Discipline and Grievances. (a) An employee having six months or more seniority will not be disciplined or discharged until he/she has had a fair and impartial investigation. Investigations will be held as quickly as possible.
(b) When a discipline assessment will be only a reprimand, warning, or caution, or the like, a "hearing" or "investigation" is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as fellow employee, other supervisor, or Union representative shall not be in attendance. This provision will not operate to extend the one year period for clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files.
9.2 An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. He/she will be given at least one day's notice of the investigation and notified of the charges against him/her. However, an officer who may be on the grounds when the cause for investigation occurs may hold an immediate investigation.
9.3 An employee may, if he/she so desires, have the assistance of a fellow employee and/or an accredited representative of the Union at the investigation. The employee or his/her Union representative shall be given a copy of the employee's statement and on request copies of all evidence taken.
9.4 An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence. The decision will be rendered as early as possible, but not later than 28 calendar days from the date the statement is taken from the employee being investigated.
9.5 If the decision is considered unjust an appeal may be made in writing within 28 calendar days in accordance with the grievance procedure under Article 9.9. Such appeal shall set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should be submitted directly to Step 3 of the grievance procedure. On request, the General Chairman and/or designate and or designate shall be shown all evidence of record in the case.
9.6 Should an employee be exonerated, he/she shall be paid at schedule rates for time lost, if any (one day for each 24 hours), less any amount earned in other employment. If away from home he/she shall, on production of receipts, be reimbursed for reasonable expenses incurred in connection with the investigation.
9.7 When discipline is recorded against an employe...
Discipline and Grievances. 17.1 As a Director of the Company, you are expected to conduct yourself in a thoroughly professional manner at all times. A copy of the Employee Rules of the Company for the time being in force, which apply to you by virtue of your employment hereunder but which do not form part of your terms and conditions of employment, can be obtained from Group Human Resources.
Discipline and Grievances. A. One Union Xxxxxxx shall be granted leave from duty with full pay for the purpose of investigating and processing filed grievances or disciplinary appeals when such business takes place at a time during which the representatives are scheduled to be on duty. One Union Xxxxxxx may be granted leave with pay for pre-disciplinary meetings with the District when such meetings take place at a time when the xxxxxxx is scheduled to be on duty.
B. Employees who are needed as witnesses or because of direct knowledge of or involvement in the incident may be called without loss of pay or leave time by the Union or the District to scheduled meetings between the District and the Union regarding filed grievances, disciplinary appeals, or joint investigatory meetings. Employees shall report at the time specified and shall report back to work upon conclusion of their statement. Such leave from duty shall be reported as Union Business leave under the payroll tracking code on the employee's timecard.
C. Employees preparing or responding to grievances/disciplinary matters shall do so on their regularly scheduled breaks or off duty time and shall not interfere with other employee's work assignments or work responsibilities in any fashion whatsoever.
Discipline and Grievances. 10.1 CRC B will take no disciplinary action in respect of, nor purport to terminate the employment of, the Secondee.
10.2 Allegations of misconduct by the Secondee will be dealt with jointly as appropriate, but in accordance with the CRC A’s disciplinary policies and procedures. If in the reasonable opinion of CRC B, the Secondee is guilty of any serious misconduct or any other conduct which affects or is likely to affect prejudicially the interests of CRC B, the CRC A will at the request of CRC B immediately remove the Secondee from the secondment pending the outcome of any disciplinary procedures.
10.3 Any grievance raised by the Secondee about her or his relationship with CRC B or its employees during the secondment period will be addressed in accordance with CRC B policies and procedures. Any grievance relating to the Secondee’s relationship with the CRC A or its employees will be addressed in accordance with the CRC A’s policies and procedures. In the event of disagreement as to which policy or procedure is applicable, the CRC A’s decision will be final.
