Discipline/Discharge Procedure Sample Clauses

Discipline/Discharge Procedure. When an employee is discharged or suspended, the employee and the Union shall be advised promptly, in confidence and in writing by the Employer as to the reason for such discharge, suspension or warning.
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Discipline/Discharge Procedure. A. Bargaining unit members shall only be disciplined for just cause and only in compliance with the discipline procedures contained herein. B. Discipline will normally be administered progressively, with due regard for the severity of the violation. Progressive discipline shall take into account the nature of the violation, as well as the bargaining unit member’s record of discipline. Serious offenses may warrant suspension or termination without regard to previous disciplinary action. C. Forms of disciplinary action are: 1. verbal reprimand; 2. written reprimand; 3. suspension; and
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Discipline/Discharge Procedure. Notice of disciplinary action, including discharge, shall be given in writing within ten days of the time the Company has determined there is an infraction. Disciplinary records will remain in the employee's file for six (6) to fifteen (15) months (see Chart All action will be progressive from each previous incident of a similar nature. (1) Verbal counseling months (2) Written reprimand months
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Discipline/Discharge Procedure. A non-probationary Employee may be disciplined or discharged for just cause. Employees shall have the right to request a Union Xxxxxxx be present at any meeting where discipline or discharge is issued. Any Union Xxxxxxx or Employee involved in a disciplinary meeting with the disciplined Employee shall ensure that the matter remains confidential, with the exception of necessary disclosure to official Union Representatives. The Employer will provide the reasons for the discipline, in writing, at the time the discipline is given.
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Discipline/Discharge Procedure. Disputes concerning the discipline, including discharge, of any employee in the unit covered by this Agreement, who has completed six (6) months of continuous service with the District and who is not covered by the provisions of Section 75 of the New York State Civil Service Law, if the employee desires, may be reviewed in accordance with the following procedure. In such instances, the aggrieved employee shall be entitled to representation by a CSEA representative at each step of the procedure set forth herein. In situations involving the imposition of disciplinary discharge or suspension, a written notice of discipline shall be served upon the employee involved, with a copy to the Union, which states the basis for such action. In situations involving disciplinary discharge or disciplinary suspension of more than one (1) week (five consecutive work days), the following expedited procedure shall be applicable. The employee involved shall proceed directly to Step Two of the procedure below. In such situations, the employee involved must notify the Director of Personnel in writing within five (5) work days of receipt of the notice of discharge or suspension, with notification to the Union within the same time period. The Step Two meeting shall be held within five (5) work days of the notice to the Director. The decision of the Director shall be rendered within five (5) work days of the Step Two meeting. If the matter remains unresolved, it may be processed in accordance with the provisions of Step Three, except that the hearing shall be conducted as soon as practicable but not to exceed twenty (20) work days from the Step Three notification, which date may be extended through mutual agreement. Such decision shall be rendered no later than ten (10) work days after the conclusion of the hearing and submission of final positions.
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Discipline/Discharge Procedure. The authority for discipline and discharge rests with Management. An employee may be disciplined or discharged, but only for just cause. When an employee who has passed probation is disciplined or discharged, the employee shall be given the reason in a meeting in the presence of a Xxxxxxx. Such employee and the Union shall be advised in writing by the Employer within three (3) working days following such meeting of the reason for such discipline or discharge. Where the Employer intends to meet with an employee for disciplinary or discharge purposes, the Employer shall so notify the employee in advance in order that the employee may contact a Xxxxxxx to attend. The disciplinary meeting may be delayed for up to three (3) days to allow the employee to secure the presence of a Union Xxxxxxx. Where the Employer determines that an employee must be suspended for the purpose of the investigation of an incident, such suspension shall be with pay, and shall not preclude further discipline. Discipline is defined as any sanction including disciplinary warnings imposed by the Employer upon an employee which is prejudicial to the employee.
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Discipline/Discharge Procedure. The authority for discipline and discharge rests with Management. An employee may be disciplined or discharged, but only for just cause. When an employee who has passed probation is disciplined or discharged, the employee shall be given the reason in the presence of a Xxxxxxx. Such employee and the Union shall be advised in writing by the Employer within three (3) working days of the reason for such discipline or discharge. Where the Employer intends to meet with an employee for disciplinary or discharge purposes, the Employer shall so notify the employee in advance in order that the employee may contact a Xxxxxxx to attend. The disciplinary meeting may be delayed for up to three (3) days to allow the employee to secure the presence of a union xxxxxxx. Where the Employer determines that an employee must be suspended for the purpose of the investigation of an incident, such suspension shall be with pay, and shall not preclude further discipline. Discipline is defined as any sanction including disciplinary warnings imposed by the Employer upon an employee which is prejudicial to the employee.
Sample 1
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Discipline/Discharge Procedure a) An employee may be discharged, suspended, or disciplined, but only for just cause and only upon the authority of the Executive Director and the Board of Directors. When an employee is discharged, suspended, or disciplined other than she/he be given the reason in the presence of her/his xxxxxxx or other member of the Union executive, or other representative of the Union. Such employee and the Union shall be advised promptly in writing by the Board of Directors or Executive Director of the reason for such discharge, suspension or discipline. b) Whenever the Employer or his authorized agent deem it necessary to discipline an employee in a manner indicating that dismissal may follow any further infraction, or may follow if such employee fails to bring her/his work up to a required standard by a given date, the Employer will present the discipline in written form to the employee, and the Employer shall give written particulars of such discipline to the Union Xxxxxxx within ten (10) working days.
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Related to Discipline/Discharge Procedure

