Common use of DISCIPLINE AND Clause in Contracts

DISCIPLINE AND. Employees covered by this Agreement will not be disciplined or discharged except for just cause. Such discipline or discharge will apply after the charges against them have been investigated and substantiated. If an employee under investigation and subject to discipline is required to submit a written report, he will be allowed up to (24) hours to submit the report. Potential charges shall be laid or notice of investigation against an employee shall be made within thirty (30) days of the knowledge of the alleged incident or of the discovery of any infraction which may result in charges. An employee's Section Head shall investigate incidents at a meeting at which the employee concerned is entitled to be present and to be represented by no more than two (2) Union Representatives. The employee concerned shall be given at least (24) hours' advance notice of the purpose of the meeting and of his entitlement to Union representation. An employee's Section Head may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Director or his delegate. A charged employee may be held out of service by his Section Head for a period not to exceed three (3) days, pending investigation by the Director or his delegate and the officer ordering the holding out of service must immediately advise the employee in writing of the charge or charges against him. Xxxxxxx referred to the Director or his delegate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than (2) Union Representatives. Once the Director or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) days the employee of the anticipated date of the hearing of the charges. The Director or his delegate shall decide whether a charge referred to him is substantiated, and, if so, the discipline to be imposed, or whether the charged employee is exonerated. In the event his decision involves suspension or dismissal, he shall, within three (3) days of the hearing, notify the charged employee and his Local Chairperson, in writing, of the decision. An employee who is exonerated of all charges against him shall be paid for time lost while being held out of service and shall be reinstated in his former position without loss of seniority. An employee's service record shall be cleared of all disciplinary actions notes, letters and correspondence after eighteen (18) months of the most recent disciplinary action. Employees covered by this Agreement shall not be subject to discipline or discharge for failing to cross any picket line where there is danger of bodily harm. The Corporation agrees that past disciplinary information of which the employee was not aware has no value, and therefore, shall not be introduced as evidence in the disciplinary investigation, nor in the Grievance Procedure including arbitration.

DISCIPLINE AND. Employees covered by this Agreement will not be disciplined or discharged except for just cause. Such discipline or discharge will apply after the charges against them have been investigated and substantiated. If an employee under investigation and subject to discipline is required to submit a written report, he will be allowed up to (24) hours to submit the report. Potential charges shall be laid or notice of investigation against an employee shall be made within thirty (30) days of the knowledge of the alleged incident or of the discovery of any infraction which may result in charges. An employee's Section Head shall investigate incidents at a meeting at which the employee concerned is entitled to be present and to be represented by no more than two (2) Union Representatives. The employee concerned shall be given at least (24) hours' advance notice of the purpose of the meeting and of his entitlement to Union representation. An employee's Section Head may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Director or his delegate. A charged employee may be held out of service by his Section Head for a period not to exceed three (3) days, pending investigation by the Director or his delegate and the officer ordering the holding out of service must immediately advise the employee in writing of the charge or charges against him. Xxxxxxx Charges referred to the Director or his delegate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than (2) Union Representatives. Once the Director or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) days the employee of the anticipated date of the hearing of the charges. The Director or his delegate shall decide whether a charge referred to him is substantiated, and, if so, the discipline to be imposed, or whether the charged employee is exonerated. In the event his decision involves suspension or dismissal, he shall, within three (3) days of the hearing, notify the charged employee and his Local Chairperson, in writing, of the decision. An employee who is exonerated of all charges against him shall be paid for time lost while being held out of service and shall be reinstated in his former position without loss of seniority. An employee's service record shall be cleared of all disciplinary actions notes, letters and correspondence after eighteen (18) months of the most recent disciplinary action. Employees covered by this Agreement shall not be subject to discipline or discharge for failing to cross any picket line where there is danger of bodily harm. The Corporation agrees that past disciplinary information of which the employee was not aware has no value, and therefore, shall not be introduced as evidence in the disciplinary investigation, nor in the Grievance Procedure including arbitration.

