DISCIPLINE AND. Where disciplinary or discharge action is contemplated because an employee's behaviour is considered to constitute a threat to safety, fellow crew members, passengers the company, or that her presence at work is unacceptable from a passenger service point of view, the employee may be held out of service without loss of pay for not more that seven consecutive calendar days, for the sole purpose of conducting a thorough During an interview between the company and the employee, and where action is contemplated, the employee may request the presence of a union representative. Reasonable notice of such an interview will be given, informing the employee of the alleged and of her right to have a union representative present. Where disciplinary or discharge action is Contemplated, the employee shall be so informed prior to formal action being taken unless reasonable efforts to contact the employee are unsuccessful, Where disciplinary action is considered necessary, the employee will be advised in writing of such disciplinary action, the reasons for the action, and of her to appeal by filing a grievance. Such notice will be copied to Union President end the Component President at the Union Headquarters level. An employee who has been disciplined or suspended pending discharge and who considers herself unjustly dealt with, may lodge a grievance through the Union within a period of ten days of receipt of the company decision, exclusive of Saturdays, Sundays and Statutory Holidays. The grievance will be handled in accordance with the provisions of through except that appeals Involving suspension pending discharge will be initiated at Step IIof the for in Article Implementation of a disciplinary suspension without pay shall be withheld until the internal appeal procedures requested in accordance with Article have been concluded and shall be in the following manner. Regular blockholders will not be for flights a result of the suspension and the minimum monthly guarantee will not apply for that month. The maximum monthly be reduced only by the hours equivalent to the hours lost within the suspension period. Where an employee suspended on reserve she will be removed from the payroll for the number of days involved and her minimum monthly guarantee and her limitation will be reduced by three hours and forty-five minutes for each day of suspension. An employes suspended pending discharge will be discharged effective with the end of the appeal if there is no or effective wit...
DISCIPLINE AND. DISCHARGE).
DISCIPLINE AND. (a) No employee shall receive a written reprimand or written warning, be suspended, demoted or dismissed for any reason except for just cause. Notwithstanding subparagraph (a) above, the Company retains the right to terminate the employment of a probationary employee at its sole discretion, with or without cause. In cases where the termination of the employee may result from performance concerns, the Company shall communicate these concerns to the Union within a reasonable time period prior to the end of the probationary period. The Company's decision shall be upheld unless the Union can establish that the decision was made arbitrarily or in bad faith. This shall constitute a lesser standard that just cause.
DISCIPLINE AND. Disciplinary action or discharge shall be for just and sufficient cause. When an employee is suspended without pay or discharged, the employee be given the reason or for such action and in writing. An employee shall be with a copy of any disciplinary which Is placed in their file. A written reply by the employee will also be placed in their Any employee to review their file must make arrangements to do through local and Corporate Recorda Management. When disciplinary has been taken, the record of such transactions will be retained in an employee's file as per the schedule: I) six (6) months for any of verbal discussions of disciplinary matters,
DISCIPLINE AND. Any allegation that an employee has been demoted, suspended, discharged or otherwise disciplined without just cause shall be a fit matter for the grievance and arbitration procedures as provided for in this Collective Agreement. When disciplining or discharging probationary employees for just cause, it is recognized that the probationary period is an extension of the selection process and that they have short service, Therefore, the threshold for discipline and discharge may be less than that of a regular employee in similar circumstances. Disciplinary penalties resulting in a suspension without pay will not be imposed until a final decision, (agreement between Union and Management, or an arbitrator's judgment) has been reached.
