Common use of Discipline and Grievances Clause in Contracts

Discipline and Grievances. An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations will be held as quickly as possible. 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. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. will be given at least one day's notice of the investigation and notified of the charges against However, an officer who may be on the grounds when the cause for investigation occurs may hold an immediate investigation. An employee may, if so desires, have the assistance of a fellow employee an accredited representative of the Union at the investigation. The employee or Union representative shall be given a copy of the employee's statement and on request copies of all evidence taken. 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 calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust an appeal may be made in writing within calendar days in accordance with the grievance procedure under Article 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 of the grievance procedure. On request, the Assistant General Chairman and or designate shall be shown all evidence of record in the case. Should an employee be exonerated, shall be paid at schedule rates for time lost, if any (one day for each hours), less any amount earned in other employment. If away from home shall, on production of receipts, be reimbursed for reasonable expenses incurred in connection with the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. An employee having six months (a) No discrimination will made in the . employment, retention or more seniority will not be disciplined conditions of employment of employees because of membership or discharged until has had a fair and impartial investigation. Investigations will be held as quickly as possible. in labour When a discipline assessment will be only a reprimand, warning, warning or caution, or the like, a "hearing" or "“investigation" ” is not necessary. In such cases, when the matter is Is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisorsupervisor or union representative, 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. An employee, who has completed a probationary period of sixty working days will not be disciplined or without an investigation. Investigations in connection with alleged irregularities will be held as quickly as An employee may be held out of service with pay pending for investigation exceeding three working days). an employee is not held out of service, the complete investigation and notice provided to the Local Chairpersonwill, if practicable, be held during his/her regular working hours. will be given at least one day's ’s notice of the investigation and notified of the charges against HoweverThis shall not be construed to mean that a proper officer of the railway, an officer who may be on the grounds ground when the cause for investigation occurs may hold occurs, shall be prevented from making an immediate investigation. An employee may, if so desires, have the assistance of a one or two fellow employee an accredited representative employees, or the Local Chairman or committee person of the Union Brotherhood, at the investigation. The employee or Union representative being investigated shall be given 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 employee's date the statement and on request copies of all evidence takenis 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 dismissible dismissable offence. The decision will be rendered as early as possible, but not later than calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust unjust, an appeal may be made in writing within fourteen calendar days in accordance with the grievance procedure under Article Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should The hearing on appeal shall be submitted directly to Step of the grievance proceduregranted and a decision rendered as quickly as possible. On request, the Assistant General Chairman and or designate National Representative shall be shown all evidence of record in the case. Should an employee be exonerated, tie exonerated he/she shall be paid at schedule rates their regular rate of pay for any time lost, if any lost (one day for each twenty-four hours), less any amount earned in other employment. If away from home home, employees shall, on the production of receipts, be reimbursed for reasonable expenses incurred in connection with for travelling to and from the investigation. When discipline is recorded against Any complaint raised by an employee concerning the interpretation, application or alleged violation 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: Step Within twenty-eight calendar days from cause of grievance the employee the Local Chairman may present the grievance either orally or in writing to the immediate supervisor who will be advisedgive a decision as soon as possible but in any case within twenty-eight calendar days of receipt of grievance.

