Common use of DISCIPLINE AND DISCHARGE OF EMPLOYEES Clause in Contracts

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 notice will be permitted to talk with his xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on duty.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 Subject 14.01 If an Employee is disciplined the following standards shall be applied: a. During the probation period specified in this Agreement, an Employee may be terminated if the Company has concluded that the Employee is unsuitable for status as a permanent Employee. b. Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause. c. In the event that an Employee is disciplined or discharged for any reason, a Shop Xxxxxxx, or representative of their choice, will be notified and will be present at any meeting the Company has with the Employee, provided that the Shop Xxxxxxx or representative is on that shift. 14.02 An Employee disciplined or discharged for any cause will be notified in writing of the reasons for the discipline or discharge at the time of the discipline or, at the earliest possible date thereafter. It is the intent that notification will occur no longer than fifteen (15) working days after the alleged offence. If business conditions require an extension, the Company will notify the Union stating the reason for the delay. In the case of discipline, the notice will state what is required to correct the behavior and what will be the consequences of repeating the same behavior. A copy of the reasons for discipline will be given 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 hereinShop Xxxxxxx. 9.02 A disciplinary action will no longer 14.03 With the exception of discipline related to an official complaint of harassment, all documented warnings or records of discipline shall be effective after deemed void 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 months from the company premises, without proper authorization last recorded discipline incident of a similar nature. Having a harassment discipline on an employee’s record will not be used for the Employer, materials, products or property, under the care, custody or the control purpose of the Employer, shall be deemed conclusively to be just cause for immediate discharge of any employeeprogressive discipline in non-related disciplines. 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 notice will be permitted to talk with his xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on duty.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 Subject (a) Pursuant to Section 84(1) of the provisions Labour Relations Code of Article 4.02British Columbia, the Employer may discharge following standards shall be applied: (i) Employees who have successfully completed their probation period can only be disciplined or otherwise discipline employees discharged for just and reasonable cause. Such disciplinary action . (ii) During the probation period specified in this Agreement, an employee 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 discharged if he/she is unsuitable 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 status as a regular employee. 9.04 When a discipline or discharge of (b) In the event that an employee other than probationary is involved, discharged for just and reasonable cause the shop chairperson will be notified and provided a with the reasons for the discharge. (c) Where no shop xxxxxxx chairperson is on duty, recognized the shop xxxxxxx will receive this information. (d) A xxxxxxx shall have the right to consult with a staff representative of the Union and to have a representative present at any discussion with supervisory personnel which the xxxxxxx believes might be advised the basis of disciplinary action against the xxxxxxx. (e) Any employee shall have the right to have a Union representative present at any meeting which is for disciplinary purposes arising from 20.01 or for any reason that the employee believes may be disciplinary in nature. The date, time and given an opportunity place of such meetings shall be scheduled at least forty-eight (48) hours in advance in order for the Union representative to be present at any interview which may take place between such meeting. It is the Employer and responsibility of 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 meetingsand advise them of the date and time of such meeting. 9.05 Whenever an employee is discharged, the (f) The Employer shall without reasonable delay, notify provide the discharged employee in writing and the Union with a copy of any written warning or adverse report affecting the employee. Any reply by the employee shall become part of his/her discharge and record. Failure to grieve previous discipline or to pursue such grievance to arbitration, shall not be considered to be an admission that such discipline was justified. (g) An employee or the reason therefore which notice may President of the Union or his/her designate with the written authority of the employee shall be delivered entitled to review the employee's personnel file. (h) Each documented warning, oral or written, or other record of discipline shall be removed from the employee's work record on the anniversary date of its imposition unless further discipline has been imposed prior to the discharged employee anniversary date. (i) Where the Employer intends to discipline an employee, such discipline must take place within fourteen (14) days of the occurrence of the alleged infraction or when the Employer first becomes aware of the alleged infraction. (j) The Employer agrees that after a grievance has been initiated by hand the Union, the Employer’s representative will not initiate a discussion or mailed negotiation with respect to his last address on file the grievance, whether directly or indirectly, with the Employer. A copy will be provided to aggrieved employee, without the consent of 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 notice will be permitted to talk with his xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on duty.