  • DISCIPLINE/DISCHARGE 25.01 A Shop Xxxxxxx, or in the absence of a Shop Xxxxxxx, another employee in the bargaining unit selected by the employee affected, and in the event the member is a Shop Xxxxxxx, another Shop Xxxxxxx or an official full-time Union Representative, shall be present from the beginning of the meeting when a member of the bargaining unit: a) is given a reprimand which is to be entered on the employee’s personnel file; b) is suspended or discharged. In unusual circumstances, where it is necessary for the Employer to advise an employee by mail of discharge, the Union office will be mailed a copy of such notice. Absence of a Shop Xxxxxxx or Assistant Shop Xxxxxxx or another employee shall not invalidate the discipline, except in exceptional circumstances. 25.02 The affected employee, a Shop Xxxxxxx and the Union, shall be given a copy of any disciplinary notice which is to be entered on an employee's personnel file. The affected employee, the Shop Xxxxxxx, and the Union shall also be given a copy of any discharge notice that is given to an employee. In all cases of discipline or discharge the Employer shall notify the affected employee, and a Shop Xxxxxxx and the Union in writing of the reasons for taking such action. The notice of discipline or discharge shall be given to the affected employee and a Shop Xxxxxxx promptly and a copy of the discipline or discharge notice shall be forwarded to the Union office via fax within two (2) business days (excluding Saturday and Sunday and General Holidays) of the event. 25.03 Employees covered by this Agreement shall have access to their own personnel file, upon written request by the employee involved. Employees shall be able to obtain copies of their personnel file when requested, at the employee's expense. The Employer shall keep only one (1) personnel file per employee. (a) Employee’s written corrective action documentation(s) other than suspension will be taken from an employee’s file after fifteen (15) months should no similar offence have occurred during said period. (b) Employee’s suspension documentation(s) will be taken from an employee’s file after thirty (30) months should no similar offence have occurred during said period. (c) All documentation(s) including corrective action and suspension relating to incident(s) and/or complaint(s) of discrimination or harassment nature shall remain in an employee’s file.

