Common use of DISCIPLINE AND DISMISSAL Clause in Contracts

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 37.01 Except for the dismissal of an Employee serving a probationary Employee. period, there shall be no dismissal or discipline except for just cause. 37.02 Unsatisfactory conduct or performance by an Employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee and a copy to the Union within fifteen twenty (1520) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union written warning shall not deny a request indicate that it is disciplinary action. 37.03 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewed. A serious enough to be entered on the Employee’s record, but not serious enough to warrant suspension or dismissal, may result in a written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five within twenty (520) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The written warning shall indicate that it is disciplinary action. It shall state a definite period in which improvement or correction is expected and, giving rise at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant. 37.04 The procedures stated in Articles 37.02, 37.03 and 37.10 do not prevent immediate suspension or dismissal for just cause. 37.05 An Employee who has received a written warning, or has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for the warning or suspension or dismissal. The A copy of the letter shall be sent to the Union within five (5) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall not deny a request by be removed from the Employer to extend the timelines due to unavailability of persons identified by the Employer Employee’s file when such disciplinary action or dismissal has been grieved and determined to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspensionunjustified. 27.03 (a) An Employee Employee, who has been subject to disciplinary action may action, shall after two eighteen (218) years of continuous service months from the date the disciplinary measure was invokedinitiated, excluding leaves of absence greater than sixty (60) days, request in writing that their personnel file record be cleared of any record of the for that disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permitAfter the letter is removed from the Employee’s file, the Employer shall schedule a disciplinary discussion with not make reference to and/or rely upon the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Unionletter for any purpose. 27.06 In 37.08 An Employee who is dismissed shall receive their termination entitlements at the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notificationtime they leave. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 37.09 For the purposes of this Article, periods of time referred to in days a working day shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are Holidays specified in Article 1922. 37.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) advance notice to an Employee required to meet with the Employer for the purposes of investigating a matter related to the Employee or discussing or issuing discipline. The Employer shall advise the Employee of the nature of the meeting and that they may be accompanied by a Labour Relations Officer or designate of the Union at such meeting(s). The Employee shall be compensated at their applicable rate of pay for the duration of such meeting(s). 37.11 The Parties may agree to mutually extend timelines.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 33.02 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 33.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 33.04 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 33.05 The procedures stated in Articles 27.0133.01, 27.02 33.02 and 27.03 33.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 33.07 In the event that an Employee is reported to their her or his licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 33.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment her or his services with the Employer. 27.08 33.09 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 33.10 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1922.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effectedaffected. 27.04 The procedures stated in Articles Clauses 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in serving a written warning to the probation period, no Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for dismissed without just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the 27.02 The Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice notice, which shall not be less than twenty-four (24) hours. At An Employee shall have the right to Union representation during a disciplinary meeting with the Employer. An Employee shall have the right to waive the right to Union representation if the Employee wishes. 27.03 When disciplinary action is taken against an Employee, the Employee and the Union shall be informed in writing as to the reason(s) for such discussion action. 27.04 The Employee shall be given opportunity to sign any written notice of discipline, for the sole purpose of indicating that the Employee is aware of the disciplinary notice. 27.05 Discipline issued to an Employee may pursuant to Clause 27.01 shall not be accompanied considered by a representative the Employer in issuing further discipline upon the expiry of the Uniontime periods specified below, provided that the Employee's personnel file does not contain any further record of disciplinary action that occurred during the time period specified below: (a) For discipline excluding suspensions, after eighteen (18) months of active employment exclusive of unpaid leaves of absence from the date the disciplinary action was invoked. (b) For discipline involving suspensions, after twenty-four (24) months of continuous service exclusive of unpaid leaves of absence from the date the disciplinary action was invoked. 27.06 When an Employee has grieved a disciplinary action and a designated officer of the Employer has either allowed the grievance or reduced the penalty levied against the Employee, the personnel file of the Employee shall be amended to reflect this action provided this action results in the abandonment of the grievance. 27.07 Once a year, or if the Employee has commenced grievance proceedings under Article 29, the Employee may: (a) Upon not less than three (3) working days’ notice, Employees and their representative(s), upon written authorization of the Employee, shall have reasonable access to their employment file and shall on request be provided with copies of materials contained in the employment file, which shall be corrected if inaccurate. (b) Where an Employee has requested the entire contents of the file for reasons other than a grievance, the Employer shall be entitled to charge a reasonable fee for copying. 27.08 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, advised and unless otherwise requested requested, a written copy or all information provided to the licensing body regarding an incident shall be provided to the Employee and forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notificationUnion. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 36.01 Unsatisfactory conduct and/ or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. 36.02 Unsatisfactory conduct and / or performance by an Employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee and a Employee. A copy of the written warning shall be placed on the Employee's personnel file. Copies of all written warnings shall be forwarded to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of issuance. 36.03 During a preliminary investigation of an incident, and where the action being taken. Employer has a significant reason to believe that an Employee(s) may be responsible, and that their actions may lead to discipline, the Employee may be accompanied by a Union representative in subsequent meetings. 36.04 The action or suspension or dismissal Employee shall be within fifteen (15) days of the date informed by the Employer first became aware of, or reasonably should that they are being investigated with respect to an incident that may result in discipline and that they have become the right to have a Union representative present if they so choose. 36.05 The Employee shall sign any written notice of discipline for the sole purpose of indicating that they are aware of the occurrence disciplinary notice. 36.06 Where circumstances permit, an Employee may be accompanied by a representative of the act, giving rise to Union during the suspension or dismissal. The Union shall not deny disciplinary discussion. 36.07 When an Employee has grieved a request by disciplinary action and the Employer to extend has either allowed the timelines due to unavailability of persons identified by grievance or reduced the Employer to be interviewed. When action involves a suspensionpenalty levied against the grievor, the notice shall specify the time period personnel file of the suspensionEmployee shall be amended to reflect this action provided this action results in the abandonment of the grievance. 27.03 36.08 An Employee who has been subject to disciplinary action may may, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action action, during the two (2) year period period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) 36.09 An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay absent for time spent in that meeting. three (b3) Where circumstances permit, consecutive working days without notifying the Employer shall schedule a disciplinary discussion with be considered to have terminated their employment unless the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative subsequently provides reason acceptable to the Employer and, where in the opinion of the UnionEmployer, such prior notification was not possible. 27.06 36.10 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event. 36.11 Except in extenuating circumstances, an Employee that is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee be interviewed with regards to an incident that may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer lead to disciplinary action shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.given twenty- four