DISCIPLINE AND. Plant rules be posted in the plant and will be impartially to all employees. Any employee has been suspended or discharged may, if requested, be granted an interviewwith their Xxxxxxx before the employee is required to leave the plant. Where formal, documented discipline is involved (including verbal warnings placed in the employee's personnel file) the company will offer the employee the opportunity to be represented by a union representative. The Company agrees to furnish the Union a copy of suspension or discharge noticeswithin twenty-four (24) hours of issuance. Should there be any dispute the Company and the Union concerning the existence of good and sufficient cause for a suspension or discharge, such dispute shall be processed through the Grievance Procedure and shall commence with the meeting in Step of that procedure. When a question exists as to the validity of disciplinary action against an employee for failure to meet a quality or quantity standard, the Company agrees to furnish the Union pertinent information relating to the establishmentof such standard and the ability of other employees throughout the Company to meet the standard. Disputes on this matter may be processed through the Grievance Procedure. Warning Notices issued for the same offense will become void after twelve (12) months from date of issue of the last Warning Notice.
DISCIPLINE AND. The Board shall not discipline or dismiss any teacher bound by this agreement except for just and reasonable cause. Differences respecting disciplinary action and dismissal shall be subject to the Grievance Procedure in Section A, Article of this Agreement. Dismissal grievances may be initiated at Step 4 of the Grievance Procedure (Arbitration). Notwithstanding Clause of the Grievance Procedure dismissal grievances shall be submitted to a three person arbitration panel. The teacher shall be advised by the Board’s representative of his/her right to be accompanied by a representative of the Association at any meeting in connection with any allegation that could reasonably result in disciplinary action or dismissal.
DISCIPLINE AND. Employees who have completed their probationary periods shall be disciplined or discharged only for just cause. Any discipline, when imposed, shall be imposed in a timely manner. Progressive Discipline The Employer will follow the principles of progressive discipline. The types of disciplinary action include verbal warning (documented), written warning, suspension without pay, demotion and dismissal, provided however that the disciplinary action will vary depending on the severity of the misconduct and the employee's discipline record.
DISCIPLINE AND. An employee subject to disciplinary action which is to be recorded in the employee's personnel file, shall have the right, if she so requests, to the presence of a Union Xxxxxxx and if a Union Xxxxxxx is not available, a member representative of the employee's choice who is working on the current shift. A joint union management committee will be formed to review staffing patterns and to consider possible recommendations. Suitable subjects for discussions will include orientation and aggressive Residents. Committee Where there are matters of mutual concern and interest that would be beneficial if discussed at a Labour-Management Committee meeting during the term of this Agreement, the following shall apply: An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for such meeting will be made in writing at least one (1) week prior to the date proposedand accompanied by an agenda of matters proposedto be discussed, which shall not include matters that are properly the subject of grievance or matters that are properly the subject of negotiations for the amendment or renewal of the collective agreement. A representative attending such meeting shall be paid for lost wages from regularly scheduled hours. A CAW National or Local Representative may attend as a representative of the Union. Meetings will be held quarterly unless otherwise agreed. It is understoodthat where there are separate full and part time collective agreements, there shall be one committee only. Union Time Off The employer will schedule Labour-Management meetings during the union chairperson's shift, provided the union chairperson is scheduled on either the day or afternoon shift. A joint union management committee will be formed to review staffing patterns and to consider possible recommendations. Suitable subjects for discussions will include orientation and aggressive Residents Health and Committee The parties agree that they mutually desire to maintain standards of safety and health in the facility in order to prevent injury and illness. A Joint Health and Safety Committee shall be constitutedwith representation of at least half by employees from various bargaining units and of employees who are not represented by Unions and who do not exercise managerialfunctions, which shall identify potential dangers, recommend means of improvingthe health and safety programs and obtaining information from the Employer or other pe...
DISCIPLINE AND. Discharge. If a salary increase is not granted on the eligibility date, it may be granted on the first (1st) of any of the subsequent eleven (11) months but shall not be retroactive. Grievances resulting from the withholding of salary increase shall be presented directly to Step 2 in the Agency grievance procedure. If, as a result of such a grievance, a decision is made to grant an increase initially withheld, the effective date of the increase shall be retroactive to the original eligibility date.
