DISCIPLINE AND PERSONNEL FILES. 12.01 Should the Board deem it necessary to censure an Employee, including any discipline, suspension or discharge, the Board shall provide written particulars of such censure to the Employee involved, with a copy to the President of the Bargaining Unit.
DISCIPLINE AND PERSONNEL FILES. 9.01 (a) In the event that a written report is given to an employee regarding conduct and/or work performance, a copy of the report shall go to the employee's personnel file, and to the employee, and to the Union President (excluding performance appraisals). The employee may make a written reply to the report, and the reply shall become a part of the employee's personnel file. No written reports shall be placed in an employee’s personnel file without the employee receiving a copy of same.
DISCIPLINE AND PERSONNEL FILES. 17.01 No Employee shall be disciplined except for just and sufficient cause. Disputes over what constitutes just and sufficient cause shall be resolved through the grievance and arbitration procedure contained in the Collective Agreement.
17.02 An Employee shall have the right of Union representation during any meeting for disciplinary purposes with the Employer, including any meeting to investigate an incident for possible disciplinary action. The Employer shall give advance notice in writing to the Employee (with a copy to the President of the Union Local or designate) of the nature of the meeting, shall advise the Employee of the right to Union representation, and shall provide a reasonable period of time (at least two (2) days), for the Employee to acquire such representation. The Employee and, or, Union Representative (if present) shall be given an opportunity to be heard at such meeting.
17.03 The above does not preclude an Employee from requesting Union representation at any meeting called by the Employer. During any such meeting, either party may terminate it where it appears the meeting must change to an investigation for disciplinary purposes. In this case, notice shall be provided in accordance with Article 17.02. Failure to terminate a meeting under this Article shall not be subject, first, to Article 19-Grievance Procedure or Article 20 -Arbitration; and second, shall have no impact on the outcome of a subsequent disciplinary investigation.
17.04 The value of progressive discipline, with the aim of being corrective in application, is recognized by all parties. Disciplinary action may include, but is not limited to:
17.05 All documents with respect to the discipline of an Employee will be provided to the Employee and copied to the Union Local within three (3) days. At that time a copy, subject to the grievance and arbitration process, shall be placed in the Employee’s Personnel File. Confidential copies shall only be distributed as required for administrative purposes related to employment. In such cases the Employee and the Local President, or designate, shall also receive a copy indicating the distribution list.
DISCIPLINE AND PERSONNEL FILES. 17.01 No employee shall be disciplined except for just cause. Disputes over what constitutes just cause shall be resolved through the grievance and arbitration procedure contained in the Collective Agreement.
17.02 An employee shall have the right of Union representation during any disciplinary meeting with the Employer. The Employer shall give advance notice to the employee of the nature of the meeting, shall advise the employee of his or her right to Union representation, and shall provide a reasonable period of time for the employee to acquire such representation. The employee shall be given an opportunity to be heard at such meeting.
17.03 The above does not preclude an employee from requesting Union representation at any meeting called by the Employer.
17.04 The value of progressive discipline, with the aim of being corrective in application, is recognized by both parties.
17.05 All documents with respect to the discipline of an employee will be provided to the employee and copied to the Union within two (2) working days.
17.06 An employee, together with his or her Union representative, shall have access to their personnel file during regular working hours and upon reasonable notice, (normally 24 hours), twice a year and/or during the grievance and arbitration process. The employee or the Union will be provided with a copy of the file upon request.
17.07 Employees shall acknowledge receiving an evaluation or disciplinary report by signing the copy to be filed. Such acknowledgment does not signify agreement with the content of the evaluation or disciplinary report. The employee may attach comments to the report.
17.08 Records of discipline shall be removed from an employee's file after a period of twelve
DISCIPLINE AND PERSONNEL FILES. The Prosecuting Attorney and the Association expressly acknowledge and recog- nize the unique status of deputies as lawyers and officers of the court. As such, depu- ties shall be and remain members in good standing of the Washington State Bar Associ- ation and shall otherwise at all times comport themselves in conformity with their oath- based obligations and responsibilities, including those imposed by the rules of profes- sional conduct.
DISCIPLINE AND PERSONNEL FILES. 9.1 The Employer reserves the right to discipline, suspend, or discharge Employees for just cause.
9.2 An Employee shall have the right to have a Xxxxxxx present at a meeting called by the Employer for disciplinary purposes. Where circumstances require immediate imposition of discipline and a Xxxxxxx is not readily available every reasonable effort shall be made to have the President, or designate, of the Local present. If the Employee has requested representation and neither the Xxxxxxx, nor the President is immediately available, then the Employer shall advise the Union as soon thereafter as possible of the discipline imposed.