DISCIPLINE AND. Employees covered by this Agreement will not be disciplined or discharged except for just cause. Such discipline or discharge will apply after the charges against them have been investigated and substantiated. If an employee under investigation and subject to discipline is required to submit a written report, he will be allowed up to (24) hours to submit the report. Potential charges shall be laid or notice of investigation against an employee shall be made within thirty (30) days of the knowledge of the alleged incident or of the discovery of any infraction which may result in charges. An employee's Section Head shall investigate incidents at a meeting at which the employee concerned is entitled to be present and to be represented by no more than two (2) Union Representativesrepresentatives. The employee concerned shall be given at least (24) hours' advance notice of the purpose of the meeting and of his entitlement to Union representation. An employee's Section Head may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Director Regional Vice-president or his delegate. A charged employee may be held out of service by his Section Head for a period not to exceed three (3) days, pending investigation by the Director Regional Vice-president or his delegate and the officer ordering the holding out of service must immediately advise the employee in writing of the charge or charges against him. Xxxxxxx Charges referred to the Director Regional Vice-president or his delegate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than two (2) Union Representativesrepresentatives. Once the Director Vice-president or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) days the employee of the anticipated date of the hearing of the charges. The Director Regional Vice-president or his delegate shall decide whether a charge referred to him is substantiated, and, if so, the discipline to be imposed, or whether the charged employee is exonerated. In the event his decision involves suspension or dismissal, he shall, within three (3) days of the hearing, notify the charged employee and his Local Chairperson, in writing, of the decision. An employee who is exonerated of all charges against him shall be paid for time lost while being held out of service and shall be reinstated in his former position without loss of seniority. An employee's service record shall be cleared deemed to be clear, if no discipline involving loss of all disciplinary actions notespay has been imposed and if no other discipline has been imposed within twelve (12) previous months, letters and correspondence after eighteen and, in any case, the Corporation may grant an application from an employee with a clear service record for the previous twenty-four (1824) months of the most recent disciplinary actionto have his service record deemed to be clear. Employees covered by this Agreement shall not be subject to discipline or discharge for failing to cross any picket line where there is danger of bodily harm. The Corporation agrees that past disciplinary information of which the employee was not aware has no value, and therefore, shall not be introduced as evidence in the disciplinary investigation, nor in the Grievance Procedure including arbitration.. Representation Rights At any administrative inquiry, hearing or investigation conducted by a Board named by the Corporation into an operating irregularity as defined under this article', where the actions of an Employee may have had a bearing on the events or circumstances leading thereto, and the Employee is required to appear at the administrative inquiry, hearing or investigation being conducted into such irregularity, he or she may be accompanied by a Union representative of his or her choice. The unavailability of the Union Representative of choice will not delay the inquiry, hearing or investigation more than twenty four