Discipline and Grievances. There are no disciplinary rules applicable to the Executive. Any matter of discipline will be considered and determined by the Board. If the Executive is dissatisfied with any disciplinary decision relating to him or has any other grievance about his employment he should apply in writing to the Board. The Executive’s application will be dealt with by the Board who (after discussion with the Executive at a meeting at which he is entitled to be present) will notify him of the decision in writing.
Discipline and Grievances. 8.1 An employee who has completed a probationary period of six months shall not be disciplined or dismissed until after a fair and impartial investigation has been held and the employee's responsibility is established. An employee may be held out of service for such investigation for a period of not more than five working days and he/she will be notified in writing of the charges against him/her.
8.2 (a) An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson.
Discipline and Grievances. 13.1 There are no disciplinary rules as at the date of this agreement applicable to the Executive’s employment hereunder nor any specific provisions for dealing with any grievance.
13.2 In order to investigate a complaint or allegation against the Executive of misconduct or some other serious issue relating to his employment and to allow the Company to carry out whatever investigations it deems appropriate in relation thereto, the Company may suspend the Executive on full pay and other contractual benefits and require the Executive:—
13.2.1 not to enter any premises of the Company or any company in the Group; and
13.2.2 to abstain from contacting any customers, clients, employees or suppliers of the Company or any company in the Group. Save as permitted pursuant to clause 12, the Executive shall not be employed by or provide services to any third party during the period for which he is suspended pursuant to this clause 13.2.
Discipline and Grievances. 13.1 There are no disciplinary or grievance procedures which form part of this agreement. A copy of the Company’s non-contractual disciplinary and grievance procedure is available on request to the Company Secretary. If the Executive is dissatisfied with any disciplinary decisions relevant to his or if he wishes to seek redress of any grievance relating to his employment, he should apply in writing to the Company Secretary.
13.2 In order to investigate a complaint or allegation against the Executive of misconduct or some other serious issue relating to his employment and to allow the Company to carry out whatever investigations it deems appropriate in relation thereto, the Company may for whatever period it considers necessary suspend the Executive on full pay and other contractual benefits and require the Executive:-
13.2.1 not to enter any premises of the Company or any company in the Group; and
13.2.2 to abstain from contacting any customers, clients, employees or suppliers of the Company or any company in the Group. Save as permitted pursuant to clause 12, the Executive shall not be employed by or provide services to any third party during the period for which he is suspended pursuant to this clause 13.2.
Discipline and Grievances. 19.1 The Chief Executive Officer will be responsible for communicating any disciplinary warnings to the Executive. Any dismissal will be communicated by the Chief Executive Officer with a right of appeal to the Board.
19.2 If the Executive has any grievance relating to his employment he may raise it initially with the Chief Executive Officer. If the grievance is not thereby resolved the Executive may appeal to the Board whose decision will be final.
Discipline and Grievances. No discrimination will be made in the employment, retention or conditions of employment of employees because of membership or non-membership in labour reprimand, warning or or the like, a "hearing" or necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union representative, shall not be in attendance. This provision will not operate to extend the one year period for the clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee, who has completed a probationary period of sixty working days will not be disciplined or discharged without an investigation. xxx's notice of the investigation and notified of the charges against him/her. This shall not be construed to mean that a proper officer of the railway, who may be on the ground when the cause for investigation occurs, shall be prevented from making an immediate investigation. An employee may, if he/she desires, have the assistance of one or two fellow employees, or the Local Chairman or committee person of the Brotherhood, at shall be furnished with a copy of his/her own statement. The decision will be rendered as quickly as possible but in any event not later than calendar days from the date the statement taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except in the case of a If the decision is considered unjust, an appeal may be made in writing within fourteen calendar days in accordance with the Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the National Representative shall be shown all evidence in the case. Should an employee be exonerated he/she shall be paid at their regular rate of pay for any time lost (one day for each twenty-four hours), less any amount earned in other employment. If away from home, employees shall, on the production of of this Agreement shall be dealt with in the following manner; this shall also apply to an employee who believes that he/she has been unjustly dealt with:
