DISCIPLINE & DISCHARGE OF EMPLOYEES. 18.01 The Company shall only discipline, suspend or discharge an employee for just cause. The burden of proof of just cause shall rest with the Company.
18.02 A Union representative shall be present at any step of the disciplinary procedure. Any employee(s) who is to be interviewed regarding disciplinary action shall be interviewed in the presence of a Shop Xxxxxxx.
18.03 The employee, the Shop Xxxxxxx or Unit Chairperson and the Local Union President shall receive a copy in writing of any disciplinary action taken including, but not limited to all written reprimands, or notices involving suspension or discharge within twenty-four (24) hours of the action taken.
DISCIPLINE & DISCHARGE OF EMPLOYEES. 28.01 No Employee shall be disciplined or discharged without just cause.
28.02 In the event that an employee is discharged for just and reasonable cause, the Job Xxxxxxx will be notified and provided with the reasons for the discharge.
28.03 A xxxxxxx shall have the right to consult with a staff representative of the Union and to have a representative present at any discussion with supervisory personnel, which the xxxxxxx believes might be the basis of disciplinary action against the xxxxxxx.
28.04 Any employee shall have the right to have a Job Xxxxxxx present at any meeting that the employee believes may be disciplinary in nature. The date, time and place of such meetings shall be scheduled in advance in order for the Job Xxxxxxx to be present at such meeting. It is the responsibility of the employee to contact the Job Xxxxxxx and advise them of the date and time of such meeting.
28.05 The Employer shall provide the employee and the Union with a copy of any written warning or adverse report affecting the employee. Any reply by the employee shall become part of their record. Failure to grieve previous discipline or to pursue such grievance to arbitration shall not be considered to be an admission that such discipline was justified.
28.06 An employee or the Ranking Officer of the Union or their designate with the written authority of the employee shall be entitled to review the employee's personnel file.
28.07 Each documented warning, oral or written, or other record of discipline shall be removed from the employee's work record on the anniversary date of its imposition unless further discipline has been imposed prior to the anniversary date.
28.08 Where the Employer intends to discipline an employee, such discipline must take place within fourteen (14) calendar days of the occurrence of the alleged infraction or when the Employer first becomes aware of the alleged infraction.
28.09 Any termination of an employee for cause shall, if practical, be preceded by;
DISCIPLINE & DISCHARGE OF EMPLOYEES. (a) Employees who have successfully completed their probation period may only be disciplined or discharged for just and reasonable cause.
(b) In the event that an non-probationary employee is discharged the Shop Chairperson will be notified by the Employer and will be provided with the reason for the discharge.
DISCIPLINE & DISCHARGE OF EMPLOYEES. 20.01 No employee shall be demoted, suspended, or terminated except for violation of written rules and regulations as set forth by the Board or for incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, or any other acts of misfeasance, malfeasance, or nonfeasance.
20.02 Employees may only be disciplined for just cause and in compliance with the provisions of this Section.
1. Discipline will be administered in accordance with traditional principles of progressive discipline, recognizing that preliminary levels of formal discipline may be bypassed depending on the severity of the offense and/or the employee’s prior record of discipline.
2. Forms of formal disciplinary action are:
1. Written reprimand;
2. Suspension without pay (imposed by the Superintendent or designee); and
3. Termination (imposed by the Board).
3. It is understood that some cases may be dealt with informally and that such informal dispositions will not be recorded in the employee’s personnel file.
4. An employee may draft a brief written rebuttal to a formal disciplinary action, which will be attached to the action and placed in the employee’s personnel file.
5. Appeal of any formal disciplinary action shall be made exclusively through the grievance procedure appearing in Article 4 of this Agreement. Grievances resulting from discipline which incurs a loss of pay may be initiated at the Step Three of the procedure.
6. Employees are entitled to, but may choose not to have, Association representation at any investigatory or disciplinary conference.
20.03 The parties intend this Article to exclusively govern the discipline and termination of employees and to supersede and take the place of ORC Section 3319.081.
DISCIPLINE & DISCHARGE OF EMPLOYEES. 17.01 (a) Pursuant to Section 84(1) of the Labour Relations Code of British Columbia, the following standards shall be applied:
(i) Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause;
(ii) During the probation period specified in this Agreement, an employee may be discharged if he/she is unsuitable for status as a regular employee.
DISCIPLINE & DISCHARGE OF EMPLOYEES. Employees who have successfully completed their probation period can be disciplined or discharged for just and reasonable cause. During the probation period specified in this Agreement, an employee may be discharged if they are unsuitable for status as a regular employee. In the event that an employee other than probationary is discharged for just and reasonable cause the shop Chairperson will be notified and provided with the reasons for the discharge. Where no Shop Chairperson is recognized the Shop Xxxxxxx will receive this information. DISCIPLINARY WARNINGS Any verbal or written warning that has been placed on the file of an employee, will be removed his file as soon as the employee has been employed for a further continuous period of twelve (12) months without incurring an additional disciplinary penalty.
DISCIPLINE & DISCHARGE OF EMPLOYEES. The District shall have the right to discipline and discharge an employee for justifiable cause. If the District has reason to reprimand an employee, the reprimand shall be done in a manner which will not embarrass the employee publicly.