Discipline and Grievances. An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations (a) No discrimination will be held as quickly as possible. made in the employment, retention or conditions of employment of employees because of membership or non-mem- bership in labour When a discipline assessment will be only a reprimand, warning, warning or caution, or the like, a "hearing" “hear- ing” 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 a fellow employee, other supervisorsupervisor or union rep- resentative, or Union representative shall not be in attendance. This provision provi- sion will not operate to extend the one year period for the clearing of previous demerit marks. Interaction Interac- tion management discussion forms will not be placed on employee files. An employee, who has completed a proba- tionary period of sixty working days will not be disciplined or discharged without an investigation. in connection with alleged ir- regularities will be held as quickly as possible. An employee may be held out of service with pay pending for investigation (not exceeding three working days). When an em- ployee is not held out of service, the complete investigation and notice provided to the Local Chairpersonwill, if practicable, be held during his/her regular working hours. will be given at least one day's ’s notice of the investigation and notified of the charges against Howeverhim/her. This shall not be construed to mean that a proper officer of the railway, an officer who may be on the grounds ground when the cause for investigation occurs may hold investiga- tion occurs, shall be prevented from making an immediate im- mediate investigation. An employee may, if he/she so desires, have the assistance of a one or two fellow employee an accredited representative employees, or the Local Chairman or committee person of the Union Brotherhood, at the investigationinves- tigation. The employee or Union representative being investigated shall be given furnished with a copy of the employee's statement and on request copies of all evidence taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offencehis/her own statement. The decision will be rendered as early quickly as possible, possible but in any event not later than calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, ex- cept in the case of a dismissable offence. If the decision is considered unjust unjust, an appeal may be made in writing within fourteen calendar days in accordance with the grievance procedure under Article Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should The hearing on appeal shall be submitted directly to Step of the grievance proceduregranted and a decision rendered as quickly as possible. On request, the Assistant General Chairman and or designate National Representative shall be shown all evidence of record in the case. Should an employee be exonerated, exonerated he/she shall be paid at schedule rates his/her regular rate of pay for any time lost, if any lost (one day for each twenty-four hours), less any amount earned in other employmentemploy- ment. If away from home he/she shall, on production of receipts, be reimbursed for reasonable expenses incurred in connection with for travelling to and from the investigation. When discipline is recorded against Any complaint raised by, an employee con- cerning the interpretation, application or alleged vio- lation of this Agreement shall. be dealt with in the following manner; this shall also apply to an em- ployee who believes that he/she has been unjustly dealt with: Step Within fourteen calendar days from cause of grievance the employee and/or the Local Chairman may present the grievance either orally or in writing to the immediate supervisor who will be advisedgive a decision as soon as possible but in any case within fourteen calendar days of receipt of grievance.

Discipline and Grievances. (a) An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations will be held as quickly as possible. When a discipline assessment will be only a reprimand, warning, 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 supervisorsupervisor or union representative, 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. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. will be given at least one day's notice of the investigation and notified of the charges against However, an officer who may be on the grounds when the cause for investigation occurs may hold an immediate investigation. An employee may, if so desires, have the assistance of a fellow employee an accredited representative of the Union union at the investigation. The employee or Union union representative shall be given a copy of the employee's statement and on request copies of all evidence taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible dismissable offence. The decision will be rendered as early as possible, possible but not later than (28) calendar days from the date the statement is taken from the employee being investigated. 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 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 of the grievance procedure. On request, the Assistant General Chairman and or designate shall be shown all evidence of record in the case. Should an employee be exonerated, shall be paid at schedule rates for time lost, if any (one day (Id)ay for each (24) hours), less any amount earned in other employment. If away from home shall, on production of receipts, be reimbursed for reasonable expenses incurred in connection with the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations (a) No discrimination will be held as quickly as possible. made in the employment, retention or conditions of employment of employees because of membership or non-membership in labour When a discipline assessment will be only a reprimand, warning, 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 a fellow employee, other supervisorsupervisor or union representative, 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. Investigations in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will, if practicable, be held during his/her regular working hours. He/she will be given at least one day's notice of the investigation and notified of the charges against Howeverhim/her. This shall not be construed to mean that a proper officer of the railway, an officer who may be on the grounds ground when the cause for investigation occurs may hold occurs, shall be prevented from making an immediate investigation. An employee