Common use of DISCHARGE, SUSPENSION AND DISCIPLINE Clause in Contracts

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. 9.01 A non-probationary employee may be discharged, suspended, reprimanded, or otherwise disciplined claim 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 that he/she 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 commencing at Step 2 of the Grievance Procedure. Probationary employees who have been discharged are governed by Article 3.03. Such grievance shall be in writing and shall be filed within seven (7) calendar days from the date of the letter confirming the discharge or suspension. 9.02 Such grievance may be settled by confirming the Employer's action in discharging or suspending the employee, or by reinstating the employee with appropriate compensation or by any other arrangement agreed to between the Parties. 9.03 Whenever an employee is told to report to a management supervisor for the purpose of discussing a serious dissatisfaction with his/her work, which may lead to the imposition of discipline, including suspension or discharge, a Union representative shall be present at the request of either party. A written statement of such grievance is lodged the meeting shall be provided to the employee, outlining the concerns raised by the Employer, with a copy to the Employer at Step Two of the grievance procedure Union, within two three (23) full working days after the employee is dischargeddays. 9.04 An employee has Xxxxx to leaving 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 premises, an employee who has been terminated discharged or suspended may discuss his/her case with a Union representative. 9.05 Any letter of reprimand or discipline will be removed from the record of an employee and from the supervisor's anecdotal record and destroyed eighteen (18) months following the receipt of such letter, provided that the employee's record has been discipline free during this period. 9.06 Complaints made to the Employer concerning the work or behaviour of an employee will be investigated 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 representativebefore any disciplinary action, if requested by the Employeeappropriate, is taken. No material may be removed from a personnel file, but a copy of any document in the file The employee will be provided to the employee upon requestnotified whenever a complaint is received. 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. 9.01 A non-probationary An employee may be dismissed, discharged, suspended, reprimanded, or otherwise disciplined by the Employer for just cause. Employees who are required to attend a meeting with the Employer, Employer which is of a disciplinary nature, nature shall be informed by the Employer prior to such meeting of their right entitled to Union representation and if requested by the employee Union representation shall be presentshould they request such representation. 9.02 Should it be found by 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 other than a temporary employee, who has completed their the 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 At a time approved by the Supervisor, an employee has the right to review their personnel file within two (2) working days of requesting same it in writing to the Director of Human Resources or the Chief Administrative Officer/Deputy ClerkClerk or the Director of Human Resources. 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 Employer. If requested by the Employeeemployee, a Union representative may also be present. 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 four (2124) months after the date of the incident.

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. 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- twenty-one (21) months after the date of the incident.

DISCHARGE, SUSPENSION AND DISCIPLINE. 9.01 A non-probationary claim by a permanent 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 she 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 commencing at Step 2 of the Grievance Procedure. Such grievance shall be in writing and shall be filed within seven (7) working days from the date of the letter confirming the discharge or suspension. 9.02 Such grievance may be settled by confirming the Employer's action in discharging or suspending the employee, or by reinstating the employee with appropriate compensation or by any other arrangement agreed to between the parties. 9.03 Whenever an employee is requested to report to a manager for the purposes of the imposition of formal discipline, including verbal or written reprimand, suspension or discharge, a Union representative shall be present. When formal written discipline is imposed both the employee and the union representative at the meeting shall be supplied with a written statement of such grievance is lodged with the Employer at Step Two copy of the grievance procedure within two (2) full working days after the employee is dischargeddiscipline. 9.04 An When an employee has been dismissed or suspended, the Xxxxxxx shall be notified and the employee shall have the right to review their personnel file within two (2) working days meet with the union representative for a reasonable period of requesting same in writing to time before leaving the Director of premises. Human Resources shall provide direction or plan for the Chief Administrative Officer/Deputy Clerk. An employee who has been terminated by union to assist with 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 requestexit. 9.05 The length of duration that any Any letter of reprimand, suspension or other sanction remains on a personnel file will be subject to discussions between removed from the parties during record of an employee eighteen (18) months following the grievance procedure. If no grievance is filed, at no time shall a reprimandreceipt of such letter, suspension or other sanction remain on provided that such employee's record has been discipline free for such eighteen (18) month period. All leaves of absence in excess of fifteen (15) working days will not count toward the above period. 9.06 Complaints made to the Employer concerning the work or behaviour of an employeeemployee will be addressed in accordance with the Employer’s personnel file beyond twenty- one (21) months after the date of the incidentpolicies.