DISCIPLINE AND DISCHARGE OF EMPLOYEES. 15.1 The District shall give consideration to due process and progressive discipline in its discipline of employees covered by this Agreement. Although each personal situation merits individual investigation of the facts and circumstances, every effort will be made by the District to establish and maintain consistency and uniformity in discipline of employees.
15.2 The District shall have the right to discipline or discharge an employee for justifiable cause, but no employee shall be discharged or suspended unless a written notice shall have been given to such employee and a copy sent to the union of a complaint against such employee concerning work or conduct and informed of the District initiating an investigation into the initial complaint within ten (10) working days from the date the District demonstrably had knowledge of alleged violation. If such notice is not given to the employee and sent to the Union within ten (10) working days of such alleged violation, any disciplinary action resulting from the complaint shall be null and void.
15.2.1 An employee shall be entitled to receive a written statement of the reasons for suspension or discharge and/or a hearing upon request.
15.2.2 The discipline of an employee will be handled as discretely as the situation warrants and is possible under the circumstances.
15.2.3 Upon completion of the investigation into the alleged violation, the District shall have ten (10) working days to notify such employee of the results of the District’s investigation and of the disciplinary action sought, if any. Upon written request by the employee, warning notices shall be removed from Personnel files one (1) year from the date of notice if there have been no further notices for a six (6) month period.
15.2.4 Warning notices of disciplinary action will be considered collectively, not individually. Any employee who receives three (3) written warning notices of disciplinary action within 12 months shall be subject to further disciplinary action up to and including termination of employment.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code of British Columbia the following standards shall be applied:
i) employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause;
ii) during the probation period specified in this Agreement, an employee may be discharged if the employee is unsuitable for status as a regular employee.
(b) In the event that an employee other than probationary is discharged for just and reasonable cause the Shop Chairperson will be notified and provided with the reasons for the discharge.
(c) Where no Shop Chairperson is recognized the Shop Xxxxxxx will receive this information.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied:
(i) Employees who have successfully completed their probation period may only be disciplined or discharged for just and reasonable cause.
(ii) During the probation period specified in this Agreement, an employee may be discharged if he is unsuitable for status as a non-probationary employee.
(b) In the event that a non-probationary employee is discharged for just and reasonable cause, the Shop Chairperson will be notified by the Employer and will be provided with the reasons for the discharge.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 20.01 (a) Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 6 The District shall have the right to discipline or discharge an employee for justifiable cause. Any 7 disciplinary action or measure imposed upon an employee may be processed as a grievance through 8 the grievance procedure hereinafter provided.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 Subject to the provisions of Article 4.02, the Employer may discharge or otherwise discipline employees for just cause. Such disciplinary action may be subject to the grievance procedure provided herein.
9.02 A disciplinary action will no longer be effective after twelve (12) months, provided the employee has not received any other disciplinary action within the prior twelve (12) month period.
9.03 Without in any way restricting the right of the Employer to discipline or discharge an employee for other just causes, it is hereby mutually agreed upon by the Union and the Employer that removal from the company premises, without proper authorization of the Employer, materials, products or property, under the care, custody or the control of the Employer, shall be deemed conclusively to be just cause for immediate discharge of any employee.
9.04 When a discipline or discharge of an employee is involved, provided a shop xxxxxxx is on duty, the shop xxxxxxx will be advised and given an opportunity to be present at any interview which may take place between the Employer and the employee being disciplined or discharged. Where there is no shop xxxxxxx on duty, the Employer will attempt to contact the Chief Xxxxxxx or Union Representative via telephone. The parties agree it is preferable to have a xxxxxxx present during disciplinary meetings.
9.05 Whenever an employee is discharged, the Employer shall without reasonable delay, notify the discharged employee in writing of his/her discharge and the reason therefore which notice may be delivered to the discharged employee by hand or mailed to his last address on file with the Employer. A copy will be provided to the Union.
9.06 The Employer shall pay any discharged employee all his/her due wages in full on the next scheduled pay date immediately following his discharge and after any wage liability owed by him to the Employer has been paid or satisfied.
9.07 An employee who has completed his probationary period may grieve his termination in writing within seven (7) calendar days of the termination. The grievance shall commence at Step 2 of the grievance procedure.
9.08 Grievances concerning the discharge of employees may be settled by confirming the discharge or reinstating the discharged person with full compensation for time lost, seniority rights, where applicable, and any other arrangement which is just and equitable in the opinion of the conferring parties or Arbitrator.
9.09 An employee discharged without notic...
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 20.01 Discipline and Discharge of Employees 46
DISCIPLINE AND DISCHARGE OF EMPLOYEES. Section 12.1. The District shall have the right to discipline or discharge an employee for just cause. The issue of just cause shall be resolved in accordance with the grievance procedure hereinafter provided. The District will follow a practice of progressive discipline which would normally include documented verbal warnings, written reprimands, and suspension where appropriate prior to termination. Progressive discipline practices will not apply where the precipitating behavior warrants immediate suspension or termination. Upon request, an employee may have a representative of the Union present during any disciplinary action. When a request for such representation is made and a Union representative is not available, any disciplinary action will be postponed for a maximum of two (2) workdays to afford an opportunity for a Union representative to be present. If the District has reason to reprimand an employee, it shall be done in a manner, which will not embarrass the employee before other employees or the public. Investigations shall be completed in a timely manner.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. The District shall have the right to discipline or discharge an employee for sufficient just cause. No employee shall be disciplined without due process and just cause. The issue of sufficient just cause shall be resolved in accordance with Article XIV, Grievance Procedure, hereinafter provided. If the District has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. The employee shall be entitled to have present a representative of the Association during any meeting that might reasonably be expected to lead to disciplinary action. When a request for such representation is made, no action shall be taken until such representative of the Association is present. In no case shall such a meeting be delayed more than forty-eight (48) hours in order to accommodate the representative.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. The District shall have the right to discipline or discharge an employee for justifiable cause. The issue of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. If the District has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. Prior to such discipline or reprimand, the employee may request to the right to have a representative present from the Association.
