DISCIPLINE AND DISMISSALS. When an employee is required to correct a deficient behaviour, attitude or if he is not respecting Company policies or procedures, the Company will proceed with a coaching and counselling approach.
19.1 Step 1 (informal): Verbal Coaching
19.2 Step 2 (formal)
DISCIPLINE AND DISMISSALS. The employment of every member of the bargaining unit shall be during good behavior and efficient service and no such member shall be suspended, terminated, or reduced for disciplinary reasons except as set forth herein and in accordance with state law. In addition, it is mutually understood that: The failure to satisfactorily perform the duties as per job description shall lead to dismissal after proper investigation and warning. Appearance on the job in an intoxicated condition, or with the smell of alcohol on the breath, is cause for instant dismissal and loss of any vacation, which may be due. Violation of the moral code or improper action toward any pupil or other employees will result in immediate dismissal and loss of any vacation, which may be due. Insubordination or refusal to abide by an order from a superior will result in immediate suspension until the Board shall review the circumstances and determine whether or not dismissal shall follow. The Superintendent shall have the power of suspension until the Board shall meet to review the facts. No salary allowance shall be made during the period of suspension. In the event of a recommendation for dismissal, the employee may request a hearing with the Board at the meeting at which the recommendation is being considered.
DISCIPLINE AND DISMISSALS. 12.01 The Company, at its discretion, may discharge or discipline any employee when in the opinion of the Company there exists just and sufficient cause therefore. An employee discharged or disciplined, except in the case of physical violence, shall have the right to an interview with his Union Xxxxxxx before leaving the Company premises.
12.02 The Company shall forthwith advise the Union in writing of the reason for discharge or discipline of any employee.
12.03 A claim by an employee with seniority that he has been unjustly discharged or disciplined, if made within five (5) working days after such discharge or discipline, may be deemed a grievance and dealt with as outlined in Article 8, Grievance Procedure commencing with Step 3. Such grievance may be settled under the grievance or arbitration procedure by: 1.) Confirming the Management's action in dismissing the employee,
DISCIPLINE AND DISMISSALS. 12.01 The Company, at its discretion, may discharge or discipline any employee when in the opinion of the Company there exists just and sufficient cause therefor. An employee discharged or disciplined, except in the case of physical violence, shall have the right to an interview with his Union Xxxxxxx before leaving the Company premises.
12.02 The Company shall forthwith advise the Union in writing of the reason for discharge or discipline of any employee.
12.03 A claim by an employee with seniority that he has been unjustly discharged or disciplined, if made within five (5) working days after such discharge or discipline, may be deemed a grievance and dealt with as outlined in Article 8, Grievance Procedure commencing with Step 3. Such grievance may be settled under the grievance or arbitration procedure by:
1. Confirming the Management's action in dismissing the employee,
2. Reinstating the employee with full, part, or no compensations from time lost, or
3. Any other arrangement which may be deemed just and equitable.
12.04 Employees shall have the right to see their personal file upon request. In the event an employee sees something in the file he is unaware of, he may respond and such response shall become a part of the file.
DISCIPLINE AND DISMISSALS. 12.01 The value of consistent, progressive discipline is recognized by both parties. Therefore, except in extreme cases, discipline or discharge for just cause should be preceded by a documented record of counseling, warnings (written, oral) and/or suspensions. It is further recognized that to achieve this purpose, the Union Shop Chairperson and/or Chief Xxxxxxx as applicable must be copied on all disciplinary notations at the time that they are placed on the employee’s file.
12.02 The Company shall advise an employee of any written report on his file and the employee shall have a right to reply to such written report. Such reply shall become part of the employee’s file so long as such written report remains in the file.
12.03 Any verbal warning will be recorded in the employee’s file and will be kept valid on file for a period of twelve (12) months excluding any extended Leaves of Absence at work, according to the date such notice was issued, provided that no other notice of the same nature has been entered in the file in the meanwhile; otherwise the procedure provided in 12.03.01 will apply.
