Common use of DISCIPLINE CASES Clause in Contracts

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. 13.01 In all cases of An employee will be entitled to union representation at any meeting where the Employer is meting out discipline, example verbal warning, written warning, dismissal. The Employer shall notify the employee prior to the meeting that it is a discipline must meeting. A xxxxxxx shall be imposed present unless the grievor asks the xxxxxxx to leave. The Employee is entitled to the xxxxxxx of the employee’s choice except in the case of matters that require immediate attention, wherein the employee will have to choose a xxxxxxx who is readily available and without interfering with the efficiency of the Employer. The Employer will make a reasonable effort to complete a workplace investigation within five fourteen (514) scheduled, attended working calendar days after becoming aware of an incident. If a workplace investigation exceeds fourteen (14) calendar days then the circumstances giving rise Employer will inform the union Chief xxxxxxx why the investigation is taking longer. Provided the integrity of the investigation is not jeopardized, the Employer will notify the Chief Xxxxxxx and employee being investigated that an investigation is commencing as soon as reasonably practical upon the Employer becoming aware of an issue to the discipline originated or occurredbe investigated.” (a) In the event that a 13.02 Any written warning is to be placed in an the employee’s 's file, the employee will be given two (2) copies with instructions that one (1) copy is to go to the Union. On receipt 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 did, in fact fact, receive the written warning, copies but not to admit any guilt or to agree with the action taken by the Employer. Any unjust disciplinary 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) 13.03 The Employer shall notify the President Chief Xxxxxxx of the Local Union, or in his/her absence, any Xxxxxxx, Union with respect to the suspension or discharge of any employee. (b) A . Any claim by an employee who has completed his/her probationary period acquired seniority that they have been unjustly suspended or discharged, shall discharged will be treated as a grievance if a written statement of such grievance is lodged by the employee with the Employer, Administrator of the Employer within five seven (57) working calendar days after written notice of such suspension or discharge has been given to the employee. Such grievance will be commenced taken up at Step No. 3 of a special meeting between the Grievance Procedure.Union and the Administrator within seven (7) days after it is lodged and failing settlement, within ten

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 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 The Employer agrees that notations regarding counselling sessions cannot be added used after twelve (12) months to the filesupport any disciplinary action. (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 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. 13.01 12.01 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 any form of discipline is to be placed in an employee’s file, the employee will be given one (1) copy of the written warning discipline and one 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 warningdiscipline, 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(c12.01(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 Employee must be indicate this choice in attendance and be asked to leave by the employeewriting. (d) If the meeting is held without the Xxxxxxx, and subject to 13.01(c12.01(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.