Common use of Disciplinary Time Frames and Procedures Clause in Contracts

Disciplinary Time Frames and Procedures. (a) Any disciplinary suspension or discharge of a Permanent Employee or a suspension of a Temporary Employee must occur within twenty (20) working days of the event(s) giving rise to such discipline or of the date the Employer first becomes aware of the event(s). In the event these time lines are not followed, no discipline shall be instituted or such discipline shall be withdrawn, whichever is appropriate and this discipline shall not become part of the Employee’s work record or used against her/him. The Employee shall be given the reason for the discipline and provided with a written copy of same in the presence of a Union Representative and the Union shall receive a copy within seven (7) working days thereafter. (b) In the event that the Employer determines that a Casual Employee shall no longer be called for work, the Employee shall be notified in writing of the reason within twenty (20) working days of the Employer’s decision, with a copy to the Union. (c) In the event a Temporary Employee is discharged from a temporary position, the Employee shall be notified in writing of the reason within twenty (20) working days of such discharge, with a copy to the Union. (d) In the event the Employer deems it necessary to censure an Employee with a written reprimand, the Employer shall within twenty (20) working days thereafter, give written particulars to the Employee, with a copy to the Union. If this procedure is not followed, such expression of dissatisfaction shall not become part of the Employee’s work record or be used against her/him at any time. The Employee shall have the option of providing a written reply. The Employee’s reply to such reprimand shall become part of her/his record.

Disciplinary Time Frames and Procedures. (a) Any disciplinary suspension or discharge of a Permanent Employee or a suspension of a Temporary Employee must occur within twenty (20) working days of the event(s) giving rise to such discipline or of the date the Employer first becomes aware of the event(s). In the event these time lines are not followed, no discipline shall be instituted or such discipline shall be withdrawn, whichever is appropriate and this discipline shall not become part of the Employee’s work record or used against her/himthe Employee. The Employee shall be given the reason for the discipline and provided with a written copy of same in the presence of a Union Representative and the Union shall receive a copy within seven (7) working days thereafter. (b) In the event that the Employer determines that a Casual Employee shall no longer be called for work, the Employee shall be notified in writing of the reason within twenty (20) working days of the Employer’s decision, with a copy to the Union. (c) In the event a Temporary Employee is discharged from a temporary position, the Employee shall be notified in writing of the reason within twenty (20) working days of such discharge, with a copy to the Union. (d) In the event the Employer deems it necessary to censure an Employee with a written reprimand, the Employer shall within twenty (20) working days thereafter, give written particulars to the Employee, with a copy to the Union. If this procedure is not followed, such expression of dissatisfaction shall not become part of the Employee’s work record or be used against her/him the Employee at any time. The Employee shall have the option of providing a written reply. The Employee’s reply to such reprimand shall become part of her/his the Employee’s record.