Common use of DISCHARGE, SUSPENSION, DISCIPLINE Clause in Contracts

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. 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 sevenfive (5) working days of the incident giving rise to the complaint, with copies to the Union and the Union Committee. This notice shall include the particulars of work performance which lead to the complaint. If this procedure is not followed, such complaint shall not become a part of the employee’s record.

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 sevenfive (5) working days of the incident giving rise to the complaint, with copies to the Union and the Union Committee. This notice shall include the particulars of work performance which lead to the complaint. If this procedure is not followed, such complaint shall not become a part of the employee’s record.