12.03.01 Any disciplinary measure will be recorded in the employee’s personal record in the Human Resources Department and withdrawn after a period of twelve
DISCIPLINE AND DISMISSALS. 14.01 A member shall not be disciplined or discharged, except for just cause. Both parties recognize the philosophy of using counseling and progressive discipline with the objective of correcting real or perceived problems in the area of job performance or employee behavior. However, depending on the nature and gravity of the offence, steps in the normal disciplinary process may be bypassed or repeated where circumstances warrant.
14.02 Should The City suspend a member pending investigation, the member shall receive his regular rate of pay during the suspension. If The City determines, from the investigation, that a disciplinary suspension is warranted, then the following shall apply:
a) In the event that the suspension pending investigation is shorter than the disciplinary suspension to be levied, the Association agrees that The City may recover regular pay from the employee equal to the number of days the employee had been suspended pending investigation. Those days will be deemed to be a portion of the disciplinary suspension. The remainder of the disciplinary suspension will be served by the member as an unpaid suspension.
b) In the event that the suspension pending investigation is longer than the discipline to be imposed, the Association agrees that The City may recover regular pay from the employee corresponding to the length of the disciplinary suspension. In either event, the recovery will occur as a lump sum following the conclusion of the investigative process. Should The City terminate the employee following the conclusion of the investigative process, The City shall not recover the employee’s pay while on suspension. Where The City determines from the investigation that no disciplinary suspension is warranted, no recovery of pay will occur.
14.03 When a member is being interviewed for the purpose of determining disciplinary action, he shall be informed of his right to union representation. Except in the case of gross misconduct, or unless a member declines his right to union representation in writing, discipline shall occur in the presence of a union representative. A member will be informed of the purpose of the interview, specific allegations and investigative timelines. A member reporting for such an interview or for discipline shall be given reasonable time to arrange for the presence of his union representative.
14.04 Discipline imposed on a member shall be done within a reasonable timeframe considering the date The City became aware of a...
DISCIPLINE AND DISMISSALS. 14.01 A permanent employee shall not be disciplined or discharged, except for cause.
14.02 Any member of the Association who has been wrongfully dismissed by The City, and who is later reinstated shall be compensated in full for all time lost.
14.03 Any member of the Association desiring to grieve against his discipline or his dismissal must do so through the proper officials of the Association, and notice of such grievance must be in the hands of the Fire Chief with a copy to the Employee Relations Leader not later than twenty-one (21) days from the date of the discipline or dismissal.
14.04 When an employee is to be disciplined or interviewed for the purpose of determining disciplinary action for that employee, he shall be informed of his right to union representation.
DISCIPLINE AND DISMISSALS. 14.01 A member shall not be disciplined or discharged, except for just cause. Both parties recognize the philosophy of using counseling and progressive discipline with the objective of correcting real or perceived problems in the area of job performance or employee behavior. However, depending on the nature and gravity of the offence, steps in the normal disciplinary process may be bypassed or repeated where circumstances warrant.
14.02 When a member is being interviewed for the purpose of determining disciplinary action, he shall be informed of his right to union representation. Except in the case of gross misconduct, or unless a member declines his right to union representation in writing, discipline shall occur in the presence of a union representative. A member will be informed of the purpose of the interview, specific allegations and investigative timelines. A member reporting for such an interview or for discipline shall be given reasonable time to arrange for the presence of his union representative.
DISCIPLINE AND DISMISSALS. This is published as a common procedure under Disciplinary Policy and Procedure (Non-Teaching Staff) and it is agreed between the parties that the most appropriate channel will be selected in each case at issue and that only that channel will be used unless specific provision is made within that section for the use of certain stages of another procedure.
DISCIPLINE AND DISMISSALS. 3 Discipline will be for cause. As such, an employee will not be disciplined for an arbitrary 4 or capricious reason. The extent of any disciplinary action will be in keeping with the 5 seriousness of the infraction. A process of progressive discipline will be used. 6 Progressive discipline includes oral warning, written reprimand, suspension or 7 termination as appropriate to the infraction. The employee will receive a copy of any 8 written reprimand. The overall objective of disciplinary action is to correct or eliminate 9 inappropriate behavior or misconduct. 10 11 The District will notify an employee prior to a meeting set up for possible disciplinary 12 action so that the employee may obtain Union representation. If representation is not 13 available, the meeting will be rescheduled to a mutually agreeable time. 14
