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;
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
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;
i) One (1) verbal warning presented to the employee in the presence of the employee and the Job Xxxxxxx, and
ii) One (1) written warning presented to the employee in the presence of the Job Xxxxxxx, and
iii) One (1) unpaid suspension presented to the employee in the presence of the Job Xxxxxxx.
28.10 The Job Xxxxxxx shall be present, if practical, when an employee is dismissed for cause, and the employee shall be given the cause for dismissal in writing. That letter along with copies of the termination slip shall be forwarded to the Union and the Employer offices. If it is not practical for the Job Xxxxxxx to be present, they shall be notified as soon as possible.
28.11 When an Employee is terminated and considered “not for rehire” the Employer will indicate that as well as the reason on the termination slip. The Employer shall notify the Union Hall within twenty- four (24) hours of the termination in writing.
28.12 The parties agree to meet from time to time to review not for rehire designations.
28.13 The Employer agrees that after a grievance has been initiated by the Union, the Employer's representative will not initiate a discussion or negotiation with respect to the grievance, whether directly or indirectly, with the aggrieved employee, without the consent of the Union.
28.14 The Employer shall notify the Union in writing (termination slip) of all layoffs, resignations, site bans or terminations within twenty-four (24) hours.
Appears in 1 contract
Samples: Collective Agreement
DISCIPLINE & DISCHARGE OF EMPLOYEES. 28.01 No Employee shall be disciplined or discharged without just cause.
28.02 a) In the event that an employee is discharged being considered for discipline, suspension or discharge for just and reasonable cause, the Job Xxxxxxx will be notified and provided with the reasons for the discipline or discharge.
28.03 b) A xxxxxxx Xxxxxxx shall have the right to consult with a staff representative Business Representative of the Union and to have a representative Business Representative present at any discussion with supervisory personnel, which the xxxxxxx Xxxxxxx believes might be the basis of disciplinary action against the xxxxxxxXxxxxxx.
28.04 Any c) Where an employee shall have is required to attend a meeting in which a written warning, suspension or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his or her right to have a Job Union Xxxxxxx present at any that meeting that and will ensure a Xxxxxxx is present. If a Xxxxxxx is not available, the employee believes may be Employer shall schedule the disciplinary in nature. The date, meeting within the next forty-eight (48) hours and advise the Union Business Representative of the time and place of such meetings shall be scheduled in advance in order for the Job meeting. If a Xxxxxxx to be present at is not available, the Union Business Representative may attend any 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 d) 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 e) An employee or the Ranking Officer a Business Representative of the Union or their his/her designate with the written authority of the employee shall be entitled to review the employee's personnel filefile with the consent of the employee.
28.07 f) Each documented warning, oral or written, or other record of discipline shall not be removed from considered by the employee's work record on Employer or referred to at arbitration after the anniversary date employee completes one year of its imposition unless service without further discipline has been imposed prior to the anniversary datediscipline.
28.08 g) Where the Employer intends to discipline an employee, such discipline must take place within fourteen twenty-one (1421) calendar days of the occurrence of the alleged infraction or when the Employer first becomes aware of the alleged infraction.
28.09 h) Any termination of an employee for cause shall, if practical, be preceded by;by at least:
(i) One (1) verbal warning in the presence of the employee and the Job Xxxxxxx,
(ii) One (1) written warning presented to the employee in the presence of the Job Xxxxxxx,
(iii) One (1) suspension presented to the employee in the presence of the Job Xxxxxxx.
i) The employee shall be given the cause for dismissal in writing. That letter along with copies of the termination slip shall be forwarded to the Union offices.
j) When an Employee is terminated and considered "not for rehire" the Employer will indicate that as well as the reason on the termination slip. The Employer shall notify the Union Hall within one to two (1-2) business days of the termination in writing.
k) The Employer agrees that after a grievance has been initiated by the Union, the Employer's representatives will not initiate a discussion or negotiation with respect to the grievance, whether directly or indirectly, with the aggrieved employee.
l) Copies of all disciplinary letters, letters of suspensions or notices of termination issued to bargaining unit members shall be provided to the Union within one to two (1-2) business days.
20.02 No employee shall be disciplined or terminated for late arrivals due to transportation problems or accidents except for just cause provided the employee, at the earliest possible time, has notified the Employer that they are not going to be able to report for work as scheduled to allow the Employer time to cover the absence. Said employee will make arrangements to attend work as soon as possible provided said employee is physically capable of returning to work.
Appears in 1 contract
Samples: Collective Agreement
