Common use of DISCIPLINE AND DISMISSAL Clause in Contracts

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 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. 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, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee within twenty (20) 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, 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. A copy of the letter shall be sent in electronic format to the Union within three (3) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their termination entitlements at the time they leave. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 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. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee Employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 Unsatisfactory conduct by an employee 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 Employee with a fax or e-mail copy, where possible, to the Union office within twenty two (202) working days, and a copy of the original letter to the Union office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 Unsatisfactory performance conduct by an employee Employee which is considered by the Employer to be serious enough to be entered on the employeeEmployee’s record, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee Employee with a fax or e-mail copy, to the Union office within twenty two (202) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdays. 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 employeeEmployee’s performance conduct shall be reviewed with respect to the discipline. The employee 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 employeeEmployee’s performance conduct 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 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. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employeeEmployee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, Employee who has been subject to disciplinary actionaction shall, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee Employee that such action has been effected. 37.08 An employee Employee who is dismissed shall receive their termination entitlements at the time they leave. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 37.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) ’ advance notice to an employee 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 will advise the employee of the nature of the meeting and Employee that they may be accompanied by a Labour Relations Officer or designate representative 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)meeting. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 25.01 Except for the dismissal of an employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 25.02 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 with a fax or e-mail copy, where possible, to the Association’s office within twenty two (202) working days, and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 25.03 Unsatisfactory 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, may result in a written warning to the employee with a fax or e-mail copy, where possible, to the Association office within twenty two (202) working days, and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 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 25.04 The procedures stated in Articles 37.0225.02, 37.03 25.03 and 37.10 25.10 do not prevent immediate suspension or dismissal for just cause. 37.05 25.05 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. A , and a copy of the letter shall be sent in electronic format to the Union Association within three two (32) working days. 37.06 25.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 25.07 An employee, who has been subject to disciplinary actionaction shall, shall after two one (21) years year from the date the disciplinary measure was initiated, request in writing that their his record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 25.08 An employee who is dismissed shall receive their his termination entitlements at the time they leaveentitlements, subject to return of employer property within seven (7) days of date of termination. 37.09 25.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 2219. 37.10 25.10 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. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.twenty four

DISCIPLINE AND DISMISSAL. ‌ 37.01 Except for the dismissal of an employee serving a probationary 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 with a copy to the Union office within twenty (20) working days of the date the Employer employer first became aware of, or reasonably should have become aware of the occurrence of the act. The A written warning that is grieved and determined to be unjustified shall indicate that it is disciplinary actionbe removed from the Employee’s record. 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, but not serious enough to warrant suspension or dismissal, dismissal may result in a written warning to the employee with a copy to the Union office within twenty (20) working days of the date the Employer 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, 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 who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for the warning warning, or suspension or dismissal. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their termination entitlements at the time they leave. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 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 and advised whether the meeting is in respect to an investigation or 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 designated union representative at such meeting(s)meetings. The employee shall be compensated at their the applicable rate of pay for the duration of such meeting(s)meetings. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 with a copy to the Union office within twenty (20) working days of the date the Employer employer first became aware of, or reasonably should have become aware of the occurrence of the act. The A written warning that is grieved and determined to be unjustified shall indicate that it is disciplinary actionbe removed from the Employee’s record. 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, but not serious enough to warrant suspension or dismissal, dismissal may result in a written warning to the employee with a copy to the Union office within twenty (20) working days of the date the Employer 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, 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 who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for the warning warning, or suspension or dismissal. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their termination entitlements at the time they leave. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 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 and advised whether the meeting is in respect to an investigation or 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 designated union representative at such meeting(s)meetings. The employee shall be compensated at their the applicable rate of pay for the duration of such meeting(s)meetings. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee Employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 Unsatisfactory conduct by an employee 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 Employee with a fax or e-mail copy, where possible, to the Union office within twenty two (202) working days, and a copy of the original letter to the Union office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 Unsatisfactory performance conduct by an employee Employee which is considered by the Employer to be serious enough to be entered on the employeeEmployee’s record, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee Employee with a fax or e-mail copy, to the Union office within twenty two (202) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdays. 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 employeeEmployee’s performance conduct shall be reviewed with respect to the discipline. The employee 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 employeeEmployee’s performance conduct 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 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. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employeeEmployee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, Employee who has been subject to disciplinary actionaction shall, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their his record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee Employee that such action has been effected. 37.08 An employee Employee who is dismissed shall receive their his termination entitlements at the time they leavehe leaves. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 37.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) ’ advance notice to an employee 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 will advise the employee of the nature of the meeting and Employee that they he may be accompanied by a Labour Relations Officer or designate representative 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)meeting. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 with a fax copy to the Association office within twenty two (202) working days and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. 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 's record, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee with a fax copy, to the Association office within twenty two (202) working days and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 conclusion of such time, the employee’s '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 's right to take further action during said period should the employee’s '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. A , and a copy of the letter shall be sent in electronic format to the Union Association within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s 's file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their her record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their her termination entitlements at the time they leaveshe leaves. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 37.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) 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 and/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 representative of the Union Association at such meeting(s). The employee shall be compensated at their applicable rate of pay for the duration of such meeting(s)meeting. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee Employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 Unsatisfactory conduct by an employee 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 Employee with a fax copy to the Association office within twenty two (202) working days and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 Unsatisfactory performance by an employee Employee which is considered by the Employer to be serious enough to be entered on the employeeEmployee’s record, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee Employee with a fax copy to the Association office within twenty two (202) working days and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 conclusion of such time, the employeeEmployee’s performance shall be reviewed with respect to the discipline. The employee 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 employeeEmployee’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 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. A , and a copy of the letter shall be sent in electronic format to the Union Association within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employeeEmployee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, Employee who has been subject to disciplinary action, action shall have her record cleared of that disciplinary action after two (2) years from the date the disciplinary measure was initiated, initiated request in writing that their her record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee Employee that such action has been effected. 37.08 An employee Employee who is dismissed shall receive their her termination entitlements at the time they leaveshe leaves. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 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. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.four

