Disciplinary Cases. It is recognized that the maintenance of discipline is essential to the orderly operation of the plant and also that the invoking of disciplinary action should be designed to correct the conduct of the employees involved rather than to punish. In the great majority of infractions of rules, termination of employment for disciplinary reasons is justified only after the employee has been given the opportunity to correct his/her behavior and has failed to respond to disciplinary measures. Suspension of employees with or without pay for various lengths of time as determined by the Company is recognized as a legitimate method of discipline under the terms of this Contract.
Disciplinary Cases. Section 1: In the event an officer shall receive a formal verbal warning, formal written reprimand, be suspended from work without pay for disciplinary reasons, or be discharged from his/her employment after the date hereof, and believes he/she has been unjustly disciplined, the officer shall have the right to file a grievance in accordance with the Grievance Procedure contained in this Agreement.
Disciplinary Cases. 9.01 In any disciplinary meeting which may result in an oral or written reprimand, suspension, discharge or termination, the employee shall be accompanied by the Union representative on their shift. In meetings at the Plant Manager and/or their designate level where more than a normal problem is being dealt with, Management, the Union Committee person or the employee may request the presence of the Plant Chairperson if available on shift. The Union Committee chairperson and the committee person present during such meeting shall be given a copy of all written reprimands.
a) Disciplinary notices shall not be used as a basis for future discipline if the employee has established a clear record in respect to discipline for a period of one (1) year.
b) No discipline shall be entered on an employee's written record unless 9.01 is strictly adhered to and the Company does not respond to the infraction within five (5) working days of the incident. Should further time be required for investigation, the Company will meet with the Union to discuss the extension of the time limits.
9.02 A claim by an employee that they have been discharged without just cause may be presented in writing as a grievance at Step Three of the Grievance Procedure, provided the grievance is submitted to the Plant Manager within five (5) working days after the Union has been advised of the discharge. If such grievance is processed to Arbitration, the Arbitrator may confirm the Company's action, or reinstate the employee with full compensation for time lost, or other ruling considered equitable in the opinion of the Arbitrator.
Disciplinary Cases. An employee who has attained seniority and who has been called to a meeting for the purpose of imposing discipline shall be informed of their right to Union Representation. The em- ployee, including will be afforded an equal number of Management and Union Representatives at this meeting. An employee who has attained seniority and who has been given a suspension or has been discharged shall have the right to meet with his Representative to discuss the discipline for a reasonable period of time prior to leaving the Plant. This meeting period will not be allowed if, in the opinion of the Company, the discharged employee is threatening, abusive or disorderly. A grievance by the discharged or suspended employee shall be in writing as per Step and shall be filed within three (3) working days of the discharge or suspension but shall be processed com- mencing at Step of the grievance procedure. In imposing discipline the Company will not take into account any infraction of a major nature which occurred more than eighteen (18) months previously, provided the employee has had no disciplinary notices on the file during the eighteen
Disciplinary Cases. 21.01 In the event that an employee with seniority feels that he has been unjustly discharged, suspended or given a written warning, the Union and/or the employee may ask for and receive in writing from the Company, the reason for the disciplinary action taken.
Disciplinary Cases. 6.1 When the Company imposes discipline, it shall be for just cause and by adherence to the following procedures:
a) For less serious infractions of Company rules and policies the Company will follow a four-step procedure of oral reprimand, written reprimand, suspension and discharge. Bargaining unit employees, in appropriate circumstances will be subject to the following progressive discipline steps without regard to whether previous discipline, if any, was of the same or similar type. The progressive discipline steps except for those matters set forth in section 6.1 (b) shall be as follows:
1. Verbal Warning
2. Written Warning
3. Suspension - one (1) to five (5) days without pay
4. Discharge An employee at any stage of the progressive discipline process who commits another minor infraction will progress to the next stage of the progressive discipline process whether or not the subsequent infraction is of the same or a different kind as any previous infraction(s).
b) In cases of serious misconduct, such as, but not limited to: major violation of law, violence, theft, security or safety violation, intentional damage to Government or Company property, or drug/alcohol abuse, the Site Manager many suspend the employee immediately and, if appropriate, recommend termination of the employee to the Company's Program Manager or other designated Company official.
6.2 It is understood that no disciplinary actions can be administered unless the Company provides evidence of the specific infraction or violation at the time when disciplinary action is presented.
6.3 Should there be any dispute between the Company and Union concerning the existence of just cause for discharge or disciplinary action involving a written notice or time off, such dispute shall be adjusted as a grievance in accordance with the terms of this Agreement.
6.4 In the event it is found that an employee has been disciplined or discharged without just cause, such employee shall be reinstated to his former position with seniority unimpaired and paid for any time lost which may be awarded by the arbitrator. Such lost time shall be offset by any interim earnings of said employee, including unemployment benefits.
6.5 An employee's disciplinary action record for a verbal warning, where there has been no subsequent infraction of any type for six (6) months, will not be considered for purposes of determining future disciplinary action. An employee's disciplinary action record for written warnings, where the...
Disciplinary Cases. 9.01 A claim by an employee who has completed his or her probationary period, that he or she has been unjustly suspended or discharged from his or her employment, will be treated as a special grievance commencing at Step No. 2 of the Grievance Procedure, provided the discharged person submits his or her written grievance, dated and signed, within five (5) working days after the discharge occurs.
9.02 Such special grievances may be settled by confirming the discharge or by reinstating the discharged person with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.
9.03 It is agreed that the Stewards or the Union Committee will be notified immediately of the dismissal of any employee in the bargaining unit, provided the employee has completed her probationary period.
Disciplinary Cases. A claim by an employee or the Union that he has been un- justly disciplined, shall be treated as a grievance, if a written state- ment of such grievance is lodged with the Company as follows:
Disciplinary Cases. An employee who claims that has been disciplined or discharged without just cause may grieve such discipline or discharge starting at Step of the Grievance Procedure.
Disciplinary Cases. An employee who has attained seniority and who has been called to a for the purpose of imposing discipline shall be informed of their right to have a Union Representative present. An who has attained seniority and who has been given a suspension or has been shall have the right to meet with his Representative to discuss the discipline for a reasonable period of time prior to leaving the Plant. This meeting period will not be allowed if, in opinion of the Company, the discharged employee is threatening, abusive or disorderly. A grievance by the or shall be in writing as per Step and shall be filed within three working days of the discharge or suspension but shall be processed commencing at Step 2 of the grievance procedure. In imposing discipline the Company will not take into account any infraction of a major nature which occurred more than months previously, provided the employee has had no disciplinary notices on the tile during the eighteen month period. For the purpose of this clause an infrac- tion of a major nature is defined as a written warning of disci- xxxxx, suspension or discharge. A copy of disciplinary notices (as above) given to Bargaining Unit employees will be provided to the Plant Committee Chairperson within one day of their issuance. Article
