Common use of DISCIPLINE, DISMISSAL AND RESIGNATION Clause in Contracts

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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.

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' 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, but 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 ’s file shall be deemed to be removed after a period of eighteen two (182) months of worked time years exclusive of leaves of absences in excess of thirty (30) due to illness greater than 30 calendar days, provided that;: (a) no further disciplinary action has been taken during that eighteen two (182) month year 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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.

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' 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, but 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 ’s file shall be deemed to be removed after a period of eighteen (18) months of worked time exclusive of leaves of absences in excess of thirty (30) due to illness greater than 30 calendar 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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.

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, but 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 ’s file shall be deemed to be removed after a period of eighteen (18) months of worked time exclusive of leaves of absences in excess of thirty (30) due to illness greater than 30 calendar 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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding 34.08 Upon request, at the performance or conduct of an Employee is received or comes to the attention time of the Employer disciplinary or any other formal meeting requestinvestigation meeting, the Employee Employer will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or disclose the particulars of the meeting required. The Employee will be provided with notification concern or complaint against the Employee, including the identity of the allegation within ten (10person(s) working days from bringing the date complaint forward if known; unless the allegation Employer believes that there is made known a safety risk to patient(s), public or staff that prevents the Employer. (b) For clarity, the ten (10) working days is signaling the intention disclosure of the Employer, not identity of the timeline to begin or conclude the processcomplainant(s).

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' 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 two (182) months of worked time exclusive of leaves of absences in excess of thirty (30) days, years provided that; (a) no further disciplinary action has been taken during that eighteen two (182) month year 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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.

DISCIPLINE, DISMISSAL AND RESIGNATION. 34.01 An Employee shall be considered to have terminated services if 15.1 The Company may dismiss an employee for the Employeefollowing reasons: (a) is absent for three (3) scheduled shifts without good and proper reason and without notification being given to the Department Head Theft or Designate; orattempted theft of Company property; (b) does not return as scheduled from a leave of absence Drinking or vacation, except where such is for reasons acceptable to the Employer; orintoxication on Company premises; (c) does not return from layoff when recalledFlagrant disregard of safety rules, except where such is for reasons acceptable to the Employer; orand (d) has been on layoff in excess Possession or use of half the Employee's length of service to a maximum of twenty-four (24) monthsunlawful drugs. 34.02 An Employee intending 15.2 The Company may dismiss an employee, subject to terminate services with the Employer shall give a minimum right of two (2) weeks' notice, exclusive of vacation, such employee to the Grievance Procedure set out in writing, to that effect.Article 16 for the following reasons: (a) Except for the dismissal of an Employee serving a probationary period, there shall be no discipline or dismissal except for Dismissal with just cause; (b) Copies of all disciplinary notices shall be forwarded to the UnionAbsence from work without just cause; (c) An Employee Any reason which constitutes justification for severance. In such cases, the employee shall be warned, in writing, of any matter of complaint against him/her to the intent that he/she may be given an opportunity of meeting the Company's requirements with respect to his/her services. A copy of this letter shall be given to the Shop Xxxxxxx; subject, thereto, the Company may terminate an employee's services upon: (i) One (1) week notice or wages for employees who have been in the right to have a Shop Xxxxxxx Company's service for three (3) months or Local Union Officer present at the disciplinary meeting with the Employermore; (dii) None Two (2) weeks’ notice or wages for employees who have been in the Company's service for two (2) years or more but less than four (4) years; (iii) Four (4) weeks’ notice or wages for employees who have been in the Company's service for four (4) years or more but less than six (6) years; (iv) Five (5) weeks’ notice or wages for employees who have been in the Company's service for six (6) years or more but less than eight (8) years; (v) Six (6) weeks’ notice or wages for employees who have been in the Company's service for eight (8) years or more but less than ten (10) years; (vi) Eight (8) weeks’ notice or wages for employees who have been in the Company's service for ten (10) years or more. 15.3 The Company may pay the equivalent amount in wages rather than give notice, or may provide a combination of the provisions of this Article shall prevent immediate suspension or dismissal for just cause, subject to the grievance procedurewages and notice. (a) Employees A Shop Xxxxxxx shall have access to review their personnel file by request made be present in writing at least one (1) working day in advance once each year any discussion regarding an employee’s work performance or behavior when the Employee has filed a grievance. The Employee discussion 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; lead to discipline 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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employerdismissal. (b) For clarityAll letters of discipline will be removed from the employee’s file not later than twelve (12) months after they are entered, providing the ten reason for discipline is not continuing. 15.5 All employees are expected to give at least two (102) working days is signaling weeks written notice of their intention when terminating employment with the intention of Company; but this provision will not penalize the Employer, not the timeline to begin or conclude the processemployee.

