DISCHARGE, SUSPENSION OR DISCIPLINE. 10.1 The following special procedure shall be applicable to a grievance alleging improper discharge, suspension or discipline of a seniority employee. A Union Representative will be present during all meetings regarding disciplinary actions when an employee is called to an interview by a member of supervision, and the subject matter of the interview is discipline, the employee will be so informed before the interview and will be advised to have his/her committeeperson/xxxxxxx present, and the interview will not proceed until the committeeperson/xxxxxxx is present.
10.2 The discharged, suspended or disciplined seniority employee will present the grievance in writing either direct or through a member of the Shop Committee to the Human Resources Manager within three (3) working days of the discharge, suspension or discipline and Management will review the grievance with the Shop Committee and render a written decision within three (3) working days after such review. If the decision of the Company is not satisfactory to the Union, the Union may refer the matter to arbitration under Article 9.
10.3 Suspensions will be scheduled to be served no sooner than four (4) working days from the date the suspension is issued to the employee. All suspension days shall be served consecutively. No employee shall be sent out of the building without first meeting with management and a Union Representative.
DISCHARGE, SUSPENSION OR DISCIPLINE. The Board shall not discharge, suspend or discipline any seniority employee without just cause. Any discharged or suspended employee shall have the right to a hearing before the administration, at the employee’s request. If requested, such hearing shall be held within five (5) working days from the date of discharge or suspension. Disposition of the hearing shall be issued in writing. If such disposition of the hearing is not satisfactory, the case shall go to Step Four (4) of the grievance procedure.
DISCHARGE, SUSPENSION OR DISCIPLINE. 12.01 The Employer shall not discharge, suspend, or discipline any employee under this Agreement without just cause.
12.02 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision, the employee is entitled to have, at his/her request, an IBEW representative in attendance at such meeting. Except in those circumstances where immediate disciplinary action is deemed necessary, the employee shall receive a minimum one (1) day’s notice of the time and intent of such a meeting. The Employer shall notify the employee and the IBEW of such a disciplinary decision in writing. Such decisions shall be placed on the individual’s personnel file and become a matter of record.
12.03 The Employer shall notify in writing the Business Representative and Unit Chairperson or designate and the employee discharged within the next working day of the discharge. Notice to the employee discharged shall consist of a termination form given in person, or by registered letter to the employee’s last address on record with the Employer.
12.04 An employee who is discharged may file a grievance at Step Three of the Grievance Procedure within ten (10) working days after the notice as referred to in paragraph 12.03 hereof.
12.05 Management personnel when reprimanding an employee or imposing disciplinary action for a current incident will not take into account any prior infractions which occurred more than eighteen (18) months previous to such incident as long as the employee’s record has been clear for those eighteen (18) months.
12.06 No document pertaining to disciplinary action shall be used against an employee where it has not been brought to her/his attention when put in the file.
DISCHARGE, SUSPENSION OR DISCIPLINE. (A) When in the opinion of the Employer, for just cause, discharge, suspension, or disciplinary action is warranted, such action must be initiated within fifteen (15) regularly scheduled working days from the date of its occurrence, or knowledge of its occurrence, of the condition giving rise to the type of disciplinary action except when a longer period of investigation and deliberation is necessary. Any such extensions of the time limitation shall be brought before the Association, with the intent of the extension explained, and shall be used with discretion and not abused.
(B) The Employer will not meet with an employee for purpose of imposing any predetermined discipline unless the Association representative is afforded the opportunity to be present for such meeting. In the event unanticipated or immediate disciplinary action is taken with an employee, the Employer shall notify the proper Association personnel immediately following such action.
(C) The Employer agrees, promptly upon the discharge suspension, or discipline of an employee to notify, in writing, the employee and the Association Representative of the specific reasons for the discharge, suspension, or discipline. Any suspension for investigation will be with pay and benefits, unless the employee has been charged with a criminal offense related to the performance of his/her duties, in which case the Employer has the right to place the employee on unpaid investigative suspension after thirty (30) working days of paid suspension.
(D) In the case of discharge or suspension, the employee will be allowed to discuss the discharge or suspension with the xxxxxxx prior to the time he is required to leave the premises of the Employer, and the Employer will make available an area where he may do so before he is required to leave the property of the Employer. Upon request, the Employer or his designated representative will discuss the discharge or discipline with the employee and the xxxxxxx as soon as time can be mutually agreed upon. The notice of discharge suspension or discipline shall set forth the reasons and all materials pertaining to the discharge, suspension or disciplinary action. Copies of these materials shall be given to the employee and the Association President.
(E) In imposing any discharge suspension or disciplinary action on a current charge, the Employer will not take into account any prior infraction which occurred more than five (5) years, or three (3) years with no infractions. Th...
DISCHARGE, SUSPENSION OR DISCIPLINE. 12.01 The Employer shall not discharge, suspend, or discipline any employee under this Agreement without just cause.
12.02 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision, the employee is entitled to have, at his/her request, an IBEW representative in attendance at such meeting. Except in those circumstances where immediate disciplinary action is deemed necessary, the employee will not receive a notice period. The Employer shall notify the employee and the IBEW of such a disciplinary decision in writing. Such decisions shall be placed on the individual’s personnel file and become a matter of record.
12.03 The Employer shall notify in writing the Unit Chairperson or designate and the employee discharged within the next working day of the discharge. Notice to the employee discharged shall consist of a termination form given in person, or by registered letter to the employee’s last address on record with the Employer.
12.04 An employee who is discharged may file a grievance at Step Three of the Grievance Procedure within ten (10) working days after the notice as referred to in paragraph 12.03 hereof.
12.05 Management personnel when reprimanding an employee or imposing disciplinary action for a current incident will not take into account any prior infractions which occurred more than eighteen (18) months previous to such incident as long as the employee’s record has been clear for those eighteen (18) months.
12.06 No document pertaining to disciplinary action shall be used against an employee where it has not been brought to her/his attention when put in the file.
DISCHARGE, SUSPENSION OR DISCIPLINE. Section 1. Just Cause
DISCHARGE, SUSPENSION OR DISCIPLINE. (a) Upon a recommendation or initiation of a discharge, suspension or discipline of any seniority employee or whenever a written work infraction is issued, a copy of the work infraction report shall be delivered to the seniority employee and the Union Xxxxxxx within seven (7) working days from the date of the occurrence given rise to the infraction. The report shall contain particulars of the infraction provided however that where a seniority employee is not at work and it is not possible to deliver the infraction personally to him, such infraction report shall be delivered to the Union Xxxxxxx. In all cases of discharge, suspension or discipline the grievance procedure shall commence at Step IV of the grievance procedure.
(b) A written disciplinary notice shall be removed from a seniority employee’s file provided the seniority employee has had no other disciplinary notice for a period of twenty-four (24) months.
(c) A seniority employee shall be allowed to examine his personnel file upon reasonable notice and an employee shall have the right to receive a copy of any material contained in his personnel file.
(d) At a hearing relating to disciplinary action, the Corporation agrees not to introduce as evidence any document, the existence of which the employee was not aware at the time the document was placed in his file.
DISCHARGE, SUSPENSION OR DISCIPLINE. Whenever a written work infraction is issued or whenever a or initiation of a discharge, suspension or discipline of any employee a copy of the work infraction report shall be delivered to the employee and the Union Xxxxxxx within seven working days from the date of the occurrence given rise to the infraction. The report shall contain particulars of the infraction. Provided however that where an employee is not at work and it is not possible to deliver the infraction personally to him, such infraction report shall be sent to the employee by registered mail and a copy shall be delivered to the Union Xxxxxxx. In all cases of discharge, suspension or discipline the grievance procedure shall commence at Step of the grievance procedure. Written warning notice shall be removed from an employee's file provided the employee has had no similar warning notice for a period of twenty-four
DISCHARGE, SUSPENSION OR DISCIPLINE. JO.I The following special procedure shall be applicable to a grievance alleging improper discharge, suspension or discipline of a seniority employee. A Union Representative will be present during all meetings regarding disciplinary actions when an employee is called to an interview by a member of supervision, and the subject matter of the interview is discipline, the employee will be so informed before the interview and will be advised to have hislber commhteeperson/xxxxxxx present, and the interview will not proceed until the cornmitteeperson/xxxxxxx is present.
DISCHARGE, SUSPENSION OR DISCIPLINE. 11.01 The Board will not discharge, suspend or discipline any seniority member without just cause. The Board agrees upon the discharge of any member to notify the Association President, in writing, of the discharge.
11.02 The discharged suspended or disciplined member will be allowed to discuss their discharge, suspension or discipline with the President, and the Board will make available an area where they may do so before said member is required to leave the property of the Board. Upon request, the Board or its representative will discuss the discharge, suspension or discipline with the member and the Association.
11.03 All concerns and complaints regarding any discharge, suspension or discipline of a seniority member is a proper subject for the grievance procedure.
11.04 A member will be entitled to have Association representation present during any meeting which may lead to disciplinary action. When a request for representation is made, no action will be taken with respect to the member until such Association representation is present. Should disciplinary action likely occur at a given meeting, the member will be advised immediately of said possibility and be advised of the right to representation under this Article.
11.05 A policy of progressive discipline will be followed. The Board will make a good faith effort to provide timely notice to the member involved and the Association President prior to the initiation of that member’s investigative meeting, unless an emergency is identified. The progressive discipline policy shall include verbal reprimands, written reprimands, suspension and discharge. Verbal reprimands are normally the first step of the disciplinary process. However, any disciplinary action taken against members will be appropriate to the behavior which precipitated said action.