may, if so he/she desires, have the assistance of a one or two fellow employee an accredited representative employees, or the Local Chairman or committee person of the Union Brotherhood, at the investigation. The employee or Union representative being investigated shall be given 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 employee's date the statement and on request copies of all evidence takentaken 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 dismissible offence. The decision will be rendered as early as possible, but not later than calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust unjust, an appeal may be made in writing within fourteen calendar days in accordance with the grievance procedure under Article Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should The hearing on appeal shall be submitted directly to Step of the grievance proceduregranted and a decision rendered as quickly as possible. On request, the Assistant General Chairman and or designate National Representative shall be shown all evidence of record in the case. Should an employee be exonerated, exonerated he/she shall be paid at schedule rates their regular rate of pay for any time lost, if any lost (one day for each twenty-four hours), less any amount earned in other employment. If away from home home, employees shall, on the production of receipts, be reimbursed for reasonable expenses incurred in connection with for travelling to and from the investigation. When discipline is recorded against Any complaint raised by an employee will concerning the interpretation, application or alleged violation of this Agreement shall be advised.dealt with in the following manner; this shall also apply to an employee who believes that he/she has been unjustly dealt with:

Discipline and Grievances. An No discrimination will be made in the employment, retention, or conditions of employment of employees because of membership or in labour organizations. No employee having six months shall be disciplined, discharged, or more seniority will not be disciplined or discharged have their employment terminated for any reason until has had a fair and impartial investigationinvestigation and responsibility established. Investigations in connection with alleged irregularities will be held as quickly as possible. 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. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will be held if practicable during regular working hours. will be given at least one (1) day's notice of the investigation and notified of the charges against HoweverThis shall not be construed to mean that a proper officer of the Railway, an officer who may be on the grounds premises when the cause for investigation occurs may hold occurs, shall be prevented from making an immediate investigation. An employee maywill not be required to make statements on matters affecting the Agreement, if so desiresCompany working rules, have policies, procedures, or compensation without the assistance of a fellow employee an accredited representative of the Union at the investigationLocal Chairperson or authorized committee person present. The employee or and the Local Union representative shall will be given furnished with a copy of the employee's statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement and on request copies of all evidence takenis 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 dismissible offence. The decision Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be rendered as early as possible, but not later than calendar days from the date the statement is taken from the employee being investigatednotified in writing. If the decision is considered unjust unjust, an appeal may be made in writing within fourteen (14) calendar days in accordance with of the grievance procedure under Article advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's office. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should The hearing on appeal shall be submitted directly to Step of the grievance proceduregranted and a decision rendered as quickly as possible. On request, the Assistant General Chairman and or designate Local Chairperson shall be shown all evidence of record in the case. Should an employee be exonerated, shall be paid at schedule rates their regular rate of pay for any time lost, if any one (one 1) day for each (24) hours), less any amount earned in other employment. If away from home home, employees shall, on the production of receipts, be reimbursed for reasonable expenses incurred in connection with for travelling to and from the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. (a) An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations will Investigationswill be held as quickly as possible. When a discipline assessment will be only a reprimand, warning, 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 supervisorsupervisor or union representative, 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. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. will be given at least one day's notice of the investigation and notified of the charges against However, an officer who may be on the grounds when the cause for investigation occurs may hold an immediate investigation. An employee may, if so desires, have the assistance of a fellow employee an accredited representative of the Union union at the investigation. The employee or Union union representative shall be given a copy of the employee's statement and on request copies of all evidence taken. 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 than, twenty-eight (28) calendar days from the date the statement is taken from the employee being investigated. 