DISCIPLINE AND DISMISSAL. 37.01 34.01 Except for the dismissal of an employee Employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 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 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. 37.03 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, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee within twenty (20) 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, 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 34.04 The procedures stated in Articles 37.0234.02, 37.03 34.03 and 37.10 34.10 do not prevent immediate suspension or dismissal for just cause. 37.05 34.05 An employee 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. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 34.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employeeEmployee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 34.07 An employeeEmployee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, shall request in writing that their her record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee Employee that such action has been effected. 37.08 34.08 An employee Employee who is dismissed shall receive their her termination entitlements at the time they leaveshe leaves. 37.09 34.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 2220. 37.10 34.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four twenty-­‐four (24) hours) hours advance notice to an employee 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 Employee of the nature of the meeting and that they may be accompanied by a Labour Relations Officer or designate representative of the Union at such meeting(s). The employee Employee shall be compensated at their applicable basic rate of pay for the duration of such meeting(s). 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 with a copy to the Association office within twenty two (202) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. 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, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee with a copy to the Association office within twenty two (202) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 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. A , and a copy of the letter shall be sent in electronic format to the Union Association within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their her record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their her termination entitlements at the time they leaveshe leaves. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 37.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) 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 representative of the Union Association at such meeting(s). The employee shall be compensated at their applicable rate of pay for the duration of such meeting(s)meeting. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 with a fax copy, where possible, to the Association office within twenty two (202) working days and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. 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 's record, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee with a fax copy, where possible, to the Association office within twenty two (202) working days and a copy of the original letter to the Association office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 conclusion of such time, the employee’s '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 's right to take further action during said period should the employee’s '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. A , and a copy of the letter shall be sent in electronic format to the Union Association within three two (32) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s 's file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their termination entitlements at the time they leave. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 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. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.two