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.14.01 Discipline (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. (ac) Discipline shall normally be progressive, appropriate, and measured to the incident that gave rise to the discipline. (d) The Employer may discipline Employees shall have access for just cause by providing written disciplinary notices to review their personnel file by request made in writing at least one Employees for poor conduct, unsatisfactory job performance, or infraction of the Employer's rules, regulations, and policies. (1e) working day in advance once each year or when The Employer may issue a Letter of Expectation to outline job requirements and expectations. The intent of the letter is to clarify expectations for an Employee and to allow the Employee has filed a grievance. The Employee may request that a representative of the Union be present when their file is reviewed;to meet those expectations. (bf) An Employee A Letter of Expectation shall not be considered disciplinary but shall be given a copy placed on the Employee's Personnel file. Any Letter 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 Expectation placed on an Employee's personnel 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;time. (ag) no further Copies of all written disciplinary action has been taken during that eighteen (18) month period; ornotices issued shall be forwarded to the Union. In addition, all written disciplinary notices shall be signed by the Employee and Employer and placed in the Employee's personnel file. (bh) An Employee shall have the right to have Union representation at any disciplinary action is not meeting or discussion that may lead to discipline. Any dismissal or discipline of an (i) Where a manager or designate intends to hold an investigative meeting with an employee that has the subject of an unresolved grievance. 34.06 The Employer potential to lead to discipline, the manager or designate shall whenever possible and appropriate provide the Employee advance notice of with not less than twenty-four (24) hours advance notice and the purpose of any disciplinary meetingthe meeting so the Employee may contact the Union to arrange for a Xxxxxxx or the CUPE National Representative to be present. The manager or designate will provide the Union with meeting particulars, date, time, and location. This requirement may be waived upon mutual Agreement between the Union and Employer. 34.07 (j) An Employee required by the Employer to attend a disciplinary or investigation meeting shall be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.

DISCIPLINE, DISMISSAL AND RESIGNATION. 34.01 35.01 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 (a) An Employee intending to terminate services with the Employer shall give a minimum of two (2) weeks' 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, but 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, established by the Employer, to cover the cost of copying, which fee shall be established by the Employer. 34.05 35.05 Any notice of discipline placed on an Employee's ’s file shall be removed at the Employee’s request after a period of eighteen two (182) months of worked time exclusive of leaves of absences in excess of thirty (30) days, years provided that;: (a) no further disciplinary action has been taken during that eighteen two (182) month year period; or (b) the disciplinary action is not the subject of an unresolved grievance. 34.06 35.06 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 35.07 An Employee required by the Employer to attend a disciplinary or investigation meeting shall be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.

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-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 be paid at the Basic Rate of Pay for time spent in attendance at that meeting. (a) Where an allegation (from an internal or external source) regarding the performance or conduct of an Employee is received or comes to the attention of the Employer or any other formal meeting request, the Employee will be advised of the allegation and/or the specifics of the incident giving rise to the allegation or the particulars of the meeting required. The Employee will be provided with notification of the allegation within ten (10) working 10)working days from the date the allegation is made known to the Employer. (b) For clarity, the ten (10) working days is signaling the intention of the Employer, not the timeline to begin or conclude the process.