Common use of Discharge, Suspension and Discipline Cases Clause in Contracts

Discharge, Suspension and Discipline Cases. A Permanent Employee may be discharged, suspended or disciplined for just cause. Whenever the Employer deems it necessary to censure or discipline an Employee for just cause, the Employee will be so advised in advance. The Employee may request the presence of a Union Xxxxxxx and if an Employee is to be disciplined at the Step 3, Step 4 or Step 5 level, the Employer will notify the Secretary of the Union and the Unit Chair in advance. A copy of the written confirmation of the censure or discipline shall be forwarded to the Secretary of the Union. If the Employee believes he/she has been unjustifiably discharged, suspended or disciplined, the Employee may have his/her grievance processed under the Grievance Procedure, starting at Stage Two for suspension and discipline and Stage Three for discharge, if presented in writing within seven (7) working days after the date of discharge, suspension or discipline. If a grievance should be settled finally in the Grievor's favour, reinstatement and pay adjustments shall be made at the Employee's regular basic rate (less amounts earned during time lost) for the hours per week, or any other arrangement which is just and equitable in the opinion of the conferring Parties or in the opinion of a Board of Arbitration, if the matter is referred to such a Board. Should an Employee be placed on unpaid suspension pending investigation, the Employer will notify the Secretary to the Union and the Unit Chair. The Employer shall provide the Recording Secretary of the Union and the Unit Chair with at least forty-eight (48) hours advance notice of discipline (for levels Step 3 and above) whenever it is reasonable to do so and to include in the notification the date, location and time the disciplinary meeting is scheduled to take place.

Discharge, Suspension and Discipline Cases. A Permanent Employee may be discharged, suspended or disciplined for just cause. Whenever the Employer deems it necessary to censure or discipline an Employee for just cause, the Employee will be so advised in advance. The Employee may request the presence of a Union Xxxxxxx and if an Employee is to be disciplined at the Step 3, Step 4 or Step 5 level, the Employer will notify the Secretary of the Union and the Unit Chair in advance. A copy of the written confirmation of the censure or discipline shall be forwarded to the Secretary of the Union. If the Employee believes he/she has been unjustifiably discharged, suspended or disciplined, the Employee may have his/her grievance processed under the Grievance Procedure, starting at Stage Two for suspension and discipline and Stage Three for dischargeTwo, if presented in writing within seven (7) working days after the date of discharge, suspension or discipline. If a grievance should be settled finally in the Grievor's favour, reinstatement and pay adjustments shall be made at the Employee's regular basic rate (less amounts earned during time lost) for the hours per week, or any other arrangement which is just and equitable in the opinion of the conferring Parties or in the opinion of a Board of Arbitration, if the matter is referred to such a Board. Should an Employee be placed on unpaid suspension pending investigation, the Employer will notify the Secretary to the Union and the Unit Chair. The Employer shall provide the Recording Secretary of the Union and the Unit Chair with at least forty-eight (48) hours advance notice of discipline (for levels Step 3 and above) whenever it is reasonable to do so and to include in the notification the date, location and time the disciplinary meeting is scheduled to take place.

Discharge, Suspension and Discipline Cases. A Permanent Employee may be discharged, suspended or disciplined for just cause. Whenever the Employer deems it necessary to censure or discipline an Employee for just cause, the Employee will be so advised in advance. The Employee may request the presence of a Union Xxxxxxx and if an Employee is to be disciplined at the Step 3, Step 4 or Step 5 level, the Employer will notify the Secretary of the Union and the Unit Chair in advance. A copy of the written confirmation of the censure or discipline shall be forwarded to the Secretary of the Union. If the Employee believes he/she has been unjustifiably discharged, suspended or disciplined, the Employee may have his/her grievance processed under the Grievance Procedure, starting at Stage Two for suspension and discipline and Stage Three for discharge, if presented in writing within seven (7) working days after the date of discharge, suspension or discipline. If a grievance should be settled finally in the Grievor's favour, reinstatement and pay adjustments shall be made at the Employee's regular basic rate (less amounts earned during time lost) for the hours per week, or any other arrangement which is just and equitable in the opinion of the conferring Parties or in the opinion of a Board of Arbitration, if the matter is referred to such a Board. Should an Employee be placed on unpaid suspension pending investigation, the Employer will notify the Secretary to the Union and the Unit Chair. The Employer shall provide the Recording Secretary of the Union and the Unit Chair with at least forty-–eight (48) hours advance notice of discipline (for levels Step 3 and above) whenever it is reasonable to do so and to include in the notification the date, location and time the disciplinary meeting is scheduled to take place.