Common use of DISCIPLINE CASES Clause in Contracts

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 records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.

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 meetingmeeting as an observer. 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 proceduregrievance. 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 ProcedureCompany. 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 representativeemployee, 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 arbitratorBoard of Arbitration, as the case may be. 11.05 All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.

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 meetingmeeting as an observer. 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 proceduregrievance. 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 ProcedureCompany. 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 representativeemployee, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspensiondischarge. 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 ’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 arbitratorBoard of Arbitration, as the case may be. 11.05 All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.

DISCIPLINE CASES. 11.01 Where a record of verbal warning or a written warning is placed in the employee’s '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 meetingmeeting as an observer. 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 proceduregrievance. 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 Management. 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 representativeemployee, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspensiondischarge. All preliminary steps of the Grievance Procedure grievance procedure prior to Step No. 2 will be omitted in such case. 11.04 . Article Such special grievance may be settled by confirming the Company's Managements 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 arbitratorBoard of Arbitration, as the case may be. 11.05 . All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.