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend No Employee shall be disciplined or dismiss an employee dismissed without just cause. This does not prevent immediate discipline or dismissal for just cause only, except for or the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which serving a probation period. 27.02 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is considered under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee has the Employer to right be serious enough to be entered on accompanied by a Union Xxxxxxx or Union Representative, at the request of the Employee's record but not serious enough to warrant suspension or dismissal shall result in . 27.03 In the event an Employee is given a written warning to the Employee and a copy to the Union warning, it shall be within fifteen ten (1510) calendar days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewedconcludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 27.04 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being takenEmployee. The action or of suspension or dismissal shall be within fifteen ten (1510) calendar days of the date that the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewedconcludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.05 By an appointment made at least three (3) calendar days in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year, in the presence of the Administrator or her designate. 27.06 An Employee who has been subject to disciplinary action may may, after two thirty-six (236) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action action, during the two thirty-six (236) year period month period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.07 In the event that an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, advised and unless otherwise requested be provided with a written copy shall be forwarded of any documentation provided to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer Employer, shall be considered to have vacated her position and shall be considered terminated their Employment with for cause, except where the Employee subsequently provides reasons acceptable to the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) calendar days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 An Employee who participates in an investigation, meeting or interview that could lead to disciplinary action has a right to Union Representation, know the purpose of the meeting, and the time and place of the interview. Reasonable advance notice will be provided to the Employee. Written notification of the results of the interview will be provided to the Employee. Any disciplinary sanction as a result of the investigation will be issued within fifteen (15) calendar days of the conclusion of the investigation. 27.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) calendar days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) calendar days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.04 An Employee who has been subject to disciplinary action may after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their the Employee’s personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two eighteen (218) year month period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 27.05 The procedures stated in Articles Clauses 27.01, 27.02 27.02, and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.07 In the event that an Employee is reported to their the Employee’s licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment the Employee’s services with the Employer. 27.08 27.09 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 27.10 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1918.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct or and/or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. 33.02 Unsatisfactory conduct and/or performance by an Employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee and a Employee. A copy of the written warning shall be placed on the Employee’s personnel file. Copies of all written warnings shall be forwarded to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of issuance. 33.03 Following a preliminary investigation of an incident, and where the action being taken. Employer has a significant reason to believe that an Employee(s) may be responsible, and that their actions may lead to discipline, the Employee may be accompanied by a Union representative in subsequent meetings. 33.04 The action or suspension or dismissal Employee shall be within fifteen (15) days of the date informed by the Employer first became aware of, or reasonably should that they are being investigated with respect to an incident that may result in discipline and that they have become the right to have a Union representative present if they so choose. 33.05 The Employee shall sign any written notice of discipline for the sole purpose of indicating that they are aware of the occurrence disciplinary notice. Where circumstances permit, an Employee may be accompanied by a representative of the act, giving rise to Union during the suspension or dismissal. The Union shall not deny disciplinary discussion. 33.06 When an Employee has grieved a request by disciplinary action and the Employer to extend has either allowed the timelines due to unavailability of persons identified by grievance or reduced the Employer to be interviewed. When action involves a suspensionpenalty levied against the griever, the notice shall specify the time period personnel file of the suspensionEmployee shall be amended to reflect this action provided this action results in the abandonment of the grievance. 27.03 33.07 An Employee who has been subject to disciplinary action may may, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action action, during the two (2) year period period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) 33.08 An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay absent for time spent in that meeting. three (b3) Where circumstances permit, consecutive working days without notifying the Employer shall schedule a disciplinary discussion with be considered to have terminated their employment unless the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative subsequently provides reason acceptable to the Employer and, where in the opinion of the UnionEmployer, such prior notification was not possible. 27.06 33.09 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent 33.10 Nothing in this Article prevents immediate suspension or dismissal for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employerjust cause. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 12.01 Except for the dismissal of a probationary Employee. employee or informal verbal counselling there shall be no discipline except for just cause. 12.02 Unsatisfactory conduct or and/or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. 12.03 Unsatisfactory performance and/or conduct by on Employee which is (s not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or of dismissal shall may result in a written warning to the Employee. 12.04 The Employee and a copy to the Union within fifteen (15) days of the date shall be informed by the Employer first became aware of, or reasonably should that they are being investigated with respect to an incident that may result in discipline and that they have become the right to have a Union representative present if they so choose. 12.05 The Employee shall sign any written notice of discipline for the sole purpose of indicating that she is aware of the occurrence disciplinary notice. 12.06 Where circumstances permit, an Employee may be accompanied by a representative of the act. The Union shall not deny during the disciplinary discussion. 12.07 When an Employee has grieved a request by disciplinary action and the Employer to extend has either allowed the timelines due to availability grievance or reduced the penalty levied against the grievor, the personnel file of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified Employee shall be removed from amended to reflect this action provided this action results in the Employee's recordabandonment of the grievance. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 12.08 An Employee who has been subject to disciplinary action may may, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action action, during the two (2) year period period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated . Leaves of absence in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. excess of thirty (a30) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall days will not be less than twenty-four considered applicable towards the two (242) hours. At such discussion an Employee may be accompanied by a representative of the Unionyear period. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 16.01 Unsatisfactory conduct or and/or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's ’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected and, at the conclusion of such time the Employee’s performance shall be reviewed with respect to the discipline. The Union shall not unreasonably deny a an Employer request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewedfor an extension. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's ’s record. 27.02 16.02 In the event an Employee is suspended or dismissed, the Employer shall shall, provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or of suspension or dismissal shall be within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not unreasonably deny a an Employer request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewedfor an extension. When the action involves a suspension, suspension the notice shall specify the time period of the suspension. 27.03 16.03 The procedures stated in Article 16.01 and 16.02 do not prevent immediate suspension or dismissal for just cause. 16.04 An Employee who has been subject to disciplinary action may may, after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) 16.05 Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. The Employer shall inform the Employee prior to such meeting taking place that the Employee may be accompanied by a representative of the Union. However, should the Union representative be unavailable, the Employer shall not be prevented from taking disciplinary action. 27.06 16.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 16.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment services with the Employer. This may include when an Employee fails to report for work as scheduled at the end of a leave of absence, vacation or suspension unless excused in writing by the Employer. 27.08 For 16.08 Except for the purposes dismissal of this Articlea probationary Employee, periods of time referred to in days there shall be deemed no suspension, dismissal or discipline except for just cause. This may include when an Employee leaves the Employer’s premises during regular working hours without the permission of the Director of Care or without giving a reason satisfactory to mean consecutive calendar days exclusive the Director of Saturdays, Sundays and Named Holidays, which are specified in Article 19Care.

