DISCHARGE, SUSPENSION, 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, DISCIPLINE. 9.01 a) A claim by a discharged employee who has completed his probationary period that the discharge from employment is unjust may be filed by the employee within three (3) working days of the discharge at Step 2 of the grievance procedure.
DISCHARGE, SUSPENSION, DISCIPLINE. 8.01 A claim by an employee who has completed her probationary period that she has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged with the Employer at Step 2 within five (5) calendar days after the discharge is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:
(a) Confirming the Employer’s action in dismissing the employee;
(b) Reinstating the employee without loss of seniority rights and with full compensation for time lost; or
(c) By any other arrangement which may be deemed just and equitable.
8.02 A Union Committee member (normally the Chief Xxxxxxx, if reasonably available) will be notified of the suspension or dismissal of an employee who has completed her probationary period.
8.03 An employee is entitled to representation by a Union Committee person at any formal meeting with a representative of the Employer that is likely to result in disciplinary action on the part of the Employer, if the employee so requests and if such Union Committee person is available without delay.
8.04 Disciplinary action will be removed from an employee’s record after eighteen (18) months from the date of such disciplinary action provided there has been no intervening disciplinary action imposed.
8.05 An employee shall, upon written request made in a reasonable time before the time of viewing, have an opportunity to review her personnel file in the presence of the appropriate Manager of Windsor Catholic Cemeteries or his designate.
8.06 In the event the Employer is dissatisfied with the work of an employee and corrective discussion has not resolved the problem, the Employer shall notify the employee, in writing, of the dissatisfaction concerning his/her work within seven
DISCHARGE, SUSPENSION, DISCIPLINE. 10.01 A claim by any employee who has completed probation that they have been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged by the employee with the Human Resources Manager or Team Leader (or designate) within five (5) calendar days after the employee has received their discharge notice. Such grievance will be taken up at a special meeting with the Human Resources Manager or Team Leader (or designate) at Step 2 of the Grievance Procedure.
10.02 Such special grievance may be settled by confirming the Employer’s action in dismissing the employee, or by reinstating the employee, or by any arrangement which is just and equitable in the opinion of the conferring parties or the Board of Arbitration, as the case may be.
10.03 The record of an employee shall not be used against them if their record has been clear for eighteen (18) months. Letters of reprimand are to be removed from an employee’s file after eighteen (18) months from the date of the reprimand.
10.04 An employee, subject to disciplinary action which is to be recorded in the employee’s employment file, shall have the right to the presence of the Union Xxxxxxx or a Union Committee member, or, if either of the above is not available, a member representative of the employee’s choice.
10.05 An employee, shall, upon request, be granted the opportunity to view all documents in their employment file in the presence of the Human Resources Manager, or designate, and the employee shall have the right to request the presence of a Committee person, or xxxxxxx.
10.06 The employee shall, upon request, be provided with a copy of all documents on file. Such copies shall be provided at the Employer’s expense.
10.07 In the event that an incident occurs which may required disciplinary measures to be taken such as, a letter of written reprimand, suspension, or discharge, the employer must take such action within thirty (30) days of becoming aware of such occurrence.
DISCHARGE, SUSPENSION, DISCIPLINE. The Employer will not rely upon or refer to discipline notations or written warnings contained in employee’s file in the case of written warnings or suspensions after the passage of eighteen (18) months, if there has been no intervening disciplinary action taken by the Employer.
DISCHARGE, SUSPENSION, DISCIPLINE. 10.01 No Employee shall be disciplined or discharged except for just cause. Employees, who are subjected to any form of discipline, including discharge, shall have recourse to the grievance procedure.
10.02 Upon written request signed by an Employee, the Employee shall, at a mutually agreeable time during regular working hours, have access to examine his/her personnel file in the presence of a duly authorized representative of WSN.
10.03 Any documentation, including electronic format relating to disciplinary action including warnings will be removed from an Employee’s personnel file after fifteen (15) months from the date of event leading to disciplinary action including warning, provided that there have been no similar warnings or disciplinary action in that period, in which event
DISCHARGE, SUSPENSION, DISCIPLINE. 16.1 An Employee who has completed their probationary period may be dismissed or suspended but only for just cause. Such Employee and the Union shall be advised promptly in writing by the Employer of the reason for such discharge or suspension.
16.2 An Employee considered by the Union to be wrongfully or unjustly discharged or suspended shall be entitled to a hearing under Article 13, Grievance Procedure. Such a grievance shall be filed at Step 2 of the Grievance Procedure within ten (10) days of the day following the date on which the discipline is received by the employee.
16.3 An Employee who has been unjustly suspended or discharged shall be immediately reinstated to their former position without loss of seniority. They shall be compensated for all time lost in an amount equal to their normal earnings during the pay period next preceding such discharge or suspension, or by any other arrangement as to compensation which is just and equitable in the opinion of the parties, or in the opinion of a Board of Arbitration, if the matter is referred to such a Board. Any monies earned by an Employee during a period of suspension or discharge shall be deducted from any award made under this article.
DISCHARGE, SUSPENSION, DISCIPLINE. If a employee is suspended or discharged, shall be informed at the time, in writing, of the reason for such suspension or discharge, and a copy shall be sent to the Union. If the Union feels that a employee has been unjustly suspended or discharged, it shall deliver a grievance in writing not later than the fifth (5th) day after such suspension or discharge and the grievance shall be taken up at Step of the grievance procedure immediately.
DISCHARGE, SUSPENSION, DISCIPLINE. 8.01 No Employee shall be discharged, suspended, demoted or otherwise disciplined without just cause.
8.02 When an Employee is disciplined, she will be provided the reason(s) in writing.
DISCHARGE, SUSPENSION, DISCIPLINE. 10.01 No Employee shall be disciplined or discharged except for just cause. Employees, who are subjected to any form of discipline, including discharge, shall have recourse to the grievance procedure.
10.02 Upon request by an Employee, the Employee shall have access to examine his/her personnel file in the presence of a duly authorized representative of CMA within 2 working days of such request. Such employee shall have the right to a copy of their personal file upon request but no later than 5 working days after such request.
10.03 Any documentation, letters, including electronic format relating to disciplinary action including warnings will be removed from an Employee’s personnel file at date of ratification. Any future documentation, including electronic format relating to disciplinary action including warnings will be removed from an Employee’s personnel file after twenty-four (24) months from the date of the last occurrence.