DISCIPLINE AND. Employees covered by this Agreement will not be disciplined or discharged except for just cause. Such discipline or discharge will apply after until the charges against them have been investigated and or substantiated. If an employee under investigation and subject to discipline is required to submit a written report, he will be allowed up to twenty-four (24) hours to submit the report. Potential charges shall be laid or notice of investigation against an employee shall be made within thirty (30) days of the knowledge of the alleged incident or of the discovery of any infraction which may result in charges. An employee's Section Head shall Manager may investigate incidents at a meeting at which the employee concerned is entitled to be present and to be represented by no more than two (2) Union Representativesrepresentatives. The employee concerned shall be given at least three (243) hours' advance days notice in writing of the purpose of the meeting and of his entitlement to Union representationmeeting. An employee's Section Head Manager may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Director or Regional Vice-president or, in his delegateabsence, his designate. Unless a meeting, as outlined in Article has already been held, an employee may elect for such a meeting before a written reprimand is placed on his service record. A charged employee may be held out of service by his Section Head Manager for a period not to exceed three (3) days, pending investigation by the Director or Regional Vice-president or, in his delegate absence, his designate and the officer ordering the holding out of service must immediately advise the employee in writing of the charge or charges against him. Xxxxxxx Charges referred to the Director Regional Vice-president, or in his delegateabsence, his designate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than two (2) Union Representativesrepresentatives. Once the Director Vice-president or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) days the employee of the anticipated date of the hearing of the charges. The Director Regional Vice-president or his delegate designate shall decide whether a charge referred to him is substantiated, and, if so, the discipline to be imposed, or whether the charged employee is exonerated. In the event event, his decision involves suspension or dismissaldisciplinary measures, he shall, within three five (35) days of the hearing, notify the charged employee and his where the employee has chosen to be represented, the Local ChairpersonChairman and President, in writing, of the decisiondecision and of the employee's right to appeal. An employee who is exonerated of all charges against him shall be paid for time lost while being held out of service and shall be reinstated in his former position without loss of seniority. An employee's service record shall be cleared of all disciplinary actions actions, notes, letters and correspondence after eighteen (18) months of the most recent disciplinary action. Employees covered by this Agreement shall not be subject to discipline or discharge for failing to cross any picket line where there is danger of bodily harm. The Corporation agrees that past not to introduce as evidence in a hearing relating to disciplinary information action any document, the existence of which the employee was not aware has no value, and therefore, shall not be introduced as evidence in the disciplinary investigation, nor in the Grievance Procedure including arbitrationaware.

DISCIPLINE AND. Employees covered by this Agreement will not be disciplined or discharged except for just cause. Such discipline or discharge will apply after until the charges against them have been investigated and or substantiated. If an employee under investigation and subject to discipline is required to submit a written report, he will be allowed up to twenty-four (24) hours to submit the report. Potential charges shall be laid or notice of investigation against an employee shall be made within thirty (30) days of the knowledge of the alleged incident or of the discovery of any infraction which may result in charges. An employee's Section Head shall Manager may investigate incidents at a meeting at which the employee concerned is entitled to be present and to be represented by no more than two (2) Union Representativesrepresentatives. The employee concerned shall be given at least three (243) hours' advance days notice in writing of the purpose of the meeting and of his entitlement to Union representationmeeting. An employee's Section Head Manager may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Director or Regional Vice-president or, in his delegateabsence, his designate. Unless a meeting, as outlined in Article has already been held, an employee may elect for such a meeting before a written reprimand is placed on his service record. A charged employee may be held out of service by his Section Head Manager for a period not to exceed three (3) days, pending investigation by the Director or Regional Vice-president or, in his delegate absence, his designate and the officer ordering the holding out of service must immediately advise the employee in writing of the charge or charges against him. Xxxxxxx referred to the Director Regional Vice-president, or in his delegateabsence, his designate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than two (2) Union Representativesrepresentatives. Once the Director Vice-president or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) days the employee of the anticipated date of the hearing of the charges. The Director Regional Vice-president or his delegate designate shall decide whether a charge referred to him is substantiated, and, if so, the discipline to be imposed, or whether the charged employee is exonerated. In the event event, his decision involves suspension or dismissaldisciplinary measures, he shall, within three five (35) days of the hearing, notify the charged employee and his where the employee has chosen to be represented, the Local ChairpersonChairman and President, in writing, of the decisiondecision and of the employee's right to appeal. An employee who is exonerated of all charges against him shall be paid for time lost while being held out of service and shall be reinstated in his former position without loss of seniority. An employee's service record shall be cleared of all disciplinary actions actions, notes, letters and correspondence after eighteen (18) months of the most recent disciplinary action. Employees covered by this Agreement shall not be subject to discipline or discharge for failing to cross any picket line where there is danger of bodily harm. The Corporation agrees that past not to introduce as evidence in a hearing relating to disciplinary information action any document, the existence of which the employee was not aware has no value, and therefore, shall not be introduced as evidence in the disciplinary investigation, nor in the Grievance Procedure including arbitrationaware.