DISCIPLINE AND DISMISSAL. 27.01 An Employee who participates in an investigation, meeting or interview that could lead to disciplinary action has a right to Union Representation, know the purpose of the meeting, and the time and place of the interview. The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of investigation will be completed in a probationary Employee. timely manner and any Employee interview(s) will be in accordance with Clause 27.07. 27.02 Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 27.03 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 27.04 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.05 An Employee who has been subject to disciplinary action may after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their the Employee’s personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two eighteen (218) year month period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 27.06 The procedures stated in Articles Clauses 27.01, 27.02 27.02, 27.03 and 27.03 27.04 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.08 In the event that an Employee is reported to their the Employee’s licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.09 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment the Employee’s services with the Employer. 27.08 27.10 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 27.11 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1918.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 28.01 Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 28.02 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 28.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 28.04 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 28.05 The procedures stated in Articles 27.0128.01, 27.02 28.02 and 27.03 28.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 28.07 In the event that an Employee is reported to their her or his licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 28.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment her or his services with the Employer. 27.08 28.09 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 28.10 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1918.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 33.02 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 33.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 33.04 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 33.05 The procedures stated in Articles 27.0133.01, 27.02 33.02 and 27.03 33.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) 33.06 Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 33.07 In the event that an Employee is reported to their her or his licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 33.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment her or his services with the Employer. 27.08 33.09 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 33.10 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1922.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 34.01 Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered serving a probation period, there shall be no discipline or dismissal except for just cause. 34.02 Disciplinary action by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant Employer, including written reprimand, suspension or dismissal shall result in a written warning to the Employee dismissal, will be taken within ten (10) calendar days, exclusive of Saturday, Sunday and a copy to the Union within fifteen (15) days Named Holidays, of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than Within five (5) days calendar days, exclusive of Saturday, Sunday and Named Holidays of the disciplinary action being takenthe Employer will provide a copy of the written disciplinary documentation to the Union. An Employer request to extend these timelines, in order to complete a proper investigation, shall not be unreasonably withheld by the Union. 34.03 An Employee who is to be interviewed with respect to disciplinary action shall be notified twenty-four (24) hours in advance, of the time and place of the interview and shall be entitled to have a Union Xxxxxxx and/or Union Staff Representative present at the interview. The action or suspension or dismissal Employee shall be within fifteen (15) days advised by the Employer of the date right to Union representation when scheduling the Employer first became aware ofmeeting. 34.04 The Employee may sign any written notice of discipline, or reasonably should have become for the sole purpose of indicating that she is aware of the occurrence of the act, giving rise disciplinary notice. 34.05 A Regular Employee absent for three (3) consecutive scheduled work days without good and proper reason and without making reasonable efforts to the suspension or dismissal. The Union shall not deny a request by notify the Employer shall be considered to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspensionhave vacated her position. 27.03 34.06 An Employee who has been subject to disciplinary action may may, after two eighteen (218) years months of continuous service [exclusive of any periods of leave of absence in excess of thirty (30) days], from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.0134.07 Where disciplinary action is grieved and the grievance is allowed, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just causerelevant documentation shall be removed from the Employee’s personnel file. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion 34.08 When an Employee may be accompanied by is required to hold registration as a representative condition of the Union. 27.06 In the event that employment and an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested requested, a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 34.01 Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which serving a probation period, there shall be no discipline or dismissal except for just cause. 34.02 Upon request, the Employer will disclose the particulars of the concern or complaint against the Employee, including the identity of the person(s) bringing the complaint forward if know; unless the Employer believes that there is considered a significant safety risk to patient(s), public or staff that prevents the disclosure of the identity of the complainant(s). When circumstances permit, the Employer will provide the disclosure in advance of the disciplinary discussion. 34.03 Disciplinary action by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant Employer, including written reprimand, suspension or dismissal shall result in a written warning to the Employee dismissal, will be taken within ten (10) calendar days, exclusive of Saturday, Sunday and a copy to the Union within fifteen (15) days Named Holidays, of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union Within five (5) calendar days, exclusive of Saturday, Sunday and Named Holidays of the disciplinary action the Employer will provide a copy of the written disciplinary documentation to the Union. An Employer request to extend these timelines, in order to complete a proper investigation, shall not deny be unreasonably withheld by the Union. 34.04 An Employee who is to be interviewed with respect to disciplinary action shall be notified twenty-four (24) hours in advance, of the time and place of the interview and shall be entitled to have a request Union Xxxxxxx and/or Union Staff Representative present at the interview. The Employee shall be advised by the Employer of the right to extend Union representation when scheduling the timelines due meeting. 34.05 The Employee may sign any written notice of discipline, for the sole purpose of indicating that the Employee is aware of the disciplinary notice. 34.06 A Regular Employee absent for three (3) consecutive scheduled work days without good and proper reason and without making reasonable efforts to availability of persons identified by notify the Employer shall be considered to have vacated their position. 34.07 An Employee’s personnel file shall be deemed to be interviewed. A written warning cleared of an instance of discipline after eighteen (18) months of continuous service [exclusive of any periods of leave in excess of thirty (30) days] subsequent to the invoking of that instance of discipline, provided no additional discipline is imposed within that eighteen (18) month period, of which the Employee is aware. 34.08 Where disciplinary action is grieved and determined to be unjustified the grievance is allowed, relevant documentation shall be removed from the Employee's record’s personnel file. 27.02 In the event 34.09 When an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal required to the Employee hold registration as a condition of employment and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested requested, a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct or and/or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. 33.02 Unsatisfactory conduct and/or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's ’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's ’s record. 27.02 (a) Following a preliminary investigation of an incident, and where the Employer has a significant reason to believe that an Employee(s) may be responsible, and that their actions may lead to discipline, the Employee may be accompanied by a Union Representative in subsequent meetings. (b) The Employee shall be informed by the Employer that they are being investigated with respect to an incident that may result in discipline and that they have the right to have a Union Representative present if they so choose. (c) The Employee shall sign any written notice of discipline for the sole purpose of indicating that she is aware of the disciplinary notice. (d) Where circumstances permit, an Employee may be accompanied by a Representative of the Union during disciplinary discussion. 33.04 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 (a) When an Employee has grieved a disciplinary action and a Designated Officer of the Employer has either allowed the grievance or reduced the penalty levied against the Grievor, the personnel file of the Employee shall be amended to reflect this action provided this action results in the abandonment of the grievance. (b) An Employee who has been subject to disciplinary action may may, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action action, during the two (2) year period period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 33.06 An Employee absent for three (3) consecutive work working days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment her or his services with the Employer. 