  • DISCHARGE, SUSPENSION AND DISCIPLINE 10:01 A claim by an employee who has completed probation that he or she has been unjustly discharged shall be treated as a grievance if a written statement of such discharge is lodged by the employee with the Administrator or designate within five (5) days after the employee has received his/her discharge notice. Such grievance will be taken up by the Union at a special meeting with the Administrator. 10:02 It is agreed that the Chairperson of the Union Committee will be notified immediately on the dismissal of an employee in the bargaining unit. Should the Chairperson not be available at the time, a copy of the letter or notice shall be given to a Committeeperson who is available. 10:03 In the event the Employer initiates a disciplinary action against an employee that results in the suspension or discharge of the employee, the following procedure shall be followed: (a) The employee shall be notified in writing, of the action and/or penalty with a copy given to the Chairperson, if the penalty is a suspension. If the penalty is discharge then only the Union (President or his/her designate) need be notified in addition to the employee. (b) In the event the Employer is dissatisfied with the work of an employee and correction discussion has not resolved the problem, the Employer shall notify the employee in writing of the dissatisfaction concerning his/her work within five (5) working days when becoming aware of the incident giving rise to the complaint. This notice shall include particulars of the work performance which led to the complaint. (c) The letter or form given to the employee shall state the complaint or appraisal of results and contain on the bottom thereof a statement to the effect that the employee acknowledges having read the letter or form acknowledging receipt of a copy of the same, and a place for the employee to sign. The employee shall sign the letter or form and a copy shall be given to her. Prior to signing, the employee shall have the opportunity to write her comments. (d) The employee has the right to Union Representation in any proceedings under (a), (b) or (c) above. 10:04 Such grievance shall proceed directly to Step 2 of the grievance procedure and must be presented in writing, dated, and signed within five (5) working days after notice of the discharge was given. 10:05 Only those disciplinary notices that result in a suspension will remain on an employees personnel file for a period of fifteen (15) months. All other disciplinary notices, warnings or statements will be removed and given to the employee after a period of twelve (12) months from the date of the infraction. 10:06 An employee shall, upon written request, be granted the opportunity to view his/her personnel file. It is understood that such request will be granted within seven (7) days or at a time mutually agreed to by the parties. The employee may have a Committeeperson present while viewing their file, if requested. 10:07 The Union Chairperson or a Committeeperson will be present during all warnings, or counselling sessions regarding disciplinary actions of a seniority employee. When an employee is called to an interview and the subject of the interview is discipline, the employee will be so informed by the Employer’s representative when given notice of the interview, and will be advised to have her Union representative present. The interview will not begin or proceed without Union representation. A copy of any warning to be placed in an employee’s file must be copied to the Union Chairperson. Discipline is defined as a written warning, reprimand, suspension, dismissal or other disciplinary action to an employee.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • DISCHARGE AND DISCIPLINE (a) No employee, who has acquired seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator. (b) The Owner agrees that whenever an interview is held with an employee regarding their work or conduct which becomes part of their record, the store xxxxxxx on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee. (a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be emailed to the Union Office as soon as possible, but no more than seven (7) days of the incident giving rise thereto. (b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. (c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands arising from Harassment or Violence in the Workplace shall not be subject to this provision.

  • DISCIPLINE AND DISCHARGE (a) If it is alleged that an employee has been discharged without just cause the grievance shall start at Step 3 and if it is alleged that an employee has been suspended without just cause the grievance shall start at Step 2 of the grievance procedure, within five (5) working days of the discipline or discharge being affected. The discharged or suspended employee shall be given the opportunity of seeing a Xxxxxxx and/or Union President before he is required to leave the premises, providing one is available on site. Time spent will be paid in accordance with Article 11.06(e). (b) If it is agreed or decided at any stage of the grievance procedure, except arbitration, that an employee has been suspended or discharged without just cause, the Company shall reinstate him in his job without loss of seniority. A reinstated employee is to be paid his wages at his hourly rate for the time loss limited to a maximum of the employee(s) regular number of hours per week. The provision of this Article may be waived if both parties mutually agree to other methods of resolving the grievance. (c) Where an Arbitrator has been selected to determine a question respecting an alleged unjust discharge or suspension, he shall have power and jurisdiction to: i) uphold the discharge or suspension, or ii) vary the penalty, or iii) substitute a different penalty, or iv) direct reinstatement, and in cases ii), iii), and iv) the Arbitrator may in addition order the Company to pay the employee full or partial compensation in accordance with his hourly rate. It is understood, however, that if an employee is reinstated, he shall retain his full seniority, unless otherwise directed by the Arbitrator. (a) i) Only Discipline Letters and Discharge/Suspensions shall be considered as a form of discipline and shall be subject to the provisions of the Grievance procedure. A copy of each letter shall be sent to the Union, within thirty (30) days of the imposition of such discipline.

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