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 Subject (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 he/she 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. (d) An employee is entitled, prior to the provisions imposition of Article 4.02discipline or discharge, to be notified by management of the reasons for considering such action and be given an opportunity to respond. The employee is entitled to Union representation prior to any response being given. This meeting shall be held within fourteen (14) days of the alleged misconduct. If the meeting cannot be scheduled within fourteen (14) days, the parties can agree to schedule the meeting at a later date, or failing agreement, the Employer may discharge or otherwise impose discipline employees for just cause. Such disciplinary action may be subject to without the grievance procedure provided hereinmeeting taking place. 9.02 (e) 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 xxxxxxx shall have the right to consult with a staff representative of the Employer to discipline or discharge an employee for other just causes, it is hereby mutually agreed upon by the Union and to have a representative present at any discussion with supervisory personnel which the Employer xxxxxxx believes might be the basis of disciplinary action against the xxxxxxx. (f) Any employee shall have the right to have a Union representative present at any meeting which is for disciplinary purposes arising from 20.01(d) above or for any reason that removal from the company premisesemployee believes may be disciplinary in nature. The date, without proper authorization time and place of the Employer, materials, products or property, under the care, custody or the control of the Employer, such meetings shall be deemed conclusively to be just cause scheduled at least forty-eight (48) hours in advance in order 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 Union representative to be present at any interview which may take place between such meeting. (g) The Employer shall provide the Employer employee and the Union with a copy of any written warning or adverse report affecting the employee. Any reply by 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 become part of his/her discharge and record. (h) An employee or the reason therefore which notice may President of the Union or his/her designate with the written authority of the employee shall be delivered entitled to review the employee‘s personnel file. (i) Each documented warning, oral or written, or other record of discipline shall be removed from the employee‘s work record on the anniversary date of its imposition unless further discipline has been imposed prior to the discharged employee anniversary date. (j) Where the Employer intends to discipline an employee, such discipline must take place within fourteen (14) days of the occurrence of the alleged infraction or when the Employer first becomes aware of the alleged infraction or within seventy-two (72) hours of the meeting referred to in Article 20.01(d), whichever is later. (k) The Employer agrees that, after a grievance has been initiated by hand the Union, the Employer‘s representative will not initiate a discussion or mailed negotiation with respect to his last address on file the grievance, whether directly or indirectly, with the Employer. A copy will be provided to aggrieved employee, without the consent of 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 notice will be permitted to talk with his xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on duty.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 Subject A. Employees who have completed the probationary period will not be disciplined or discharged without just cause. B. Upon request an employee is entitled to have the xxxxxxx or alternate xxxxxxx from the department present in any meeting with the District which may result in discipline or discharge. No meeting shall be held until the employee has had sufficient time to have a representative available. Reasonable effort will be made to meet within forty-eight hours. C. All disciplinary actions taken shall be confirmed in writing to the provisions employee. The employee shall have the right to attach a response to any document placed in his/her personnel file. D. Records of Article 4.02disciplinary action must be specific in content, signed by the contributor and a copy furnished to the employee. Copies of anonymous complaints shall not be placed in an employee's personnel file. E. When issuing discipline or a discharge, an employee’s entire employment record may be taken into consideration. Where a previously issued discipline is cited as supporting the level of discipline imposed in the current case, the Association reserves the right to assert through the grievance procedure that the usage of the prior discipline was inappropriate. F. All employees are required to notify the Superintendent, in writing, of an arraignment or conviction of a felony or misdemeanor. Failure to do so may result in discipline up to and including discharge. G. The Employer may agrees promptly upon the discharge of an employee to notify in writing the employee and the Association President of the discharge. Said written notice shall contain the specific reasons for the discharge. The discharged employee will be allowed to discuss his/her discharge with the xxxxxxx or otherwise discipline employees representative of his/her choice and the Employer will make available a room for just causethe meeting. Such disciplinary action Should the discharged employee who has completed the probationary period consider the discharge to be improper, it may be subject submitted 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 xxxxxxx after being signed by 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 steps of the grievance procedure. 