27.08 For 33.07 In the purposes of this Articleevent that an Employee is reported to her or his licensing body by the Employer, periods of time referred to in days the Employee shall be deemed so advised. 33.08 Where circumstances permit, an Employee who is scheduled to mean consecutive calendar days exclusive attend a disciplinary discussion with the Employer will be given reasonable time to contact a Union Representative. At such discussion, an Employee may be accompanied by a Representative of Saturdays, Sundays and Named Holidays, which are specified the Union. 33.09 Nothing in this Article 19prevents immediate suspension or dismissal for just cause.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 16.01 Unsatisfactory conduct or and/or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's ’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected and, at the conclusion of such time the Employee’s performance shall be reviewed with respect to the discipline. The Union shall not unreasonably deny a an Employer request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewedfor an extension. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's ’s record. 27.02 16.02 In the event an Employee is suspended or dismissed, the Employer shall shall, provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or of suspension or dismissal shall be within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not unreasonably deny a an Employer request by for an extension When the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, suspension the notice shall specify the time period of the suspension. 27.03 16.03 The procedures stated in Article 16.01 and 16.02 do not prevent immediate suspension or dismissal for just cause. 16.04 An Employee who has been subject to disciplinary action may may, after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) 16.05 Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. The Employer shall inform the Employee prior to such meeting taking place that the Employee may be accompanied by a representative of the Union. However, should the Union representative be unavailable, the Employer shall not be prevented from taking disciplinary action. 27.06 16.06 In the event that an Employee is reported to their her or his licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 16.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment her or his services with the Employer. 27.08 For 16.08 Except for the purposes dismissal of this Articlea probationary Employee, periods of time referred to in days there shall be deemed to mean consecutive calendar days exclusive of Saturdaysno suspension, Sundays and Named Holidays, which are specified in Article 19dismissal or discipline except for just cause.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct and/ or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. 33.02 Unsatisfactory conduct and/ or performance by an Employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee and a Employee. A copy of the written warning shall be placed on the Employee’s personnel file. Copies of all written warnings shall be forwarded to the President of the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of issuance. (a) Following a preliminary investigation of an incident, and where the action being taken. Employer has a significant reason to believe that an Employee(s) may be responsible, and that their actions may lead to discipline, the Employee may be accompanied by a Union representative in subsequent meetings. (b) The action or suspension or dismissal Employee shall be within fifteen (15) days of the date informed by the Employer first became aware of, or reasonably should that they are being investigated with respect to an incident that may result in discipline and that they have become the right to have a Union representative present if they so choose. (c) The Employee shall sign any written notice of discipline for the sole purpose of indicating that she is aware of the occurrence disciplinary notice. The Employee shall sign any written notice of discipline, for the sole purpose of indicating that she is aware of the actdisciplinary notice. Where circumstances permit, giving rise to an Employee may be accompanied by a representative of the suspension or dismissal. The Union shall not deny during the disciplinary discussion. (a) When an Employee has grieved a request by disciplinary action and a designated officer of the Employer to extend has either allowed the timelines due to unavailability of persons identified by grievance or reduced the Employer to be interviewed. When action involves a suspensionpenalty levied against the grievor, the notice shall specify the time period personnel file of the suspensionEmployee shall be amended to reflect this action provided this action results in the abandonment of the grievance. 27.03 (b) An Employee who has been subject to disciplinary action may may, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action action, during the two (2) year period period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 33.05 An Employee absent for three (3) consecutive work working days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with vacated her position unless, the Employee subsequently provides reason acceptable to the Employer and, where in the opinion of the Employer, such prior notification was not possible. 27.08 For the purposes of 33.06 Nothing in this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19prevents immediate suspension or dismissal for just cause.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 34.01 Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 34.02 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 34.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 34.04 Upon request, the Employer will disclose the particulars of the concern or complaint against the Employee, including the identity of the person(s) bringing the complaint forward if known; unless the Employer believes that there is a significant safety risk to patient(s), public or staff that prevents the disclosure of the identity of the complainant(s). When circumstances permit, the Employer will provide the disclosure in advance of the disciplinary discussion. 34.05 An Employee who has been subject Employee’s personnel file shall be deemed to disciplinary action may be cleared of an instance of discipline after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared (exclusive of any record periods of leave in excess of thirty (30) days) subsequent to the disciplinary action. Such request shall be granted invoking of that instance of discipline, provided the Employee's file does not contain any further record of disciplinary action during the two no additional discipline is imposed within that eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 34.06 The procedures stated in Articles 27.0134.01, 27.02 34.02 and 27.03 34.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 34.08 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 34.09 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment services with the Employer. 27.08 34.10 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 34.11 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1922.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 32.01 Unsatisfactory conduct or and/or performance by an Employee employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee employee. (a) If an employee is to be suspended, discharged or demoted for disciplinary reason, she will be entitled to a hearing with the Employer and a copy Union representatives. As much as is practical, such hearing will be held prior to the Union within fifteen disciplinary action being taken except in the case of gross misconduct and/or a case requiring immediate action. If the employee suffers a loss of wages due to the disciplinary action prior to the hearing and at the hearing it is determined she should not have been disciplined, then she will be paid her lost wages. (15b) days The Employer will contact the Unit Chairperson or in her absence a Xxxxxxx of the date Union to arrange the Employer first became aware of, or reasonably should have become aware hearing. Union representation at the hearing will normally consist of the occurrence of Unit Chairperson or her delegate, the act. The Union shall not deny a request by Xxxxxxx involved and the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's recordemployee. 27.02 32.03 In the event an Employee employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act- giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. Within five (5) days of an Employee being suspended or dismissed the Employer shall provide written reasons for the suspension or dismissal to the employee with a copy being provided to the Union. The action or suspension or dismissal shall be with thirty (30) days of the date of the occurrence of the act giving rise to the suspension or dismissal. Notwithstanding the above if a concern is referred to PPIC or criminal investigation and following the investigation discipline is warranted the action, suspension or dismissal shall be within seven (7) days of the report or criminal investigation being completed. 27.03 32.04 Disciplinary action which has not been the basis of further disciplinary action for a period of : (i) Nine (9) months, if suspension has not been involved, or (ii) Twelve (12) months, if suspension has been involved, shall not be used to determine the extent of any new disciplinary action to be invoked. 32.05 An Employee employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invokedevoked, request in writing that their have her personnel file be cleared of any record of the disciplinary action. Such This request shall be granted provided the Employee's employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.0132.06 Copies of all written warnings, 27.02 suspensions and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy dismissals shall be forwarded to the Union forthwith. In Unit Chairperson of the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notificationUnion. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct or and/or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. 33.02 Unsatisfactory conduct and/or performance by an Employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee and a Employee. A copy of the written warning shall be placed on the Employee’s personnel file. Copies of all written warnings shall be forwarded to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of issuance. 