DISCHARGE, SUSPENSION AND WARNING. 22.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be a written one, and a copy of this warning will be forwarded immediately to the regional office of Local 52.
22.02 An employee may be suspended or discharged for proper cause by the Employer. Within five (5) workdays following suspension or discharge, the employee involved, together with a Local 52 Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.
DISCHARGE, SUSPENSION AND WARNING. 19.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be documented, and a copy of this warning will be forwarded immediately to the regional office of the Union.
19.02 A xxxxxxx must be present for all meetings of a disciplinary nature between the Employer and an employee.
19.03 An employee may be suspended or discharged for just cause by the Employer. Within five workdays following suspension or discharge, the employee involved together with a Xxxxxxx and/or Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.
DISCHARGE, SUSPENSION AND WARNING. 24.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be a written one and a copy of this warning will be forwarded to the office of the CLAC.
24.02 An employee, who has completed his probationary period, may be suspended or discharged for just cause by the Employer. Within five (5) workdays following the suspension or discharge, the employee involved, together with a Union representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.
DISCHARGE, SUSPENSION AND WARNING. 21.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be documented, and a copy of this warning will be forwarded immediately to the regional office of the Union.
21.02 A xxxxxxx must be present for all meetings of a disciplinary nature between the Employer and an employee.
21.03 An employee may be suspended or discharged for just cause by the Employer. Within five workdays following suspension or discharge, the employee involved together with a Xxxxxxx and/or Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.
21.04 Disciplinary notations in an employee’s record, older than eighteen (18) months of active service, shall not be relied upon for further progressive discipline.
DISCHARGE, SUSPENSION AND WARNING. 24.01 An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer's clients; the refusal by the employee to abide by the requirements of the Employer's rules, regulations, policies and practices. Such suspension or discharge is subject to the Grievance procedure.
24.02 When the conduct or performance of an employee calls for a warning by the Employer, such a warning shall be noted by the xxxxxxx/supervisor. The xxxxxxx/supervisor shall inform the Union Xxxxxxx of the warning within twenty-four (24) hours.
DISCHARGE, SUSPENSION AND WARNING. 20.01 When the attitude or performance of an employee calls for a warning or other discipline by the Employer, such discipline shall be in writing to the employee, with a copy given to a Xxxxxxx and forwarded immediately to the area office of the Union. A Xxxxxxx shall be present when an employee receives discipline unless immediate discipline is required and a Xxxxxxx cannot attend in a reasonable period of time.
20.02 An employee may be suspended or discharged for proper cause by the Employer. Within five workdays following suspension or discharge, the employee involved together with a CLAC Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may file a grievance at Step 2 or submit the complaint to arbitration.
DISCHARGE, SUSPENSION AND WARNING. 23.01 When the attitude or performance of an employee calls for disciplinary action, the employer shall use progressive discipline, depending on the severity of the incident(s) requiring discipline. In all cases where discipline is given, a xxxxxxx must be present and a copy of the disciplinary notation shall be forwarded to the union office.
23.02 An employee, who has completed his probationary period, may be suspended or discharged for just cause by the Employer. Within five (5) workdays following the suspension or discharge, the employee involved, together with a Union representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.
DISCHARGE, SUSPENSION AND WARNING. 13.01 Where a second warning is required by the Employer for a bargaining unit employee, the warning shall be in writing. The Employer shall provide the employee with two (2) copies on any written warning affecting the employee. Any written reply by the employee shall become part of their record. It shall be up to the employee to give a copy to the Union. The Union shall receive a copy of any notice relating to suspension or discharge of any bargaining unit employee.
a. Letters of reprimand shall be removed from an employee’s personnel file eighteen (18) months following the date of discipline, provided the employee is free from any further discipline during that period of time.
b. Records of suspension shall be removed from an employee’s personnel file twenty-four (24) months following the date of discipline, provided the employee is free from any further discipline during that period of time. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the twenty-four (24) month period noted above.
c. Matters relating to resident abuse as defined by the Resident’s Xxxx of Rights will not be removed from the employee’s personnel file.
13.02 Within five (5) workdays following a warning, suspension or discharge, the employee involved, provided she has completed the probationary period, may together with the Union Representative discuss with the Employer the reasons for the warning, suspension or discharge. Within five (5) workdays following this discussion, the employee may submit a written grievance at Step 3 of the Grievance Procedure.
13.03 An employee subject to suspension, discharge or written warnings shall have the right to the presence of a Union xxxxxxx or Union Representative at the time the disciplinary action is taken in writing, if she so chooses and if a Union Representative is readily available without unreasonable interruption of resident care. Where reasonable possible and without interruption of resident care, disciplinary meetings will be schedules when a xxxxxxx is scheduled to work.
DISCHARGE, SUSPENSION AND WARNING. 26.01 An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety regulations; the use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer's clients; the refusal by the employee to abide by the requirements of the Employer's rules, regulations, policies and practices; any employee guilty of rank insubordination or dishonesty. Such suspension or discharge is subject to the Grievance/Arbitration Procedure, except where an employee has been found unacceptable to the Employer's Bonding Company.
26.02 When the attitude or performance of an employee calls for a written warning by the Employer, such warning shall be forwarded immediately to the provincial Union office or the shop xxxxxxx.
26.03 Theft from the Employer, customers and co-workers is prohibited. Any employee found to be removing or consuming any property belonging to the Employer, customers or other employees will be dismissed with just cause. Wilful damage to the property of the Employer, customers, or fellow employees is prohibited. Any employee found to be wilfully damaging the property of others in the workplace will be dismissed with just cause. This article shall not be deemed to invalidate an employee’s right under Article 24 or 25.
DISCHARGE, SUSPENSION AND WARNING. 18.01 When the conduct, performance or attitude of an employee calls for discipline by the Employer, the discipline shall be a written one and a copy of this shall be given to the Xxxxxxx.
