Common use of DISCIPLINE AND DISCHARGE PROCEDURES Clause in Contracts

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. 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 extremeextreme cases, the discipline or discharge for cause of post-probationary employees (but still subject to Article 9.02) should be proceeded by a documented record of counselling, warnings (written or oral) and/or, where applicable, suspension. 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. ‌ 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 extremeextreme cases, the discipline or discharge for cause of post-probationary employees (but still subject to Article 9.02) should be proceeded by a documented record of counselling, warnings (written or oral) and/or, where applicable, suspension. 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 sevenand