33.03 Following a preliminary investigation of an incident, and where the action being taken. Employer has a significant reason to believe that an Employee(s) may be responsible, and that their actions may lead to discipline, the Employee may be accompanied by a Union representative in subsequent meetings. 33.04 The action or suspension or dismissal Employee shall be within fifteen (15) days of the date informed by the Employer first became aware of, or reasonably should that they are being investigated with respect to an incident that may result in discipline and that they have become the right to have a Union representative present if they so choose. 33.05 The Employee shall sign any written notice of discipline for the sole purpose of indicating that she is aware of the occurrence disciplinary notice. Where circumstances permit, an Employee may be accompanied by a representative of the act, giving rise to Union during the suspension or dismissal. The Union shall not deny disciplinary discussion. 33.06 When an Employee has grieved a request by disciplinary action and the Employer to extend has either allowed the timelines due to unavailability of persons identified by grievance or reduced the Employer to be interviewed. When action involves a suspensionpenalty levied against the grievor, the notice shall specify the time period personnel file of the suspensionEmployee shall be amended to reflect this action provided this action results in the abandonment of the grievance. 27.03 33.07 An Employee who has been subject to disciplinary action may may, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action action, during the two (2) year period period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) 33.08 An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay absent for time spent in that meeting. three (b3) Where circumstances permit, consecutive working days without notifying the Employer shall schedule a disciplinary discussion with be considered to have terminated her employment unless the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative subsequently provides reason acceptable to the Employer and, where in the opinion of the UnionEmployer, such prior notification was not possible. 27.06 33.09 In the event that an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event. 33.10 Nothing in this Article prevents immediate suspension or dismissal for just cause. 33.11 Except in extenuating circumstances, an Employee that is reported to their licensing body, by someone other than be interviewed with regards to an incident that may lead to disciplinary action shall be given twenty- four (24) hours notice of the Employer, the Employee shall advise the Employer time and location of such and the Employee may copy the Union on such notificationinterview. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in serving a written warning to the probation period, no Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's recorddismissed without just cause. 27.02 In The Employer shall schedule a disciplinary discussion with the event Employee by giving advance notice, which shall not be less than twenty-four (24) hours. An Employee who participates in an investigation, meeting or disciplinary discussion has a right to know the purpose of the meeting, and the time and place of the interview. An Employee shall have the right to Union representation during a disciplinary meeting with the Employer. An Employee shall have the right to waive the right to Union representation if the Employee wishes. 27.03 When disciplinary action is taken against an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal it shall be within fifteen (15) days of the date when the Employer first became aware of, or reasonably should have become aware of the occurrence alleged infraction or concern. The Employee and the Union shall be informed in writing as to the reason(s) for such action. 27.04 The Employee shall be given opportunity to sign any written notice of discipline, for the sole purpose of indicating that the Employee is aware of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspensiondisciplinary notice. 27.03 27.05 An Employee who has been subject to disciplinary action may after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their the Employee’s personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two eighteen (218) year month period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effectedtaken. 27.04 The procedures stated 27.06 When an Employee has grieved a disciplinary action and a designated officer of the Employer has either allowed the grievance or reduced the penalty levied against the Employee, the personnel file of the Employee shall be amended to reflect this action provided this action results in Articles 27.01the closure of the grievance. 27.07 Once a year, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause.if the Employee has commenced grievance proceedings under Article 30, the Employee may: (a) An Employee required by Upon not less than three (3) working days’ notice, Employees and their representative(s), upon written authorization of the Employer Employee, shall have reasonable access to attend an investigation meeting or a disciplinary discussion their employment file and shall on request be provided with copies of materials contained in the employment file, which shall be paid at the applicable rate of pay for time spent in that meetingcorrected if inaccurate. (b) Where circumstances permitan Employee has requested the entire contents of the file for reasons other than a grievance, the Employer shall schedule be entitled to charge a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Unionfee for copying. 27.06 27.08 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, advised and unless otherwise requested requested, a written copy or all information provided to the licensing body regarding an incident shall be provided to the Employee and forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notificationUnion. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 23.01 Except for the dismissal of an Employee serving a probationary Employeeperiod, there shall be no dismissal or discipline except for just cause. 23.02 The Employer and the Union acknowledge that performance issues may require the intervention of management to communicate corrective action. In such circumstances, the Employer may use a verbal warning in an attempt to resolve these concerns. 23.03 Unsatisfactory conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal shall result in a written warning to the Employee with a copy to the Director of Labour Relations of the Union or designate within ten (10) working days of the disciplinary action. The written warning shall indicate that it is disciplinary action. 23.04 Unsatisfactory performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's ’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Labour Relations Officer of the Union or designate within fifteen ten (1510) working days of the date disciplinary action. The written warning shall indicate that it is disciplinary action. It shall state a definite period in which improvement or correction is expected and, at the Employer first became aware ofconclusion of such time, or reasonably should have become aware the Employee’s performance shall be reviewed with respect to the discipline. The Employee shall be informed, in writing, of the occurrence results of the actreview. The Union assignment of an improvement or correction period shall not deny act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant. 23.05 The procedure stated in Articles 23.02 and 23.03 does not prevent immediate suspension or dismissal for just cause. 23.06 An Employee who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for suspension or dismissal, and a request by copy of the Employer letter shall be sent to extend the timelines due Union within seven (7) working days. 23.07 All written documents pertaining to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified disciplinary action or dismissal shall be removed from the Employee's record’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 27.02 In the event an 23.08 An Employee who is suspended or dismissed, the Employer dismissed shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify receive his termination entitlements at the time period of the suspensionhe leaves. 27.03 23.09 An Employee who has been subject to disciplinary action may shall, after two (2) years of continuous service from the date the disciplinary measure action was invoked, initiated request in writing that their personnel file his record be cleared of any record of the that disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is awareabove period. The Employer shall confirm confirm, in writing writing, to the Employee that such action has been effected. 27.04 The procedures stated 23.10 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays, and Named Holidays specified in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just causeArticle 16. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) 23.11 Where circumstances permit, the Employer shall may schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hourshours as well as information as to the nature of the meeting. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In . Where possible, such meeting will occur when the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested on a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notificationscheduled working day. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. 33.01 Unsatisfactory conduct or and/or performance by an Employee which is considered may be grounds for discipline up to, and including, immediate dismissal. 33.02 Following a preliminary investigation of an incident, and where the Employer has a significant reason to believe that an Employee may be responsible, and that their actions may lead to discipline, the Employee may be accompanied by a Union Representative and / or Union Xxxxxxx in subsequent meetings. 33.03 The Employee shall be informed by the Employer that they are being investigated with respect to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall an incident that may result in a written warning to discipline, the Employee and a copy to the Union within fifteen (15) days nature of the date concern and that they have the Employer first became aware of, right to have a Union Representative and / or reasonably should have become aware of the occurrence of the actUnion Xxxxxxx present if they so choose. