DISCIPLINE, DISMISSAL AND RESIGNATION. 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Local within 10 days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.
23.02 Unsatisfactory performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record, but not serious enough to warrant suspension or dismissal, shall result in a written warning to the Employee and a copy to the Local within 10 days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. It shall state a definite period in which improvement or correction is expected and, at the conclusion of such time the Employee’s performance shall be reviewed with respect to the discipline. The Employee shall be informed in writing of the results of the review. The assignment of an improvement or correction period shall not act to restrict the Employer’s right to take further action during said period, should the Employee’s performance so warrant. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.
23.03 In the event an Employee is suspended or dismissed, the Employer shall, provide written reasons for the suspension or dismissal to the Employee and the Local forthwith and in any event not later than five (5) days of the action being taken. Any suspension must take place immediately following notice of suspension. The action of suspension or dismissal shall be within 10 days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act giving rise to the suspension or dismissal. When the action involves a suspension the notice shall specify the time period of the suspension.
(a) An Employee who has been subject to disciplinary action may, after one (1) year of continuous service, exclusive of absences of 30 consecutive days or more, or in any event, after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that the Employee’s personnel file be cleared of any record of the discipl...
DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 In the event an Employee is given a written warning, it shall be within seven (7) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record.
28.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union within five (5) days of the action being taken. The action of suspension or dismissal shall be within seven (7) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension.
28.03 By an appointment made at least five (5) working days in advance, an Employee and/or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine their file, once in every year or in the event of a grievance. The Employee may request a representative of the Union to be present at the time of the examination.
28.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, by giving reasonable advance notice. Prior to such discussion or investigation, the Employer shall advise an Employee of their right to be accompanied by a Union Xxxxxxx or Union Representative of their choice. The Employer shall give the Employee a reasonable amount of time to contact their Union Xxxxxxx or Union Representative.
28.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware.
28.06 In the event an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union.
28.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated their position except where the Employee subsequently provides reasons acceptable to the Employer.
28.08 An Employee shall give the ...
DISCIPLINE, DISMISSAL AND RESIGNATION. 34.01 An Employee shall be considered to have terminated services if the Employee:
(a) is absent for three (3) scheduled shifts without good and proper reason and without notification being given to the Department Head or Designate; or
(b) does not return as scheduled from a leave of absence or vacation, except where such is for reasons acceptable to the Employer; or
(c) does not return from layoff when recalled, except where such is for reasons acceptable to the Employer; or
(d) has been on layoff in excess of half the Employee's length of service to a maximum of twenty-four (24) months.
34.02 An Employee intending to terminate services with the Employer shall give a minimum of two (2) weeks' notice, exclusive of vacation, in writing, to that effect.
(a) Except for the dismissal of an Employee serving a probationary period, there shall be no discipline or dismissal except for just cause;
(b) Copies of all disciplinary notices shall be forwarded to the Union;
(c) An Employee shall have the right to have a Shop Xxxxxxx or Local Union Officer present at the disciplinary meeting with the Employer;
(d) None of the provisions of this Article shall prevent immediate suspension or dismissal for just cause, subject to the grievance procedure.
(a) Employees shall have access to review their personnel file by request made in writing at least one (1) working day in advance once each year or when the Employee has filed a grievance. The Employee may request that a representative of the Union be present when their file is reviewed;
(b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year; or when the Employee has filed a grievance, provided that they first pay to the Employer a fee, to cover the cost of copying, which fee shall be established by the Employer.
34.05 Any notice of discipline placed on an Employee's file shall be removed after a period of eighteen (18) months of worked time exclusive of leaves of absences in excess of thirty (30) days, provided that;
(a) no further disciplinary action has been taken during that eighteen (18) month period; or
(b) the disciplinary action is not the subject of an unresolved grievance.
34.06 The Employer shall whenever possible and appropriate provide the Employee advance notice of not less than twenty-four (24) hours of any disciplinary meeting.
34.07 An Employee required by the Employer to attend a disciplinary or investigation meeting shall ...
DISCIPLINE, DISMISSAL AND RESIGNATION. Amend Clause 34.05 to read:
DISCIPLINE, DISMISSAL AND RESIGNATION.
18.01 Except for the dismissal of an Employee serving a probation period, there will be no discipline or dismissal except for just cause.
18.02 Whenever the Employer deems it necessary to reprimand an Employee in a manner indicating that dismissal or discipline may follow any further infractions, or may follow if such Employee fails to bring the Employee’s work up to the required work performance by a given date, the Employee will be notified in writing of the specifics of the issues that gave rise to the action and/or penalty with a copy to the Union.
18.03 The Employer will give a minimum of two (2) weeks’ notice of termination of employment or will pay a minimum of two (2) weeks wages in lieu of notice, except in cases of dismissal for just cause or termination during the probationary period pursuant to Article 29 of this Agreement. If by law longer notice of termination must be given or a greater sum paid in lieu of notice, such longer notice must be provided or greater sum paid.
18.04 Employees will give a minimum of two (2) weeks’ notice of termination unless otherwise mutually agreed between the Employer and the Employee.