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 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. 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, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee within twenty (20) 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, 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. A copy of the letter shall be sent in electronic format to the Union Association within three five (35) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their her record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their her termination entitlements at the time they leaveshe leaves. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 37.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) 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 representative of the Union Association at such meeting(s). The employee shall be compensated at their applicable basic rate of pay for the duration of such meeting(s). 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 25.01 Except for the dismissal of an employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 25.02 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 with a fax or e-mail copy, where possible, to the Union office within twenty two (202) working days, and a copy of the original letter to the Union office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 25.03 Unsatisfactory 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, may result in a written warning to the employee with a fax or e-mail copy, where possible, to the Union office within twenty two (202) working days, and a copy of the original letter to the Union office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 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 25.04 The procedures stated in Articles 37.0225.02, 37.03 25.03 and 37.10 25.10 do not prevent immediate suspension or dismissal for just cause. 37.05 25.05 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. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 25.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 25.07 An employee, who has been subject to disciplinary action, shall after two one (21) years year from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 25.08 An employee who is dismissed shall receive their termination entitlements at the time they leave, subject to return of employer property within seven days of date of termination. 37.09 25.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 2219. 37.10 25.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) 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 representative 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)meeting. 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 25.01 Except for the dismissal of an employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 25.02 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 with a fax or e-mail copy, where possible, to the Union office within twenty two (202) working days, and a copy of the original letter to the Union office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 25.03 Unsatisfactory 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, may result in a written warning to the employee with a fax or e-mail copy, where possible, to the Union office within twenty two (202) working days, and a copy of the original letter to the Union office within five (5) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 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 25.04 The procedures stated in Articles 37.0225.02, 37.03 25.03 and 37.10 25.10 do not prevent immediate suspension or dismissal for just cause. 37.05 25.05 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. A , and a copy of the letter shall be sent in electronic format to the Union within three two (32) working days. 37.06 25.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 25.07 An employee, who has been subject to disciplinary action, shall after two one (21) years year from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 25.08 An employee who is dismissed shall receive their termination entitlements at the time they leave, subject to return of employer property within seven days of date of termination. 37.09 25.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 2219. 37.10 25.10 When circumstances permit, the Employer shall provide at least one (1) working day (twenty-four (24) hours) 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 representative 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. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.meeting.‌

DISCIPLINE AND DISMISSAL. 37.01 ‌ 22.01 Except for the dismissal of an employee serving a probationary period, there shall be no dismissal or discipline except for just cause. 37.02 22.02 Unsatisfactory conduct by an employee which is not considered by the Employer ECAA to be serious enough to warrant suspension or dismissal may shall result in a written warning to the employee with a copy to HSAA within twenty five (205) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary action. The written warning shall indicate that it is disciplinary action. 37.03 22.03 Unsatisfactory performance by an employee which is considered by the Employer ECAA to be serious enough to be entered on the employee’s record, record but not serious enough to warrant suspension or dismissal, may dismissal shall result in a written warning to the employee and a copy to the Labour Relations Officer of HSAA or designate within twenty five (205) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the actdisciplinary 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 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 EmployerECAA’s right to take further action during or following said period should the employee’s performance so warrant. 37.04 22.04 The procedures procedure stated in Articles 37.02, 37.03 22.02 and 37.10 do 22.03 does not prevent immediate suspension or dismissal for just cause. 37.05 22.05 An employee who has received a written warning, or has been suspended or dismissed shall receive from the Employer, ECAA in writing, writing the reason(s) for the warning or suspension or dismissal. A , and a copy of the letter shall be sent in electronic format to the Union Labour Relations Officer of HSAA or designate within three two (32) working days. 37.06 22.06 Any written documents pertaining to disciplinary action action/letter or dismissal dismissal/letter shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 22.07 An employee, employee who is dismissed shall receive his termination entitlements within three (3) working days. 22.08 An employee who has been subject to disciplinary actionaction shall, shall after two (2) years from the date the disciplinary measure action was initiated, request in writing that their his record be cleared of that disciplinary action. The Employer Such request shall be granted provided the employee’s file does not contain any further record of disciplinary action during the above period. ECAA shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their termination entitlements at the time they leave. 37.09 22.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays Sundays, and Named Holidays specified in Article 2215. 37.10 When 22.10 Where circumstances permit, ECAA may schedule a disciplinary discussion with the Employer employee by giving reasonable advance notice which shall provide at least one (1) working day (not be less than twenty-four (24) hours) advance notice hours indicating that the meeting is to an employee required to meet with the Employer for the purposes of investigating a matter related to the employee or discussing or issuing disciplinebe disciplinary. The Employer ECAA shall advise the employee of the nature of the meeting and that they may be accompanied by a Labour Relations Officer or designate 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. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.

DISCIPLINE AND DISMISSAL. 37.01 Except for the dismissal of an employee serving a probationary 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 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. 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, but not serious enough to warrant suspension or dismissal, may result in a written warning to the employee within twenty (20) 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, 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. A copy of the letter shall be sent in electronic format to the Union within three five (35) working days. 37.06 Any written documents pertaining to disciplinary action or dismissal shall be removed from the employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified. 37.07 An employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their her record be cleared of that disciplinary action. The Employer shall confirm in writing to the employee that such action has been effected. 37.08 An employee who is dismissed shall receive their her termination entitlements at the time they leaveshe leaves. 37.09 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22. 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 basic rate of pay for the duration of such meeting(s). 37.11 The Parties may agree to mutually extend timelines. 37.12 Upon request, the Employer and Union shall meet to discuss any discipline issued under this Article.