Common use of Disciplinary Process Clause in Contracts

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 3 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 Chairperson with a copy to the President of Unifor Local 5555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 5 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 3 5 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of 10 days following this meeting, meeting or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 5 Chairperson with a copy to the President of Unifor Local 5555. The 10-day timeline will be extended in circumstances where the Employee and/or the Union Representative are unable to meet within the timeline or where the nature of the investigation requires more time. The Employer will notify the Union as soon as practicable in these scenarios. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 1 Chairperson, with a copy to the President of Unifor CAW Local 5555555, of the nature of the alleged offence. (b) Following notification of the Unit 3 1 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 1 Chairperson with a copy to the President of Unifor CAW Local 5555555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 3 1 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 1 Chairperson with a copy to the President of Unifor Local 5555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 3 1 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 Chairperson with a copy to the President of Unifor Local 5555.with (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 Chairperson, with a copy to the President of Unifor CAW Local 5555555, of the nature of the alleged offence. (b) Following notification of the Unit 3 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 Chairperson with a copy to the President of Unifor CAW Local 5555555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employeeemployee, the Employer will notify the Unit 3 4 Chairperson, with a copy to the President of Unifor CAW Local 5555555, of the nature of the alleged offence. (b) Following notification of the Unit 3 4 Chairperson, the Employer will meet with the Employee employee and a the Unit 4 Chairperson or Union RepresentativeXxxxxxx. At this meeting, the Employer will advise the Employee employee of the alleged offence and provide the Employee employee with an opportunity to respond. (c) Within 5 Working Days 7 days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee employee and the Unit 4 Chairperson or Union RepresentativeXxxxxxx. A copy of the written decision will be provided to the Unit 3 4 Chairperson with a copy to the President of Unifor CAW Local 5555555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days 7 days from the date the suspension was communicated to the Employeeemployee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 5 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 3 5 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Business Days of following this meeting, meeting or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 5 Chairperson with a copy to the President of Unifor Local 5555. The 5-day timeline will be extended in circumstances where the Employee and/or the Union Representative are unable to meet within the timeline or where the nature of the investigation requires more time. The Employer will notify the Union as soon as practicable in these scenarios. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.