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 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 of the grievance procedure. On request, the Assistant General Chairman and or designate shall be shown all evidence of record in the case. Should an employee be exonerated, shall be paid at schedule rates for time lost, if any (one day for each twenty-four (24) hours), less any amount earned in other employment. If away from home shall, on production of receipts, be reimbursed for reasonable expenses incurred in connection with the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations (a) No discrimination will be held as quickly as possible. made in the employment, retention or conditions of employment of employees because of membership or non-mem- bership in labour When a discipline assessment will be only a reprimand, warning, warning or caution, or the like, a "hearing" “hear- ing” 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 a fellow employee, other supervisorsupervisor or union rep- resentative, or Union representative shall not be in attendance. This provision provi- sion will not operate to extend the one year period for the clearing of previous demerit marks. Interaction Interac- tion management discussion forms will not be placed on employee files. An employee, who has completed a proba- tionary period of sixty working days will not be disciplined or discharged without an investigation. Investigations in connection with alleged ir- regularities will be held as quickly as possible. An employee may be held out of service with pay pending for investigation (not exceeding three working days). When an em- ployee is not held out of service, the complete investigation and notice provided to the Local Chairpersonwill, if practicable, be held during his/her regular working hours. He/she will be given at least one day's ’s notice of the investigation and notified of the charges against Howeverhim/her. This shall not be construed to mean that a proper officer of the railway, an officer who may be on the grounds ground when the cause for investigation occurs may hold investiga- tion occurs, shall be prevented from making an immediate im- mediate investigation. An employee may, if he/she so desires, have the assistance of a one or two fellow employee an accredited representative employees, or the Local Chairman or committee person of the Union Brotherhood, at the investigationinves- tigation. The employee or Union representative being investigated shall be given furnished with a copy of the employee's statement and on request copies of all evidence taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offencehis/her own statement. The decision will be rendered as early quickly as possible, possible but in any event not later than calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, ex- cept in the case of a dismissable offence. If the decision is considered unjust unjust, an appeal may be made in writing within fourteen calendar days in accordance with the grievance procedure under Article Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should The hearing on appeal shall be submitted directly to Step of the grievance proceduregranted and a decision rendered as quickly as possible. On request, the Assistant General Chairman and or designate National Representative shall be shown all evidence of record in the case. Should an employee be exonerated, exonerated he/she shall be paid at schedule rates his/her regular rate of pay for any time lost, if any lost (one day for each twenty-four hours), less any amount earned in other employmentemploy- ment. If away from home he/she shall, on production of receipts, be reimbursed for reasonable expenses incurred in connection with for travelling to and from the investigation. When discipline is recorded against Any complaint raised by an employee con- cerning the interpretation, application or alleged vio- lation of this Agreement shall be dealt with in the following manner; this shall also apply to an em- ployee who believes that he/she has been unjustly dealt with: Step I Within fourteen calendar days from cause of grievance the employee and/or the Local Chairman may present the grievance either orally or in writing to the immediate supervisor who will be advisedgive a decision as soon as possible but in any case within fourteen calendar days of receipt of grievance.

Discipline and Grievances. An employee having six months or more seniority will not be disciplined or discharged until has had a fair and impartial investigation. Investigations (a) No discrimination will be held as quickly as possible. made in the employment, retention or conditions of employment of employees because of membership or non-membership in labour When a discipline assessment will be only a reprimand, warning, 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 a fellow employee, other supervisorsupervisor or union representative, 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. Investigations in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will, if practicable, be held during his/her regular working hours. He/she will be given at least one dayxxx's notice of the investigation and notified of the charges against Howeverhim/her. This shall not be construed to mean that a proper officer of the railway, an officer who may be on the grounds ground when the cause for investigation occurs may hold occurs, shall be prevented from making an immediate investigation. An employee may, if so he/she desires, have the assistance of a one or two fellow employee an accredited representative employees, or the Local Chairman or committee person of the Union Brotherhood, at the investigation. The employee or Union representative being investigated shall be given 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 employee's date the statement and on request copies of all evidence takentaken 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 dismissible offence. The decision will be rendered as early as possible, but not later than calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust unjust, an appeal may be made in writing within fourteen calendar days in accordance with the grievance procedure under Article Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. Appeals with respect to dismissal or suspension should The hearing on appeal shall be submitted directly to Step of the grievance proceduregranted and a decision rendered as quickly as possible. On request, the Assistant General Chairman and or designate National Representative shall be shown all evidence of record in the case. Should an employee be exonerated, exonerated he/she shall be paid at schedule rates their regular rate of pay for any time lost, if any lost (one day for each twenty-four hours), less any amount earned in other employment. If away from home home, employees shall, on the production of receipts, be reimbursed for reasonable expenses incurred in connection with for travelling to and from the investigation. When discipline is recorded against Any complaint raised by an employee will concerning the interpretation, application or alleged violation of this Agreement shall be advised.dealt with in the following manner; this shall also apply to an employee who believes that he/she has been unjustly dealt with: