DISCIPLINE AND DISCHARGE PROCEDURES. 6.01 Discipline for Just and Reasonable Cause Employees and Owner Operators who have completed probation shall only be disciplined, suspended, or discharged for just and reasonable cause. All disciplinary action will be in writing. A copy of each disciplinary letter will be given to the Provincial Unit Chairperson or designate. All investigations and subsequent discipline will be carried out as expeditiously as possible.
DISCIPLINE AND DISCHARGE PROCEDURES. 16.01 No employee will be disciplined or discharged without just cause subject to the provisions of Article 9.02.
16.01.01 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Therefore, except in extreme
16.02 An employee is entitled, prior to the implementation of written discipline or discharge, to be notified at a private meeting with management of the reasons for considering such action. The Company will impose the discipline or discharge action at the end of such meeting or, if new evidence is brought to light during the meeting, may reserve its decision for further investigation and the employee will be so advised. The employee will be accompanied by a Union Representative who will be advised, in advance, by management of the time and place of the meeting.
16.02.01 Under circumstances where, as a result of an alleged misdemeanour, disciplinary or discharge action is contemplated and it is considered undesirable that an employee should be allowed on Company premises and where there is doubt as to the appropriate charge and/or penalty, the employee may be held out of service pending investigation for up to seven
DISCIPLINE AND DISCHARGE PROCEDURES. 17.01 Under circumstances where as a result of an alleged misdemeanour, it is considered undesirable that an employee should be allowed on the Company premises and where there is doubt as to the appropriate charge and/or penalty the employee may be held out of service pending investigation for a period not to exceed three (3) clear calendar days exclusive of Saturdays, Sundays and Holidays.
17.02 When the Company is contemplating or taking discipline or discharge action and they believe it is necessary to question the employee(s), the employee(s) may request and will be granted the presence of the local Union Xxxxxxx as an observer.
17.03 Where disciplinary action (letter of reprimand, disciplinary letter, suspension without pay, demotion or discharge) is considered necessary, the employee will be advised in writing. Where the decision of the Company is to discharge for just cause, the employee shall first be notified in writing that he/she is "Suspended Pending Discharge". This notification shall include the specific charge or charges precipitating the action.
17.04 When an employee has been notified of disciplinary action he/she may request, in writing, an investigation and hearing before the: Labour Relations Representative - Finance Winnipeg Finance Division X.X. Xxx 000 Xxxxxxxx, Xxxxxxxx X0X 0X0 or his/her representative, within three (3) calendar days, exclusive of Saturdays, Sundays and holidays, from the date of such notification.
17.05 The appeal hearing shall be held within seven (7) clear calendar days, exclusive of Saturdays, Sundays and Holidays of the employee's written request, and a decision shall be rendered within seven (7) days of the hearing and shall be communicated, in writing, to the parties concerned.
17.06 when the procedures outlined in Article 17.05 have been exhausted and if the employee does not receive an acceptable decision, an appeal may be lodged in writing, within seven (7) days of receipt of the decision to: Director, Labour Relations Air Canada Base 1263 Montreal International Airport (Dorval) X.X. Xxx 0,000, Xxxxxx Xxxxxxx Xx-Xxxxxxx Xxxxxxxx, Xxxxxx, Xxxxxx X0X 0X0
17.07 The final appeal hearing shall be held within fifteen (15) clear calendar days, exclusive of Saturdays, Sundays and Holidays of the employee's written request, and a decision shall be rendered within fifteen (15) days of the hearing. The final decision of the Company shall be forwarded to the employee, the appropriate General Chairperson and District ...
DISCIPLINE AND DISCHARGE PROCEDURES. A. Action
DISCIPLINE AND DISCHARGE PROCEDURES. If the Company determines that an employee is to be dismissed or suspended, it shall notify in writing both the employee
DISCIPLINE AND DISCHARGE PROCEDURES. G 2.01 Discipline for Just and Reasonable Cause 6 G 2.02 Union Representation 6 G 2.03 Inspection of Personnel File 6
DISCIPLINE AND DISCHARGE PROCEDURES. (a) NEA may discharge or otherwise discipline a non-probationary employee for just cause.
(b) NEA may, at its discretion, discharge or otherwise discipline a probationary employee, provided that NEA shall take no action in this regard that is contrary to Article 5 of this Agreement or relevant law.
(a) Except as otherwise provided in Section 3 of this Article, NEA shall, insofar as appropriate, observe the principles of progressive discipline.
(b) Prior to the imposition of any discipline, NEA shall meet with the employee to discuss the problem or incident giving rise to the discipline. NEA shall send the Union a copy of the meeting notification. Prior to the meeting, NEA shall inform the employee of his/her right to have a Union representative present. If the employee expresses a desire to have a Union representative present, NEA shall give the employee a reasonable opportunity to contact the Union and arrange for a representative. NEA shall give the employee an opportunity to refute the basis for the disciplinary action or to give an explanation for the problem or incident. Following the imposition of any discipline, NEA shall discuss with the employee any corrective action required or improvement expected.