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been is subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 an investigation and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation or disciplinary meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) 33.04 Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be will provide no less than twenty-twenty four (24) hours’ notice to an Employee, under investigation, for any scheduled meeting and / or investigation referred to in Clauses 33.02 and 33.03. 33.05 Investigations must be completed with action imposed within 15 days, excluding Saturdays, Sundays and Named Holidays (as per Article 22 Named Holidays) of the date the Employer first became aware of, or reasonably should have become aware of, the occurrence of the act giving rise to the investigation. At such discussion Requests, in writing, by the Employer to extend the timelines identified in this clause shall not be unreasonably denied. 33.06 Unsatisfactory conduct and/or performance by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee. The Employee shall sign any written notice of discipline for the sole purpose of indicating that they are aware of the disciplinary notice. A copy of the written warning shall be placed on the Employee’s personnel file. Copies of all written warnings shall be forwarded to the Union within five (5) days of issuance. Where circumstances permit, an Employee may be accompanied by a representative Union Representative and / or Union Xxxxxxx during the disciplinary discussion. 33.07 In the event that an Employee is suspended or dismissed, the Employer will provide written reasons for the suspension or dismissal to the Employee. A copy of the Unionletter will be provided to the Union within five (5) days of the disciplinary action being taken. When the disciplinary action involves a suspension, the letter to the Employee will specify the time period of the suspension. 27.06 33.08 A Union Xxxxxxx attending a meeting and / or investigation referred to in this Article shall suffer no loss of pay. 33.09 When an Employee has grieved a disciplinary action and the Employer has either allowed the grievance or reduced the penalty levied against the grievor, the personnel file of the Employee shall be amended to reflect this action provided this action results in the abandonment of the grievance. 33.10 After eighteen (18) months of continuous service from the date the disciplinary measure was invoked, exclusive of absences of thirty (30) consecutive days or more from the date the disciplinary measure was invoked, it shall be deemed removed from the Employee’s personnel file provided the file does not contain any further record of disciplinary action, during the eighteen (18) month period, of which the Employee is aware. 33.11 An Employee absent for three (3) consecutive working days without notifying the Employer shall be considered to have terminated their employment unless the Employee subsequently provides reason acceptable to the Employer and where, in the opinion of the Employer, such prior notification was not possible. 33.12 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent 33.13 Nothing in this Article prevents immediate suspension or dismissal for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employerjust cause. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 37.01 Except for the dismissal of an Employee serving a probationary Employee. period, there shall be no dismissal or discipline except for just cause. 37.02 Unsatisfactory conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee within twenty (20) working days of the date that the Employer first became aware of, or reasonably should have become aware of the conduct. The written warning shall indicate that it is disciplinary action. 37.03 Unsatisfactory performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record ’s record, but not serious enough to warrant suspension or dismissal shall dismissal, may result in a written warning to the Employee and a copy to the Union within fifteen twenty (1520) working days of the date that the Employer first became aware of, or reasonably should have become aware of the occurrence unsatisfactory performance. The written warning shall indicate that it is disciplinary action. It shall state a definite period in which improvement or correction is expected and, at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the actresults of the review. The Union assignment of an improvement or correction period shall not deny act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant. 37.04 The procedures stated in Articles 37.02, 37.03 and 37.10 do not prevent immediate suspension or dismissal for just cause. 37.05 Any written documents pertaining to disciplinary action or dismissal shall be forwarded to the Union office within five (5) working days of the disciplinary action. 37.06 An Employee who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for suspension or dismissal, and a request by copy of the Employer letter shall be sent to extend the timelines due Union within two (2) working days. 37.07 Any written documents pertaining to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified disciplinary action or dismissal shall be removed from the Employee's record’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 37.08 An Employee who has been subject to disciplinary action may shall have their record cleared of that disciplinary action after two (2) years of continuous service from the date the disciplinary measure was invoked, initiated request in writing that their personnel file record be cleared of any record of the that disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause37.09 An Employee who is dismissed shall receive their termination entitlements at the time they leave. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 37.10 For the purposes of this Article, periods of time referred to in days a working day shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are Holidays specified in Article 1922. 37.11 When circumstances permit, the Employer shall provide at least twenty-four (24) hours advance notice to an Employee required to meet with the Employer for the purposes of discussing or issuing discipline. The Employer shall advise the Employee of the nature of the meeting and that they may be accompanied by a representative of the Union at such meeting(s). The Employee shall be compensated at their basic rate of pay for the duration of such meeting(s).

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 34.01 Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered serving a probation period, there shall be no discipline or dismissal except for just cause. 34.02 Disciplinary action by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant Employer, including written reprimand, suspension or dismissal shall result in a written warning to the Employee and a copy to the Union dismissal, will be taken within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than Within five (5) days of the disciplinary action being takenthe Employer will provide a copy of the written disciplinary documentation to the Union. An Employer request to extend these timelines, in order to complete a proper investigation, shall not be unreasonably withheld by the Union. 34.03 An Employee who is to be interviewed with respect to disciplinary action shall be notified twenty-four (24) hours in advance, of the time and place of the interview and shall be entitled to have a Union Xxxxxxx and/ or Union Staff Representative present at the interview. The action or suspension or dismissal Employee shall be within fifteen (15) days advised by the Employer of the date right to Union representation when scheduling the Employer first became aware ofmeeting. 34.04 The Employee may sign any written notice of discipline, or reasonably should have become for the sole purpose of indicating that she is aware of the occurrence of the act, giving rise disciplinary notice. 34.05 A regular Employee absent for three (3) consecutive scheduled work days without good and proper reason and without making reasonable efforts to the suspension or dismissal. The Union shall not deny a request by notify the Employer shall be considered to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspensionhave vacated her position. 27.03 34.06 An Employee who has been subject to disciplinary action may may, after two eighteen (218) years months of continuous service (exclusive of any periods of leave of absence in excess of thirty (30) days), from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.0134.07 Where disciplinary action is grieved and the grievance is allowed, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just causerelevant documentation shall be removed from the Employee’s personnel file. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion 34.08 When an Employee may be accompanied by is required to hold registration as a representative condition of the Union. 27.06 In the event that employment and an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested requested, a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An 34.09 A Casual Employee absent who has not provided a satisfactory reason for three not being available for a period of six (36) consecutive work days without good and proper reason and without notifying the Employer months shall be considered to have terminated their Employment with the Employerher position. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered serving a probation period, there shall be no discipline or dismissal except for just cause. Disciplinary action by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant Employer, including written reprimand, suspension or dismissal shall result in a written warning to the Employee and a copy to the Union dismissal, will be taken within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than Within five (5) days of the disciplinary action being takenthe Employer will provide a copy of the written disciplinary documentation to the Union. An Employer request to extend these timelines, in order to complete a proper investigation, shall not be unreasonably withheld by the Union. An Employee who is to be interviewed with respect to disciplinary action shall be notified twenty-four (24) hours in advance, of the time and place of the interview and shall be entitled to have a Union Xxxxxxx and/or Union Staff Representative present at the interview. The action or suspension or dismissal Employee shall be within fifteen (15) days advised by the Employer of the date right to Union representation when the Employer first became aware ofmeeting. The Employee may sign any written notice of discipline, or reasonably should have become for the sole purpose of indicating that she is aware of the occurrence of the act, giving rise to the suspension or dismissaldisciplinary notice. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may may, after two eighteen (218) years months of continuous service (exclusive of any periods of leave of absence in excess of thirty (30) days), from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01. Where disciplinary action is grieved and the grievance is allowed, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion relevant documentation shall be paid at removed from the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hoursEmployee’s personnel file. At such discussion When an Employee may be accompanied by is required to hold registration as a representative condition of the Union. 27.06 In the event that employment and an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested requested, a written copy shall be forwarded to the Union forthwith. In the event, an A Casual Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer who has not provided a satisfactory reason for not being available for a period of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three six (36) consecutive work days without good and proper reason and without notifying the Employer months shall be considered to have terminated their Employment with the Employerher position. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 34.01 Except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered serving a probation period, there shall be no discipline or dismissal except for just cause. 34.02 Disciplinary action by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant Employer, including written reprimand, suspension or dismissal shall result in a written warning to the Employee and a copy to the Union dismissal, will be taken within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than Within five (5) days of the disciplinary action being takenthe Employer will provide a copy of the written disciplinary documentation to the Union. An Employer request to extend these timelines, in order to complete a proper investigation, shall not be unreasonably withheld by the Union. 34.03 An Employee who is to be interviewed with respect to disciplinary action shall be notified twenty-four (24) hours in advance, of the time and place of the interview and shall be entitled to have a Union Xxxxxxx and/or Union Staff Representative present at the interview. The action or suspension or dismissal Employee shall be within fifteen (15) days advised by the Employer of the date right to Union representation when scheduling the Employer first became aware ofmeeting. 34.04 The Employee may sign any written notice of discipline, or reasonably should have become for the sole purpose of indicating that she is aware of the occurrence of the act, giving rise disciplinary notice. 34.05 A Regular Employee absent for three (3) consecutive scheduled work days without good and proper reason and without making reasonable efforts to the suspension or dismissal. The Union shall not deny a request by notify the Employer shall be considered to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspensionhave vacated her position. 27.03 34.06 An Employee who has been subject to disciplinary action may may, after two eighteen (218) years months of continuous service [exclusive of any periods of leave of absence in excess of thirty (30) days], from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two eighteen (218) year period month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.0134.07 Where disciplinary action is grieved and the grievance is allowed, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just causerelevant documentation shall be removed from the Employee’s personnel file. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion 34.08 When an Employee may be accompanied by is required to hold registration as a representative condition of the Union. 27.06 In the event that employment and an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested requested, a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An 34.09 A Casual Employee absent who has not provided a satisfactory reason for three not being available for a period of six (36) consecutive work days without good and proper reason and without notifying the Employer months shall be considered to have terminated their Employment with the Employerher position. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 27.02 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 27.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.04 An Employee who has been subject to disciplinary action may after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their the Employee’s personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of the same or similar disciplinary action during the two eighteen (218) year months period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 27.05 The procedures stated in Articles Clauses 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.07 In the event that an Employee is reported to their the Employee’s licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment the Employee’s services with the Employer. 27.08 27.09 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 27.10 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1918.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend No Employee shall be disciplined or dismiss an employee dismissed without just cause. This does not prevent immediate discipline or dismissal for just cause only, except for or the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which serving a probation period. DRAFT 27.02 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is considered under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee has the Employer to right be serious enough to be entered on accompanied by a Union Xxxxxxx or Union Representative, at the request of the Employee's record but not serious enough to warrant suspension or dismissal shall result in . 27.03 In the event an Employee is given a written warning to the Employee and a copy to the Union warning, it shall be within fifteen ten (1510) calendar days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewedconcludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 27.04 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being takenEmployee. The action or of suspension or dismissal shall be within fifteen ten (1510) calendar days of the date that the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewedconcludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.05 By an appointment made at least three (3) working days in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year, in the presence of the Executive Director or designate. 27.06 An Employee who has been subject to Employee’s personnel file shall be deemed clear of any disciplinary action may record after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action providing no additional discipline has been effectedeffected within that time. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.07 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, advised and unless otherwise requested be provided with a written copy shall be forwarded of any documentation provided to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer Employer, shall be considered to have vacated their position and shall be considered terminated their Employment with for cause, except where the Employee subsequently provides reasons acceptable to the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend No Employee shall be disciplined or dismiss an employee dismissed without just cause. This does not prevent immediate discipline or dismissal for just cause only, except for or the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which serving a probation period. 27.02 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is considered under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee has the Employer to right be serious enough to be entered on accompanied by a Union Xxxxxxx or Union Representative, at the request of the Employee's record but not serious enough to warrant suspension or dismissal shall result in . 27.03 In the event an Employee is given a written warning to the Employee and a copy to the Union warning, it shall be within fifteen ten (1510) calendar days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewedconcludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 27.04 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being takenEmployee. The action or of suspension or dismissal shall be within fifteen ten (1510) calendar days of the date that the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewedconcludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.05 By an appointment made at least three (3) working days in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year, in the presence of the Executive Director or her designate. 27.06 An Employee who has been subject to disciplinary action may may, after two thirty (230) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action action, during the two thirty (230) year period month period, of which the Employee is aware. The Employer shall will confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.07 In the event that an Employee is reported to their her licensing body by the Employer, the Employee shall be so advised, advised and unless otherwise requested be provided with a written copy shall be forwarded of any documentation provided to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer Employer, shall be considered to have vacated her position and shall be considered terminated their Employment with for cause, except where the Employee subsequently provides reasons acceptable to the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

