DISCIPLINE CASES. A panel of at least 8 but no more than 10 qualified arbitrators per district will be selected by the parties. Arbitrators on this panel must be a member of the American Arbitration Association (hereinafter “AAA”) and act in accordance with their rules. Each arbitrator will serve until the termination of this Agreement unless his/her services are terminated earlier by written notice from joint letter from the parties. The arbitrator will conclude his/her services by settling any grievance previously heard. A successor arbitrator will be selected by the parties from the AAA membership. Arbitrators will be assigned cases in rotating order designated by the parties.
DISCIPLINE CASES. 12.1 When the employer intends to meet with an employee for disciplinary purposes, the Supervisor shall notify the employee and the union in advance of the purpose of the meeting in order that the employee may contact a Union Official who may be present at the meeting.
12.2 Should it be found, upon investigation, that any employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in their former position, without loss of seniority rating, and shall be compensated for all lost time and earnings. It is understood that this article is not intended to restrict an arbitrator's ability to determine an appropriate remedy at arbitration.
DISCIPLINE CASES. 13.01 a) The Employer may take disciplinary action against an employee within ten (10) working days of the incident giving rise to the discipline. The Employee and the Union shall then be promptly notified in writing of the disciplinary action. Any disciplinary action may be the subject of a grievance.
DISCIPLINE CASES. 11.01 Where a record of verbal warning or a written warning is placed in the employee’s file, the employee will be given two (2) copies with the explanation that one (1) copy is to go to the Union if the employee so desires. The Company will give the Union a copy of any suspension or discharge notice as soon as possible after it has been given to the employee. Upon receipt of said copies the employee must sign the original copy on their file to indicate that they did in fact receive the copies but not to admit guilt or to agree with the action taken by the Company. Any unjust action may be the subject of a grievance in the case of an employee who has attained seniority. When the Company advises a seniority employee of a suspension or discharge, a Union Xxxxxxx shall be present at the meeting. The absence of a Xxxxxxx, because of unavailability, shall not prevent the Company from suspending an employee pending investigation. When an employee is suspended pending investigation, the Company will make all reasonable efforts to complete its investigation within five (5) working days, or as soon as possible.
11.02 In the event of an employee, who has attained seniority, being suspended or discharged from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance commencing at Step 2 or the grievance procedure. The employment of a probationary employee may be terminated at the discretion of the Company provided it is not contrary to the Ontario Human Rights Code and such termination shall not be subjected to the Grievance Procedure.
11.03 A claim by an employee who has attained seniority, that she has been unjustly suspended or discharged from her employment shall be treated as a grievance if a written statement of such grievance signed by the employee or a union representative, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspension. All preliminary steps of the Grievance Procedure prior to Step No. 2 will be omitted in such case.
11.04 Such special grievance may be settled by confirming the Company's action in dismissing or suspending the employee, or by reinstating the employee in her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the mutually agreed to sole arbitrator, as the case may be.
11.05 All disciplinary recor...
DISCIPLINE CASES. 12.1 When the employer intends to meet with an employee for disciplinary purposes, the Supervisor shall notify the employee and the union in advance of the purpose of the meeting. Where a Union Official attends the meeting with the agreement of the employee, a copy of any disciplinary letter or letter of expectation will be forwarded to the union.
12.2 Should it be found, upon investigation, that any employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in their former position, without loss of seniority rating, and shall be compensated for all lost time and earnings. It is understood that this article is not intended to restrict an arbitrator's ability to determine an appropriate remedy at arbitration.
DISCIPLINE CASES. 12.1 When a supervisor intends to meet with an employee for disciplinary purposes, the Supervisor shall notify the employee and the union in advance of the purpose of the meeting.
12.2 Should it be found, upon investigation, that any employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in their former position, without loss of seniority rating, and shall be compensated for all lost time and earnings. It is understood that this article is not intended to restrict an arbitrator's ability to determine an appropriate remedy at arbitration.