(c) Progressive discipline shall ordinarily proceed as follows:
Step 1: Documented formal verbal warning;
Step 2: formal written warning Step 3: suspension accompanied by formal written warning;
DISCIPLINE AND DISCHARGE PROCEDURES. (a) NEA may discharge or otherwise discipline a non-probationary employee for just cause.
(b) NEA may, at its discretion, discharge or otherwise discipline a probationary employee, provided that NEA shall take no action in this regard that is contrary to Article 5 of this Agreement or relevant law.
(a) Except as otherwise provided in Section 3 of this Article, NEA shall, insofar as appropriate, observe the principles of progressive discipline.
(b) Prior to the imposition of any discipline, NEA shall meet with the employee to discuss the problem or incident giving rise to the discipline. NEA shall send the Union a copy of the meeting notification. Prior to the meeting, NEA shall inform the employee of his/her right to have a Union representative present. If the employee expresses a desire to have a Union representative present, NEA shall give the employee a reasonable opportunity to contact the Union and arrange for a representative. NEA shall give the employee an opportunity to refute the basis for the disciplinary action or to give an explanation for the problem or incident. Following the imposition of any discipline, NEA shall discuss with the employee any corrective action required or improvement expected.
(c) Progressive discipline shall ordinarily proceed as follows:
Step 1: formal written warning;
Step 2: suspension accompanied by formal written warning;
Step 3: such other discipline as deemed appropriate by NEA and approved by the Executive Director or his/her designee, including discharge.
(d) Nothing herein shall be construed to require NEA to impose a higher level of discipline than it deems appropriate under the circumstances, or to prohibit NEA from skipping steps in the progressive discipline procedure in unusual situations when the seriousness of the misconduct warrants.
(a) Progressive discipline shall not be required with regard to the following, which shall constitute just cause for immediate discharge:
(i) habitually being under the influence of alcoholic beverages or drugs during working hours to the extent that the employee is unable to perform adequately his/her assigned functions;
(ii) theft;
(iii) willful falsification of official documents;
(iv) gross insubordination, except where compliance would jeopardize the employee's health or safety;
(v) unprovoked assault on or threats to an NEA representative or another employee during working hours;
(vi) deliberate destruction of the property of NEA or of another employee;
(vii) failure to...
DISCIPLINE AND DISCHARGE PROCEDURES. (a) Problem Resolution Procedure Prior to any consideration of discipline the Employer Representative, who has received a complaint concerning the professional performance/or conduct of an Employee which is inappropriate to the employment relationship (including sexual, gender, racial and/or ethnic harassment), shall notify both the Employee and the Union so that union representation may be arranged. A meeting shall then be scheduled as soon as possible but no longer than five (5) days after the notification, to discuss or resolve the problem. Such a meeting shall be attended by the Labour Management Committee and the Employee involved. In the event that the Employee is a member of the Labour/Management Committee, the Union reserves the right to appoint an alternate Union representative. Where a satisfactory resolution cannot be reached during this meeting, a letter of warning may be issued to the Employee.
DISCIPLINE AND DISCHARGE PROCEDURES. 1. Unit members who meet one of the criteria below and have satisfactorily completed their probationary period shall have the option of using this Discipline and Discharge Procedure as an explicit waiver of the procedures contained in Section 75 of the Civil Service Law for matters of discipline and discharge. Criteria:
a) a unit member who has completed two years (2) years of service as a substitute driver, or
b) a substitute driver who has been a regular driver and completed one year of service, and
c) all other regular employees with the District who have one (1) year of service with the District
2. A unit member who does not meet the above criteria may be disciplined or discharged in the sole discretion of the District.
3. An eligible unit member charged with discipline, discharge or suspended without pay, shall have ten (10) working days from the receipt of the official notice of the charges to choose to use the Discipline and Discharge Procedure. Failure to notify the District, in writing, of such election shall constitute a waiver of his/her rights to select the Discipline and Discharge Procedure as his/her option.
4. An eligible unit member choosing the Discipline and Discharge Procedure will waive all levels of the Collective Bargaining Agreement’s Grievance Procedure and will file directly with the Superintendent or his/her designated representative, within five (5) working days after his/her election of the Discipline and Discharge Procedure as the selected option if he/she wishes to contest the disciplinary notice. If the Superintendent and/or his/her designated representative are unable to resolve the matters set forth in the disciplinary notice with the unit member, the Superintendent or his/her authorized designee will notify the unit member and the Union in writing within ten (10) working days.
