Common use of DISCIPLINE AND DISCHARGE PROCEDURE Clause in Contracts

DISCIPLINE AND DISCHARGE PROCEDURE. 17.01 No Employee shall be disciplined or discharged without just cause. An investigatory hearing between the Company and the Employee will take place prior to disciplinary or discharge action being taken. 17.02 The Company will advise an Employee of the reason for any discussion regarding an investigation which could lead to discipline or discharge. An Employee may request the presence of a duly accredited representative(s) of the Union or his/her designate. 17.03 An Employee who has been disciplined or discharged may file a grievance in accordance with Article 16. However, by mutual agreement between the Company and the Union, grievances under the provisions of this Article may proceed directly to Step Two of the grievance procedure or to arbitration. 17.04 Where disciplinary or discharge action is contemplated, the individual involved may, where necessary, be held out of service pending investigation to provide the Company with sufficient time to investigate and consider all factors. In such a case, the Employee's pay shall not be adjusted until a decision has been made by the Company. 17.05 When disciplinary or discharge action is taken by the Company, the Employee will be advised in writing, together with the reasons therefore, with a copy to the local Union representative as well as the national office. 17.06 Disciplinary documents will be removed from an Employee's file after two (2) years have elapsed from the date the disciplinary document was placed on the Employee's file and may not be referred to in any further disciplinary action by the Company. 17.07 Employees shall be given a copy of their personal file upon written request to the Human Resources department. When authorized in writing by the Employee, Union representatives will be given a copy of the Employee's personal file upon written request.

DISCIPLINE AND DISCHARGE PROCEDURE. 17.01 No Employee shall be disciplined or discharged without just cause. An investigatory hearing between the Company and the Employee will take place prior to disciplinary or discharge action being taken. 17.02 The Company will advise an Employee and the Union of the reason for any discussion regarding an investigation which could lead to discipline or discharge. An Employee may request the presence of a duly accredited representative(s) of the Union or his/her designate. The Company will advise the Union of the investigation in writing. 17.03 An Employee who has been disciplined or discharged may file a grievance in accordance with Article 16. However, by mutual agreement between the Company and the Union, grievances under the provisions of this Article may proceed directly to Step Two of the grievance procedure or to arbitration. 17.04 Where disciplinary or discharge action is contemplated, the individual involved may, where necessary, be held out of service pending investigation to provide the Company with sufficient time to investigate and consider all factors. In such a case, the Employee's pay shall not be adjusted until a decision has been made by the Company. 17.05 When disciplinary or discharge action is taken by the Company, the Employee will be advised in writing, together with the reasons therefore, with a copy to the local Union representative as well as the national office. 17.06 Disciplinary documents will be removed from an Employee's file after two (2) years one (1) year have elapsed from the date the disciplinary document was placed on the Employee's file and may not be referred to in any further disciplinary action by the Company. 17.07 Employees shall be given a copy of their personal file upon written request to the Human Resources department. When authorized in writing by the Employee, Union representatives will be given a copy of the Employee's personal file upon written request.

DISCIPLINE AND DISCHARGE PROCEDURE. ‌ 17.01 No Employee shall be disciplined or discharged without just cause. An investigatory hearing between the Company and the Employee will take place prior to disciplinary or discharge action being taken. 17.02 The Company will advise an Employee and the Union of the reason for any discussion regarding an investigation which could lead to discipline or discharge. An Employee may request the presence of a duly accredited representative(s) of the Union or his/her designate. The Company will advise the Union of the investigation in writing. Where the Company is aware of an employee’s request for confidentiality the notice will be provided to the Assistant to the President. 17.03 An Employee who has been disciplined or discharged may file a grievance in accordance with Article 16. However, by mutual agreement between the Company and the Union, grievances under the provisions of this Article may proceed directly to Step Two of the grievance procedure or to arbitration. 17.04 Where disciplinary or discharge action is contemplated, the individual involved may, where necessary, be held out of service pending investigation to provide the Company with sufficient time to investigate and consider all factors. In such a case, the Employee's pay shall not be adjusted until a decision has been made by the Company. 17.05 When disciplinary or discharge action is taken by the Company, the Employee will be advised in writing, together with the reasons therefore, with a copy to the local Union representative as well as the national office. 17.06 Disciplinary documents will be removed from an Employee's file after two (2) years have has elapsed from the date the disciplinary document was placed on the Employee's file and may not be referred to in any further disciplinary action by the Company. 17.07 Employees shall be given a copy of their personal file upon written request to the Human Resources department. When authorized in writing by the Employee, Union representatives will be given a copy of the Employee's personal file upon written request.

DISCIPLINE AND DISCHARGE PROCEDURE. 17.01 No Employee shall be disciplined or discharged without just cause. An investigatory hearing between the Company and the Employee will take place prior to disciplinary or discharge action being taken. 17.02 The Company will advise an Employee of the reason for any discussion regarding an investigation which could lead to discipline or discharge. An Employee may request the presence of a duly accredited representative(s) of the Union or his/her designate. 17.03 An Employee who has been disciplined or discharged may file a grievance in accordance with Article 16. However, by mutual agreement between the Company and the Union, grievances under the provisions of this Article may proceed directly to Step Two of the grievance procedure or to arbitration. 17.04 Where disciplinary or discharge action is contemplated, the individual involved may, where necessary, be held out of service pending investigation to provide the Company with sufficient time to investigate and consider all factors. In such a case, the Employee's pay shall not be adjusted until a decision has been made by the Company. 17.05 When disciplinary or discharge action is taken by the Company, the Employee will be advised in writing, together with the reasons therefore, with a copy to the local Union representative as well as the national office. 17.06 Disciplinary documents will be removed from an Employee's file after two (2) years have elapsed from the date the disciplinary document was placed on the Employee's file and may not be referred to in any further disciplinary action by the Company. 17.07 Employees shall be given a copy of their personal file upon written request to the Human Resources department. When authorized in writing by the Employee, Union representatives will be given a copy of the Employee's personal file upon written request.two

DISCIPLINE AND DISCHARGE PROCEDURE. 17.01 No Employee shall be disciplined or discharged without just cause. An investigatory hearing between the Company company and the Employee will take place prior to disciplinary or discharge action being taken. 17.02 The Company will advise an Employee of the reason for any discussion regarding an investigation which could lead to discipline or discharge. An Employee may request the presence of a duly accredited representative(s) of the Union or his/her designate. 17.03 An Employee who has been disciplined or discharged may file a grievance in accordance with Article 16. However, by mutual agreement between the Company company and the Unionunion, grievances under the provisions of this Article may proceed directly to Step Two of the grievance Grievance procedure or to arbitrationArbitration. 17.04 Where disciplinary or discharge action is contemplated, the individual involved may, where necessary, be held out of service pending investigation to provide the Company with sufficient time to investigate and consider all factors. In such a case, the Employee's pay shall not be adjusted until a decision has been made by the Company. 17.05 When disciplinary or discharge action is taken by the Company, the Employee will be advised in writing, together with the reasons therefore, with a copy to the local Union representative as well as the national officeNational Office. 17.06 Disciplinary documents will be removed from an Employee's file after two (2) years have elapsed from the date the disciplinary document was placed on the Employee's file and may not be referred to in any further disciplinary action by the Company. 17.07 Employees shall be given a copy of their personal file upon written request to the Human Resources department. When authorized in writing by the Employee, Union representatives Representatives will be given a copy of the Employee's personal file upon written request.