DISCIPLINE CASES. 13.01 In all cases of discipline, the discipline must be imposed within five (5) scheduled, attended working days after the circumstances giving rise to the discipline originated or occurred.
(a) In the event that a written warning is to be placed in an employee’s file, the employee will be given one (1) copy of the written warning and one
(1) copy will be hand delivered to the Local Executive President or his/her designate. Upon receipt of said copies, the employee must sign the original copy on their file indicating that they did in fact receive the written warning, but not to admit guilt or to agree with the action taken by the Employer. Any unjust action may be the subject of a grievance.
(b) The Employer agrees that, whenever an interview is held with an employee that becomes part of the record regarding their work or conduct, a Xxxxxxx will be present, subject to 13.01(c), except for counselling sessions. Members written notes shall be added to the file.
(c) In the event that a Xxxxxxx is not present, the condition will be brought to the attention of the employee. The employee may waive the attendance of the Xxxxxxx or request that a Xxxxxxx be called in. Should a Xxxxxxx be called in, the meeting shall be postponed for one (1) hour to allow the Xxxxxxx to attend. In the event the employee chooses to waive his/her right to have a Xxxxxxx present, the Xxxxxxx must be in attendance and be asked to leave by the employee.
(d) If the meeting is held without the Xxxxxxx, and subject to 13.01(c) above, any conclusions, verbal or written, will be null and void.
(a) The Employer shall notify the President of the Local Union, or in his/her absence, any Xxxxxxx, with respect to the suspension or discharge of any employee.
(b) A claim by an employee who has completed his/her probationary period that they have been unjustly suspended or discharged, shall be treated as a grievance if a written statement of such grievance is lodged by the employee with the Employer, within five (5) working days after written notice of such suspension or discharge has been given to the employee. Such grievance will be commenced at Step No. 3 of the Grievance Procedure.
DISCIPLINE CASES. 12.1 When the Employer intends to meet with an Employee for disciplinary purposes, the Supervisor shall notify the Employee and the Union in advance of the purpose of the meeting. A copy of any disciplinary letter or letter of expectation will be forwarded to the Union.
12.2 Should it be found, upon investigation, that any Employee has been unjustly suspended or discharged, such Employee shall be immediately reinstated in their former position, without loss of seniority rating, and shall be compensated for all lost time and earnings. It is understood that this article is not intended to restrict an arbitrator's ability to determine an appropriate remedy at arbitration.
12.3 An Employee has the right to add a rebuttal to their personnel file with a copy to their immediate supervisor.
(a) Upon written request of the Employee to the Superintendent responsible for Human Resources, documents contained in the Employee’s personnel file which are disciplinary in nature and all supporting documents shall be removed from the file three (3) years after their date of issue, unless further similar disciplinary action has occurred in that period. Notwithstanding the foregoing, disciplinary materials referring to matters that have resulted in a suspension; related to harassment; violence or inappropriate interaction with students will remain in the Employee’s file.
(b) Letters of Expectation are non-disciplinary. The purpose of a Letter of Expectation is to provide information and direction on practice, protocol or procedure.
DISCIPLINE CASES. A panel of at least 10 qualified arbitrators will be mutually selected by the parties. The arbitrators must be a member of the American Arbitration Association (AAA) and will follow the rules of AAA unless mutually agreed by all parties. Each arbitrator will serve until the termination of this Agreement unless his/her services are terminated earlier by mutual agreement of the parties. The arbitrator will be notified of his/her termination by a joint letter from the parties. The arbitrator will conclude his/her services by settling any grievance previously heard. A successor arbitrator will be mutually selected by the parties. Arbitrators will be assigned cases in rotating order designated by the parties.
DISCIPLINE CASES. 12.01 a) A copy of any written warning shall be placed in the employee's file and the employee will be given one (1) copy and one (1) copy will be mailed to the Local Union Office. Upon receipt of said copies of warnings, the employee must sign the original copy indicating reception of the written warning, but not to admit guilt or to agree with the action taken by the Employer. Any such action may be the subject of a grievance.