18.05 An Employee will have the right to be accompanied by a Shop Xxxxxxx or a Union Officer in a disciplinary meeting.
18.06 None of the provisions of this Article will prevent immediate suspension or discharge for cause, subject to the grievance procedure.
18.07 The Employer’s decision to terminate the services of a Casual Employee will be confirmed in writing. Such termination will not be subject to the grievance procedure.
DISCIPLINE, DISMISSAL AND RESIGNATION. 32.01 Except for the dismissal of an Employee serving a probationary period, the Employer shall not suspend, dismiss, or discipline an Employee without just cause.
32.02 An Employee who has been subject of disciplinary action may request in writing that the Employee’s personnel file be cleared of any record of the disciplinary action. The Employee may make such a request after they have completed at least one year of continuous service exclusive of any absences of thirty (30) consecutive days or more, and within two (2) years of continuous service from the date that the disciplinary action was commenced. The Employer shall grant such a request unless the Employee’s file contains any other record(s) of disciplinary action during the above-noted time period.
32.03 Where circumstances permit, the Employer shall disclose the particulars of the complaint against the Employee. At the discretion of the Employer, particulars may include the identity of the complainant(s).
32.04 In the event that an Employee is reported to the licensing body by the Employer, the Employee shall be advised in writing, with a copy delivered to the Union forthwith.
32.05 For purposes of investigating a matter related to the Employee or discussing or issuing discipline, the Employer shall advise the Employee that they may be accompanied by a Union Representative at such meeting(s). However, should the Union Representative be unavailable, the Employer shall not be prevented from taking disciplinary action.
DISCIPLINE, DISMISSAL AND RESIGNATION. 7.01 All Employees may be disciplined or dismissed on the basis of just cause only. This clause shall not apply to probationary Employees or to temporary Employees upon expiration of the temporary contract.
(a) An Employee who is to be interviewed on any disciplinary measure or alleged misconduct shall receive notice of the time and place of the interview. The Employee shall be informed in this notice of the right to be accompanied by a Union Representative and/or Union Xxxxxxx.
(b) The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice and advising the Employee of their right to Union Representation at such meetings. At such discussion or investigation, an Employee shall have the right to be accompanied by a Union Xxxxxxx or Union Representative of their choosing, providing it does not delay the process by more than forty-eight
DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 Unsatisfactory conduct and/or performance by an Employee may be grounds for discipline up to and including immediate dismissal.
28.02 Unsatisfactory conduct and/or performance by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee. A copy of the written warning shall be placed on the Employee's personnel file with a copy forwarded to the Union.
28.03 The Employee shall sign written notice of discipline for the sole purpose of indicating that she is aware of the disciplinary note. An Employee shall have the right to be accompanied by a representative of the Union during disciplinary discussions.
28.04 When an Employee has grieved a disciplinary action and a designated officer of the Employer has either allowed the grievance or reduced the penalty levied against the grievor, the personnel file of the Employee shall be amended to reflect this action provided this action results in closure of the grievance.
28.05 An Employee who has been subject to disciplinary action may, after two (2) continuous years of service from the date the disciplinary measure was invoked, request in writing that her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the next two (2) year period.
28.06 An Employee absent for three (3) consecutive working days without notifying the Employer shall be considered to have vacated the position unless a reason is provided, acceptable to the Employer that such notification was not possible.
28.07 Nothing is this Article prevents immediate dismissal for just cause.
28.08 Employees shall provide a minimum of two (2) weeks Notice of Termination unless otherwise mutually agreed between Employer and Employee.
DISCIPLINE, DISMISSAL AND RESIGNATION. 30.01 Unsatisfactory conduct and/or performance by an Employee may be grounds for discipline, up to and including, immediate dismissal for just cause. No Employee shall be disciplined or dismissed without just cause.
30.02 Unsatisfactory conduct and/or performance by an Employee, which is not considered by the Employer to be serious enough to warrant suspension or dismissal, may result in a written warning to the Employee. A copy of written warning shall be placed on the Employee's personnel file. Copies of all such warnings shall be forwarded to the Union Representative within five (5) days of issuance.
30.03 The Employee shall sign any written warnings of discipline for the sole purpose of indicating that they are aware of the disciplinary warning and understand that it will be placed on their personnel file.
30.04 An Employee who has been subject to disciplinary action may, after twenty-four
DISCIPLINE, DISMISSAL AND RESIGNATION. 9.01 Notice of termination or lay off of an Employee shall be as provided in the Employment Standards Code.
9.02 Fourteen (14) calendar days’ notice in writing shall be given by a regular Employee resigning from the employment of the Employer.
(a) An Employee shall have the right to have a Shop Xxxxxxx or officer of the Union present when a disciplinary notice is issued, verbally or in writing. The Employee and the Union will be notified of the meeting twenty-four (24) hours in advance in order to facilitate obtaining a union representative of their choice to attend.
(b) Dismissal or discipline of an Employees shall only be for cause. Any dismissal or discipline may be subject to the grievance procedure.
(c) Discipline shall normally be progressive and appropriately measured to the incident that gave rise to the discipline.
9.04 Disciplinary notices will have an expiration date that is relevant to the severity of the discipline, to a maximum of twenty four(24) months.
9.05 Employees shall be allowed to view their personal file at any time and have copies made of the contents (at the Employees cost).