9.08 Grievances concerning the discharge of employees procedure may be settled waived by confirming mutual agreement between the discharge or reinstating Association and 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 ArbitratorDistrict. 9.09 An employee discharged without notice will be permitted to talk with his xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on duty.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 ‌‌ 8.01 Subject to the provisions of Article 4.02, the Employer Company may discharge or otherwise discipline employees for just cause. Such disciplinary action may be subject to the grievance procedure provided herein. 9.02 8.02 A disciplinary action second offense committed more than one year after the first offense 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 periodconsidered as a first offense. 9.03 8.03 Without in any way restricting the right of the Employer Company to discipline or discharge an employee for other just causes, it is hereby mutually agreed upon by the Union and the Employer Company 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, following actions shall be deemed conclusively to be just cause for immediate discharge of any employeeemployee or on an accelerated discipline process: Removal from the company premises, without proper authorization of the Company, materials, products or property, under the care, custody, or the control of the Company. Physical violence, intentional injury of another, threats of bodily harm or any malicious activity or tampering of equipment, product, ingredient, or process that places the Company at risk. • Non-compliance with national and international food safety requirements as provided through Company training • Failure to follow safety rules as instructed or injury resulting to oneself or others due to failure to follow safety rules or procedures. 9.04 8.04 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 Company and the employee being disciplined or dischargeddisciplined. Where there is no shop xxxxxxx on duty, a witness of the Employer employee’s choice will attempt be allowed to contact the Chief Xxxxxxx or Union Representative via telephone. The parties agree it is preferable to have a xxxxxxx present during disciplinary meetingsattend. 9.05 8.05 Whenever an employee is discharged, the Employer Company 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 Employercompany. A copy will be provided to the Union. 9.06 8.06 The Employer Company shall pay any discharged employee all his/her due wages in full on the next scheduled pay date immediately following within forty-eight (48) hours or four (4) calendar days, after his discharge and after any wage liability owed by him to the Employer company has been paid or satisfied. 9.07 8.07 An employee who has completed his probationary period may shall grieve his termination in writing within seven four (74) calendar working days of the termination. The This grievance shall commence at Step STEP 2 of the grievance procedureprocedures. 9.08 8.08 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, rights (where applicable, ) and any other arrangement which is just and equitable in the opinion of the conferring parties or Arbitratorparties. 9.09 8.09 An employee discharged without notice will be permitted to talk with his the xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on dutyduty and the xxxxxxx has obtained prior permission in accordance with Articles 5.0 and 5.03.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 9.01 Subject A. Employees who have completed the probationary period will not be disciplined or discharged without just cause. B. Upon request an employee is entitled to have the xxxxxxx or alternate xxxxxxx from the department present in any meeting with the District which may result in discipline or discharge. No meeting shall be held until the employee has had sufficient time to have a representative available. C. All disciplinary actions taken shall be confirmed in writing to the provisions employee. The employee shall have the right to attach a response to any document placed in his/her personnel file. D. Records of Article 4.02disciplinary action must be specific in content, signed by the contributor and a copy furnished to the employee. Copies of anonymous complaints shall not be placed in an employee's personnel file. E. When issuing discipline or a discharge, an employee’s entire employment record may be taken into consideration. Where a previously issued discipline is cited as supporting the level of discipline imposed in the current case, the Association reserves the right to assert through the grievance procedure that the usage of the prior discipline was inappropriate. F. All employees are required to notify the Superintendent, in writing, of an arrest or conviction of a felony or misdemeanor. Failure to do so may result in discipline up to and including discharge. G. The Employer may agrees promptly upon the discharge of an employee to notify in writing the employee and the Association President of the discharge. Said written notice shall contain the specific reasons for the discharge. The discharged employee will be allowed to discuss his/her discharge with the xxxxxxx or otherwise discipline employees representative of his/her choice and the Employer will make available a room for just causethe meeting. Such disciplinary action Should the discharged employee who has completed the probationary period consider the discharge to be improper, it may be subject submitted 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 xxxxxxx after being signed by 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 steps of the grievance procedure. 9.08 Grievances concerning the discharge of employees procedure may be settled waived by confirming mutual agreement between the discharge or reinstating Association and 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 ArbitratorDistrict. 9.09 An employee discharged without notice will be permitted to talk with his xxxxxxx for a reasonable time before leaving the premises, provided a shop xxxxxxx is on duty.