DISCIPLINE AND. Employees covered by this Agreement will not be disciplined or discharged except for just cause. Such discipline or discharge will apply after the charges against them have been investigated and substantiated. If an employee under investigation and subject to discipline is required to submit a written report, he will be allowed up to (24) hours to submit the report. Potential charges shall be laid or notice of investigation against an employee shall be made within thirty (30) days of the knowledge of the alleged incident or of the discovery of any infraction which may result in charges. An employee's Section Head shall investigate incidents at a meeting at which the employee concerned is entitled to be present and to be represented by no more than two (2) Union Representatives. The employee concerned shall be given at least (24) hours' advance notice of the purpose of the meeting and of his entitlement to Union representation. An employee's Section Head may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Director or his delegate. A charged employee may be held out of service by his Section Head for a period not to exceed three (3) days, pending investigation by the Director or his delegate and the officer ordering the holding out of service must immediately advise the employee in writing of the charge or charges against him. Xxxxxxx referred to the Director or his delegate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than (2) Union Representatives. Once the Director or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) days the employee of the anticipated date of the hearing of the charges. The Director or his delegate shall decide whether a charge referred to him is substantiated, and, if so, the discipline to be imposed, or whether the charged employee is exonerated. In the event his decision involves suspension or dismissal, he shall, within three (3) days of the hearing, notify the charged employee and his Local Chairperson, in writing, of the decision. An employee who is exonerated of all charges against him shall be paid for time lost while being held out of service and shall be reinstated in his former position without loss of sen...
DISCIPLINE AND. DISCHARGE
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. 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. 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. 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. 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. Employees covered by this Agreement will not be disciplined or discharged until the charges against them have been investigated and substantiated. If an employee under investigation and subject to discipline is to submit a written report, he will be allowed up to twenty-four hours to submit the report. An employee’s Section Head may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Regional Vice-President or his delegate.
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. Disciplinary action or discharge shall be for just and sufficient cause.
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. 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 The parties agree that they mutually desire to maintain standards of safety and health in the facility in order to prevent injury and illness. Two (2) representatives of the Joint Health and Safety Committee, one (1) from management and one (1) from the employees on a rotating basis designated by the employees, shall make monthly inspections of the work place and equipment and shall report to the Health and Safety Committee the results of their inspection. In the event of accident or injury, such representatives shall be notified immediately and shall in...