9.3 An Employee shall be notified in writing of any disciplinary action. Unless specifically directed otherwise by the Employee, the Employer shall notify the Union of the action taken within 48 hours of such decision unless otherwise directed by Section 27, subsection (k) of the Freedom of Information and Protection of Privacy Act (Nova Scotia).
9.4 Whenever the Employer deems it necessary to discipline an Employee, in a manner indicating that dismissal may follow any further infraction, the Employer shall, within five (5) days thereafter, give written particulars of such incident to the Employee, with notice to the Union, unless otherwise directed by Section 27, subsection (k) of the Freedom of Information and Protection of Privacy Act (Nova Scotia).
9.5 Where it is determined, through the grievance process that an Employee has been unjustly disciplined, suspended or discharged, the Employer shall forthwith compensate the Employee for any amounts as agreed between the parties or as determined by arbitration, including where appropriate, reinstatement. If the grievance is sustained in full, all records held by the employer dealing with such discipline, suspension or discharge shall be removed from the personnel file and destroyed immediately upon receipt of the final decision.
9.6 Records of any discipline shall be removed from the Employee's file if, within the subsequent thirty (30) months of actual work, there have been no further incidents of the same or of a similar nature. When a record of discipline has been on an Employee’s file for more than twelve (12) months, the Employee may request the record to be removed from the Employee’s file and the Employer may agree or not agree to such request.
9.7 Employees' personnel files shall be considered confidential and not accessible to unauthorized Employees.
(a) Personal files main...
DISCIPLINE AND PERSONNEL FILES. (a) In the event that a written report is given to an employee regarding conduct and/or work performance, a copy of the report shall go to the employee’s personnel file, and to the employee, and to the Union President. The employee may make a written reply to the report, and the reply shall become a part of the employee’s personnel file. An employee shall have the right to reasonable access to review the employee’s personnel file in the presence of the Superintendent or designate and to respond in writing to any document contained therein, such reply to become a part of the personnel file. Arrangements may be made through the Superintendent or designate for the employee to be accompanied by a Union Official. The Board agrees that it will not use past suspensions, disciplinary actions, letters of reprimand and adverse report against any employee for current infractions provided that such suspensions, disciplinary actions, letters of reprimand and adverse reports have occurred more than two years from the current infractions and provided that the said employee has an unblemished record for the two years immediately prior to the date of the current infraction. If a formal meeting is called to mete out discipline and the employee is invited, the employee shall have the right to be accompanied by a representative should the employee so choose. Where a supervisor intends to meet with an employee for purposes that may result in disciplinary action, the supervisor shall notify the employee in advance of the meeting of his/her right to Union representation. Regardless of whether or not an employee decides to have a representative from the Union present at meetings requested by Board supervisors, no employee shall be requested to sign a statement of facts pertaining to their own situation without a Union Xxxxxxx present. This does not include confirming receipt of a discipline letter.
DISCIPLINE AND PERSONNEL FILES. 21.01 JUST CAUSE No employee shall be disciplined without just cause.
DISCIPLINE AND PERSONNEL FILES. 31 ARTICLE 16 BUS DRIVERS. 34 ARTICLE 17 ALCOHOL/DRUG TESTING. 35 ARTICLE 18 INSURANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 ARTICLE 19 MANAGEMENT RIGHTS 38 ARTICLE 20 ASSOCIATION RIGHTS 38 ARTICLE 21 MISCELLANEOUS CONDITIONS 40 ARTICLE 22 SUMMER WORK AND UNIT MEMBER SUBSTITUTING. 43
DISCIPLINE AND PERSONNEL FILES. 32.01 No Employee shall be disciplined or dismissed except for just cause. Disputes over what constitutes just cause shall be resolved through the grievance and arbitration procedure contained in the Collective Agreement.
32.02 The value of progressive discipline, with the aim of being corrective in application, is recognized by both parties. Progressive discipline means that verbal and written warnings shall normally precede more severe disciplinary actions such as suspensions or termination.
32.03 Before beginning any investigation into a possible disciplinary infraction by an Employee, the Employer will inform the Employee of the intention to conduct such investigation and the grounds for doing so, unless there is reasonable cause to withhold this information from the Employee.
32.04 Before any disciplinary action is taken, the Employer shall give the Employee an opportunity to present the Employee’s version of the facts to the Employer, with a representative of the Union present, if the Employee so wishes.
