Discharges and Suspensions Clause Samples

Discharges and Suspensions. If an employee who has acquired seniority believes that he has been discharged or suspended without just cause, the grievance shall be presented at Step Three within five

Discharges and Suspensions. If an employee who has acquired seniority believes that he has been discharged or suspended without just cause, the grievance shall be presented at Step Two within five (5) working days after notice has been given to the employee and the ▇▇▇▇▇▇▇. If a suspension is grieved, the Employer may elect not to put the suspension into effect until the grievance is settled, abandoned, or determined by reference to arbitration. However, if an employee is suspended pending investigation, he shall not suffer any loss of pay for the duration of the Employer’s investigation. At the conclusion of the investigation, the Employer shall, upon proper and reasonable notice to the parties, convene a meeting with the suspended employee and the ▇▇▇▇▇▇▇. Upon the failure of the employee to attend the prescheduled meeting or, failure of the employee to inform the Employer beforehand of his inability to attend the meeting, he shall be deemed to have abandoned his employment, unless the employee is unable to attend the meeting for reasons beyond his control. Notice of the Meeting shall be in writing and shall be deemed sufficient if sent by registered mail to the employee’s last known address on file with the Employer, after an attempt has been made to contact the employee by phone. While on a paid suspension, the employee shall be available at all times during his regular working hours, as if he was working and he shall report to his immediate Supervisor on a daily basis.

Discharges and Suspensions. If an employee who has acquired seniority believes that he has been discharged or suspended without just cause, the grievance shall be presented at Step Three within five (5) working days after notice has been given to the employee and the ▇▇▇▇▇▇▇. If a suspen- sion is grieved, the Company may elect not to put the suspension into effect until the grievance is settled, abandoned, or determined by reference to arbitration. However, if an employee is suspended pending inves- tigation, he shall not suffer any loss of pay for the duration of the Company’s investigation. If, as a result of criminal charges, an employee’s abil- ity to carry a firearm for employment purposes is re- voked, the employee shall be suspended without pay for as long as he or she is to carry a firearm. If, as a result of criminal charges, there is no restric- tion placed on an employee’s ability to carry a firearm for employment purposes or the bail conditions re- specting the charges permit same, the Company can: allow the employee to work and carry a fire- arm; allow the employee to work by re-assigning the individual to a bargaining unit position which does not require the carrying of a firearm, and continue to pay the employee his or her normal wage rate; or suspend the employee with pay until the final disposition of the charges. The Union reserves the right to grieve and arbitrate Company involvement in the revocation of an em- ployee’s ability to carry a firearm, in circumstances where an employee is suspended without pay in para- graph above. I If the employee is discharged, such discharge will take effect immediately upon the employee receiving notice thereof, except the employee shall have the right to a ten (10) minute interview with his ▇▇▇▇▇▇▇, then he will immediately leave the premises.

Discharges and Suspensions. If an employee who has acquired seniority believes that he has been discharged or suspended without just cause, the grievance shall be presented at Step 2 within seven (7) days after notice has been given to the employee and the ▇▇▇▇▇▇▇. If a suspension is grieved, the Company may elect not to put the suspension into effect until the grievance is settled, abandoned, or determined by reference to arbitration.

Discharges and Suspensions. 1. Employees covered by the Agreement shall not be suspended or discharged except for just cause, except as outlined in Article 15, Section 3. 2. Any suspension or discharge requires notification of such act be given to the Chief ▇▇▇▇▇▇▇ or higher level representative of the Union. Any grievance over a suspension or discharge must be presented by the Union within four (4) workdays from receipt of Company's notice.

Discharges and Suspensions. 28.1 Employees covered by the Agreement shall not be wrongfully suspended or discharged. It is agreed that any verbal, written disciplinary memorandum or any suspension less than ten (10) working days cannot be arbitrated. Discharges or suspensions in excess of ten (10) working days may be arbitrated in cases where the Union claims the Company acted in an arbitrary and capricious manner. 28.2 Any suspension or discharge requires notification of such act be given to a ▇▇▇▇▇▇▇ and the Business Manager of the Union. Any grievance over a suspension or discharge must be presented by the Union within four (4) workdays from receipt of Company’s notice.

Discharges and Suspensions. 8.01 The Company reserves the right to discharge or suspend any employee for just cause. In the case of a discharge or suspension, the Company will copy the Union within five (5) calendar days thereof. 8.02 The Union must file an appeal within five (5) calendar days of receipt of notice of discharge or suspension or the right to appeal is lost. 8.03 In the case of a grievance involving the discharge or suspension of an employee, steps 1 and 2 of the grievance procedure will be omitted and an expedited grievance will immediately proceed to step 3.

Discharges and Suspensions. The Employershall not discharge or suspend any employee who has completed the probationary period without just and cause. The Employer shall direct a letter to the Union office, stating its reasons for any such discharge or suspension and shall also advise the employee verbally of its reasons for such action. No such discharge or suspension shall be implemented by the Employer until such letter is given to the Union. Any claim of wrongful discharge or suspension by such an employee may be submitted to the grievance and arbitration procedures within ten (10) days from the date of discharge or suspension and dealt with as provided herein. Step of the grievance procedure will be omitted in such cases. At the time formal discipline is imposed, an employee shall have the right upon request, to have a ▇▇▇▇▇▇▇ present, provided a ▇▇▇▇▇▇▇ is on the premises. In the case of suspension or discharge the Hospitalshall the employee of this right in advance. Verbal or written warnings shall be removed from the employee's file after a period of eighteen(18) months ▇▇▇▇▇▇▇▇▇▇▇▇▇ has been repetition of the offencewithin that period.

Discharges and Suspensions. If a non-probationary employee believes that he has been discharged or suspended without just cause, the grievance shall be presented at Step Three (3) within five (5) working days after notice has been given to the employee and the ▇▇▇▇▇▇▇. If a suspension is grieved, the Employer may elect not to put the suspension into effect until the grievance is settled, abandoned, or determined by reference to arbitration. However, if an employee is suspended pending investigation, he/she shall not suffer any loss of pay for the duration of the Employer’s investigation. The Employer shall complete its investigation of alleged employee misconduct within 48 hours of receiving a complaint or becoming aware of the alleged misconduct. Where circumstances do not permit the completion of the investigation within 48 hours due to factors beyond the Employer’s control (i.e. contacting the complainant)(s) or other parties with information vital to the investigative process), the Employer shall have a further extension of time as is necessary given the circumstances).