Discharge/Suspension Grievance. If an employee, who has completed his probationary period, claims that he has been unjustly discharged or suspended, such claim must be submitted by the employee, who may be accompanied by a Union xxxxxxx, or by a Committee member at Step 2 of the grievance procedure to the Hospital within five (5) days following the date the discharge or suspension is effective. Such grievance may be settled under the Grievance and Arbitration procedure by:
(a) confirming the Hospital's action in suspending or discharging the employee, or
(b) reinstating the employee with up to full seniority for time lost and up to full compensation for time lost,
(c) any other arrangement which may be deemed just and equitable.
Discharge/Suspension Grievance. The Employer agrees that it will only suspend and discharge for just cause. The Employer agrees to provide written reasons within a reasonable time to a nurse who has been discharged. These grievances will be filed at Step 1 within ten (10) calendar days of such occurrence, or ought reasonably to have come to the attention of the nurse.
Discharge/Suspension Grievance. An employee considered by the Union to be wrongfully discharged or suspended, shall have recourse to the grievance procedure commencing at Step 2 provided the grievance is filed within ten (10) working days of the suspension or discharge. Such grievance may be resolved by the reinstatement of the employee to her former position without loss of seniority, wages or benefits, or in such other manner as the parties may agree or the Board of Arbitration may award.
Discharge/Suspension Grievance. In the event an employee is discharged or suspended, the employee or the Union may, within five (5) days from the date of discharge or suspension, file a written grievance with the Director of Human Resources, who shall schedule a meeting with the Union and the grievant. The Director of Human Resources shall communicate his/her decision in writing, together with the supporting reasons, to the Union and aggrieved party within five (5) work days after the meeting with the Union and the grievant. If the employee or the Union still feels aggrieved, he/she may appeal to the Board of Education within five (5) days after receiving a reply from the Director of Human Resources. Within ten (10) days after receiving an appeal, the Board of Education shall communicate its decision in writing, together with the supporting reasons, to the Union and aggrieved party. If the Union still feels aggrieved, the Union may file for arbitration in accordance with Step 4 of the Grievance Procedure.
Discharge/Suspension Grievance. The release of a probationary employee shall not be subject to the grievance procedure. A claim by an employee who has completed her probationary period that she has been unjustly discharged or suspended shall be treated as a grievance if a written statement of such grievance is lodged by the employee at Step 2 within seven (7) calendar days after the date of the discharge or suspension is affected.
Discharge/Suspension Grievance. The Employer agrees that it will only suspend and discharge a Nurse who has passed probation for just cause, unless the probationary Nurse was discharged or suspended for reasons related to Article 5 of this Agreement, or for enforcing her rights under other sections of this Agreement. The Employer agrees to provide written reasons within a reasonable time to a Nurse who has been discharged. These grievances will be filed at Step 1 within ten (10) calendar days of such occurrence, or ought reasonably to have come to the attention of the Nurse.
Discharge/Suspension Grievance. The following special procedure shall be applicable to a grievance alleging improper discharge or suspension of an employee. The grievance may be lodged in writing through the Chairperson of the Committee to the management within two (2) working days after the receipt of the grievance. If the decision is not satisfactory to the Union, the matter may then proceed on the giving of the prescribed notice of appeal to an impartial Arbitrator selected as herein provided.
Discharge/Suspension Grievance. If an employee believes they have been unjustly suspended without pay, or discharged, the matter shall be taken up with the Plant Manager or designate as a special grievance at Step 2 of the grievance procedure, within three (3) working days of the suspension or discharge. The Shop Xxxxxxx, and in the absence of a Shop Xxxxxxx, another member of the bargaining unit shall be present when a member of the bargaining unit is suspended or discharged. Either party may refer a grievance to a settlement officer as per Section 87 or Section 104 of the Labour Relations Code.
Discharge/Suspension Grievance. (a) In the event an Employee who has completed probation is dismissed or suspended from employment and the Employee contends that the dismissal or suspension is without just and sufficient cause, the matter may be taken up as a grievance in accordance with Article 8.
(b) Such grievance shall start at Step 2 of the grievance procedure and be processed in accordance with the provisions of that Section (8.04, Step 2).
(c) Dismissal or suspension grievances will be settled by confirming the Employer’s action or by reinstating the Employee in a manner that is just and equitable in the opinion of the conferring Parties or the Board of Arbitration, as the case may be.
Discharge/Suspension Grievance. If an employee who has completed their probationary period believes they have been discharged/suspended without just cause, they may file a written grievance with the Executive Director within ten (10) working days after they have been given notice of discharge/suspension. The complaint stage of the Grievance Procedure shall be omitted in that case, but all remaining provisions contained in Article 10 shall be applicable and complied within the processing of a discharge grievance.
