the Union at a special meeting with the Administrator.
10:02 It is agreed that the Chairperson of the Union Committee will be notified immediately on the dismissal of an employee in the bargaining unit. Should the Chairperson not be available at the time, a copy of the letter or notice shall be given to a Committeeperson who is available.
10:03 In the event the Employer initiates a disciplinary action against an employee that results in the suspension or discharge of the employee, the following procedure shall be followed:
(a) The employee shall be notified in writing, of the action and/or penalty with a copy given to the Chairperson, if the penalty is a suspension. If the penalty is discharge then only the Union (President or his/her designate) need be notified in addition to the employee.
(b) In the event the Employer is dissatisfied with the work of an employee and correction discussion has not resolved the problem, the Employer shall notify the employee in writing of the dissatisfaction concerning his/her work within five (5) working days when becoming aware of the incident giving rise to the complaint. This notice shall include particulars of the work performance which led to the complaint.
(c) The letter or form given to the employee shall state the complaint or appraisal of results and contain on the bottom thereof a statement to the effect that the employee acknowledges having read the letter or form acknowledging receipt of a copy of the same, and a place for the employee to sign. The employee shall sign the letter or form and a copy shall be given to her. Prior to signing, the employee shall have the opportunity to write her comments.
(d) The employee has the right to Union Representation in any proceedings under (a), (b) or (c) above.
10:04 Such grievance shall proceed directly to Step 2 of the grievance procedure and must be presented in writing, dated, and signed within five (5) working days after notice of the discharge was given.
10:05 Only those disciplinary notices that result in a suspension will remain on an employees personnel file for a period of fifteen (15) months. All other disciplinary no...
DISCHARGE, SUSPENSION AND DISCIPLINE. 13 ARTICLE 12 - SENIORITY 15
DISCHARGE, SUSPENSION AND DISCIPLINE. 14.01 (a) In the event an Employee is suspended as a disciplinary measure and the Employee considers that an injustice has been done, the matter may be taken up at Step 2 of the Grievance Procedure.
DISCHARGE, SUSPENSION AND DISCIPLINE. 12.01 Whenever the Employer deems it necessary to censor an employee in a manner indicating that dismissal may follow any repetition of any act complained of or omission referred to, or that it may follow if such employee fails to bring his/her work up to the standard required by the Employer by a given date, the Employer shall, within five (5) working days thereafter, give written particulars of such censor to the employee involved with a copy to the Chief Xxxxxxx of the Union.
12.02 The Employer may dismiss any employee or suspend any employee for cause, provided that such employee is given the reason in the presence of a Union Xxxxxxx and is subsequently thereafter promptly advised, in writing, by the Employer of the reason for such discharge or suspension.
12.03 Any employee who alleges that he/she has been wrongfully or unjustly discharged or suspended shall be entitled to a hearing under Article 9 – Grievance Procedure, in which case Step No.’s 1 and 2 shall be omitted and Step No. 3 invoked.
12.04 Should it be found in accordance with the grievance procedure or the arbitration procedure that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in his/her former position without loss of the seniority and shall receive such compensation for time lost as is determined to be just and equitable in the opinion of the parties or in the opinion of the single arbitrator if the matter is referred to such a Board.
DISCHARGE, SUSPENSION AND DISCIPLINE. (a) An employee to be discharged or suspended by the Superintendent or designate, or the Secretary-Treasurer, for just and reasonable cause, shall be given the reasons in the presence of the Union Xxxxxxx and the reasons shall be confirmed in writing to the employee concerned and the Union.
(b) Unless otherwise decided under the grievance procedure, suspension will mean loss of pay for the time or the duration of the suspension.
DISCHARGE, SUSPENSION AND DISCIPLINE. 15.01 The Board reserves the right to discipline or discharge an employee for just cause. A claim by a seniority employee of unjust discipline or discharge shall be treated as a grievance and the grievance procedure shall be followed as outlined in Article 12. Such grievances may be settled by confirming the Board’s action or by reinstating the employee under any arrangement which is just and equitable in the opinion of the conferring parties or the Arbitration Board.
15.02 The Board will notify the employee(s) and the Union of all anticipated discipline or discharge actions in writing within fourteen (14) days of the event giving the name of the employee concerned and the reason for the anticipated discipline or discharge. In cases of discipline matters involving dismissal, loss of pay or written warnings, the employee shall receive written notification of the disciplinary action in the presence of the Group Vice-President. Where the Group Vice-President will not be available within three (3) working days, the Employer may require that the discipline be given in the presence of a different Grievance Committee Representative. Copies of all written warnings and notices of all disciplinary action shall be sent to the Group Vice-Presidents and the National Representative.
DISCHARGE, SUSPENSION AND DISCIPLINE. 9.01 A non-probationary employee may be discharged, suspended, reprimanded, or otherwise disciplined by the Employer for just cause. Employees who are required to attend a meeting with the Employer, which is of a disciplinary nature, shall be informed by the Employer prior to such meeting of their right to Union representation and if requested by the employee Union representation shall be present.
9.02 Should the Board of Arbitration find that an employee has been discharged or suspended without just cause, the Board may order the employee to be reinstated in their former position without loss of seniority.
9.03 A claim by an employee who has completed their probationary period, that they have been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Employer at Step Two of the grievance procedure within two (2) full working days after the employee is discharged.
9.04 An employee has the right to review their personnel file within two (2) working days of requesting same in writing to the Director of Human Resources or the Chief Administrative Officer/Deputy Clerk. An employee who has been terminated by the Employer may view their file within ten (10) working days of their termination date. Employees reviewing their files shall do so in the presence of the Employer and a Union representative, if requested by the Employee. No material may be removed from a personnel file, but a copy of any document in the file will be provided to the employee upon request.
9.05 The length of duration that any letter of reprimand, suspension or other sanction remains on a personnel file will be subject to discussions between the parties during the grievance procedure. If no grievance is filed, at no time shall a reprimand, suspension or other sanction remain on an employee’s personnel file beyond twenty- one (21) months after the date of the incident.
DISCHARGE, SUSPENSION AND DISCIPLINE. 10.01 Principle of Innocence Both parties agree that an employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an employee who has completed the probationary period and which may result in the suspension or discharge of the employee, the following procedure shall be followed:
DISCHARGE, SUSPENSION AND DISCIPLINE. 13.01 JUST CAUSE Discharge or suspension of an Employee shall be for just cause. Just cause shall not include refusal of an Employee to cross a picket line arising out of a labour dispute.
DISCHARGE, SUSPENSION AND DISCIPLINE. 13.01 Matters related to work performance concerns, absenteeism, discipline or termination of an Employee shall be communicated in writing between the Parties.
13.02 The Employer recognizes the right of O.S.S.T.