DISCIPLINE AND DISMISSAL. 27.01 An Employee who participates in an investigation, meeting or interview that could lead to disciplinary action has a right to Union Representation, know the purpose of the meeting, and the time and place of the interview. The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of investigation will be completed in a probationary Employeetimely manner and any Employee interview(s) will be in accordance with Clauses 27.06 & 27.02. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union A written warning that is grieved and determined to be unjustified shall not deny a request be removed from the Employee's record. 27.02 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewedserious enough to be entered on the Employee's record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee's performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not restrict the Employer's right to take further action during said period, should the Employee's performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 27.03 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 27.04 The Employer will remove any disciplinary action from the Employees personnel file An Employee who has been subject to disciplinary action may after two eighteen (218) years months of continuous service from the date the disciplinary measure was invoked, request in writing that their the Employee’s personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two eighteen (218) year month period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 27.05 The procedures stated in Articles Clauses 27.01, 27.02 27.02, 27.03 and 27.03 27.04 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 27.07 In the event that an Employee is reported to their the Employee’s licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 27.08 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment the Employee’s services with the Employer. 27.08 27.09 Except for the dismissal of a probationary Employee, there shall be no suspension, dismissal or discipline except for just cause. 27.10 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, Holidays which are specified in Article 1918.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record ’s record, but not serious enough to warrant suspension or dismissal dismissal, shall result in a written warning to the Employee and a copy to the Union within fifteen ten (1510) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected, and at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the discipline. The Union Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not deny a request by restrict the Employer Employer's right to extend take further action during said period, should the timelines due to availability of persons identified by the Employer to be interviewedEmployee’s performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's ’s record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being takenforthwith. The action or of suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, act giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's ’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles Article 27.01, 27.02 27.02, and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) 27.05 Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer reason, shall be considered to have terminated their Employment her or his services with the Employer. 27.08 For (a) Upon not less than one (1) working days notice, Employees and their representative(s), upon written authorization of the purposes Employee, shall have reasonable access to their personnel records and shall on request be provided with copies of this Article, periods of time referred to materials contained in days such records. (b) The Employer shall be entitled to charge a reasonable fee for copying. 27.08 There shall be no suspension, dismissal or discipline except for just cause. Suspensions with pay shall not be deemed as disciplinary, nor subject to mean consecutive calendar days exclusive of the grievance procedure. 27.09 Throughout this Article the term "days" shall not include Saturdays, Sundays and or Named Holidays, which are specified . 27.10 The Union shall not unreasonably deny a request for an extension of time lines provided in Article 1927.01 and 27.02.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 23.01 Except for the dismissal of an Employee serving a probationary Employeeperiod, there shall be no dismissal or discipline except for just cause. 23.02 The Employer and the Union acknowledge that performance issues may require the intervention of management to communicate corrective action. In such circumstances, the Employer may use a verbal warning in an attempt to resolve these concerns. 23.03 Unsatisfactory conduct or performance by an Employee which is not considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall may result in a written warning to the Employee and a copy to the Union within fifteen ten (1510) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union written warning shall not deny a request indicate that it is disciplinary action. 23.04 Unsatisfactory performance by the Employer to extend the timelines due to availability of persons identified an Employee which is considered by the Employer to be interviewed. A serious enough to be entered on the Employee’s record, but not serious enough to warrant suspension or dismissal, may result in a written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five within ten (510) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The written warning shall indicate that it is disciplinary action. It shall state a definite period in which improvement or correction is expected and, giving rise at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant. 23.05 The procedures stated in Articles 23.03, 23.04 and 23.11 do not prevent immediate suspension or dismissal for just cause. 23.06 An Employee who has received a written warning, or has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for the warning or suspension or dismissal. The A copy of the letter shall be sent to the Union within five (5) working days. 23.07 Any written documents pertaining to disciplinary action or dismissal shall not deny a request by be removed from the Employer to extend the timelines due to unavailability of persons identified by the Employer Employee’s file when such disciplinary action or dismissal has been grieved and determined to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspensionunjustified. 27.03 23.08 An Employee Employee, who has been subject to disciplinary action may action, shall after two (2) years of continuous service year from the date the disciplinary measure was invokedinitiated, request in writing that their personnel file his record be cleared of any record of the that disciplinary action. Such request shall be granted provided the Employee's employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is awareabove period. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) 23.09 An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion who is dismissed shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for receive his termination entitlements within three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employerworking days. 27.08 23.10 For the purposes of this Article, periods of time referred to in days a working day shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are Holidays specified in Article 1916. 23.11 When circumstances permit, the Employer shall provide at least twenty-four (24) hours advance notice to an Employee required to meet with the Employer for the purposes of investigating a matter related to the Employee or discussing or issuing discipline. The Employer shall advise the Employee of the nature of the meeting and that they may be accompanied by a Labour Relations Officer or designate of the Union at such meeting(s). The Employee shall be compensated at their basic rate of pay for the duration of such meeting(s). 23.12 The Parties may agree to mutually extend timelines.

DISCIPLINE AND DISMISSAL. 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except 34.01 Except for the dismissal of an Employee serving a probationary Employee. period, there shall be no dismissal or discipline except for just cause. 34.02 Unsatisfactory conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee within twenty (20) working days of the date that the Employer first became aware of, or reasonably should have become aware of the occurence of the act. The written warning shall indicate that it is disciplinary action. 34.03 Unsatisfactory performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record ’s record, but not serious enough to warrant suspension or dismissal shall dismissal, may result in a written warning to the Employee and a copy to the Union within fifteen twenty (1520) working days of the date that the Employer first became aware of, or reasonably should have become aware of the occurrence occurence of the act.The written warning shall indicate that it is disciplinary action. It shall state a definite period in which improvement or correction is expected and, at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the discipline. The Union Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not deny act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant. 34.04 The procedures stated in Articles 34.02, 34.03 and 34.10 do not prevent immediate suspension or dismissal for just cause. 34.05 Any written documents pertaining to disciplinary action or dismissal shall be forwarded to the Union office within five (5) working days of the disciplinary action. 34.06 An Employee who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for suspension or dismissal, and a request by copy of the Employer letter shall be sent to extend the timelines due Union within two (2) working days. 34.07 Any written documents pertaining to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified disciplinary action or dismissal shall be removed from the Employee's record’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 34.08 An Employee who has been subject to disciplinary action may shall have her record cleared of that disciplinary action after two (2) years of continuous service from the date the disciplinary measure was invoked, initiated request in writing that their personnel file her record be cleared of any record of the that disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause34.09 An Employee who is dismissed shall receive her termination entitlements at the time she leaves. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 34.10 For the purposes of this Article, periods of time referred to in days a working day shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are Holidays specified in Article 1920. 34.11 When circumstances permit, the Employer shall provide at least twenty-four (24) hours advance notice to an Employee required to meet with the Employer for the purposes of discussing or issuing discipline. The Employer shall advise the Employee of the nature of the meeting and that they may be accompanied by a representative of the Union at such meeting(s). The Employee shall be compensated at their basic rate of pay for the duration of such meeting(s).