Common use of DISCIPLINE, DISMISSAL AND TERMINATION Clause in Contracts

DISCIPLINE, DISMISSAL AND TERMINATION. 9.01 Disciplinary action by the Employer, including written reprimand, suspension or dismissal, will be taken within fifteen (15) days (excluding Saturday, Sundays and Named Holidays) of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Employer will provide a copy of written disciplinary action (including written reprimand, suspension or dismissal) to the Union within five (5) days (excluding Saturday, Sundays and Named Holidays) of the discipline. An Employer request to extend these time lines, in order to complete a proper investigation, shall be by mutual consent in writing by the Parties. 9.02 After eighteen (18) months of continuous service from the date the disciplinary measure was invoked, an Employee’s official Human Resources file will be deemed cleared of any record of the disciplinary action, providing the Employee's file does not contain any further record of disciplinary action, during that eighteen (18) month period, of which the Employee is aware. (a) The Employer agrees that access to an Employee's Human Resources file shall be provided to the Employee, upon written request, once in every year. (b) Upon written request, a grievor shall be permitted to review their Human Resources file in the event of a difference or grievance. They may request a representative of the Union to be present at such time. (c) Upon written request, an Employee shall be given a copy of any documents in such file pertinent to the difference or grievance. (d) Employees may be charged a fee for copies where there is more than one request in a twelve (12) month period. 9.04 Any Employee who is to be disciplined, apart from discipline of a minor nature which does not become a part of the Employee's Human Resources file, shall be entitled to have a Union Xxxxxxx present at the meeting. Where circumstances permit, the Employer shall schedule a disciplinary meeting with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx. The Union may request an extension of twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx or Union Representative, such request shall not be unreasonably denied. During such a meeting, the Union Xxxxxxx shall not become involved in discussions other than to advise the Employee of their rights or recommend a course of action to the Employee. The right of the Employer to: (a) interview third parties, or (b) take action required to maintain order and protection of property; shall not be restricted. It is the sole responsibility of the Employee and the Union to arrange the attendance of such Union Xxxxxxx. When it becomes necessary for a Union Xxxxxxx to leave their job for this purpose, the Xxxxxxx will give their Supervisor as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union Xxxxxxx to leave their job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon approval of the Department Head or authorized alternate, which approval shall not be unreasonably withheld.

DISCIPLINE, DISMISSAL AND TERMINATION. 9.01 Disciplinary action by the Employer, including written reprimand, suspension or dismissal, will be taken within fifteen (15) days (excluding Saturday, Sundays and Named Holidays) of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Employer will provide a copy of written disciplinary action (including written reprimand, suspension or dismissal) to the Union within five (5) days (excluding Saturday, Sundays and Named Holidays) of the discipline. An Employer request to extend these time lines, in order to complete a proper investigation, shall be by mutual consent in writing by the Parties. 9.02 After eighteen two (182) months years of continuous service from the date the disciplinary measure was invoked, an Employee’s Employee may request in writing that his official Human Resources file will be deemed cleared of any record of the disciplinary action, . Such request will be granted providing the Employee's file does not contain any further record of disciplinary action, during that eighteen two (182) month year period, of which the Employee is aware. The Employer will confirm in writing to an Employee eligible to have his record cleared, that such action has been effected. (a) The Employer agrees that access to an Employee's Human Resources file shall be provided to the Employee, upon written request, once in every year. (b) Upon written request, a grievor shall be permitted to review their his Human Resources file in the event of a difference or grievance. They He may request a representative of the Union to be present at such time. (c) Upon written request, an Employee shall be given a copy of any documents in such file pertinent to the difference or grievance. (d) Employees may be charged a fee for copies where there is more than one request in a twelve (12) month period. 9.04 Any Employee who is to be disciplined, apart from discipline of a minor nature which does not become a part of the Employee's Human Resources file, shall be entitled to have a Union Xxxxxxx present at the meeting. Where circumstances permit, the Employer shall schedule a disciplinary meeting with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx. The Union may request an extension of twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx or Union Representativerepresentative, such request shall not be unreasonably denied. During such a meeting, the Union Xxxxxxx shall not become involved in discussions other than to advise the Employee of their his rights or recommend a course of action to the Employeehim. The right of the Employer to: (a) interview third parties, or (b) take action required to maintain order and protection of property; shall not be restricted. It is the sole responsibility of the Employee and the Union to arrange the attendance of such Union Xxxxxxx. When it becomes necessary for a Union Xxxxxxx to leave their his job for this purpose, the Xxxxxxx will give their his Supervisor as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union Xxxxxxx to leave their his job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon approval of the Department Head or authorized alternate, which approval shall not be unreasonably withheld.

DISCIPLINE, DISMISSAL AND TERMINATION. 9.01 11.01 Disciplinary action by the Employer, including written reprimand, suspension or dismissal, will be taken within fifteen (15) days (excluding Saturday, Sundays and Named Holidays) of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Employer will provide a copy of written disciplinary action (including written reprimand, suspension or dismissal) to the Union within five (5) days (excluding Saturday, Sundays and Named Holidays) of the discipline. An Employer request to extend these time lines, in order to complete a proper investigation, shall be by mutual consent in writing by the Partiesparties. 9.02 After eighteen 11.02 An Employee who has been subject to disciplinary action may, after two (182) months years of continuous service from the date the disciplinary measure was invoked, an Employee’s request in writing that his official Human Resources file will be deemed cleared of any record of the disciplinary action, . Such request will be granted providing the Employee's file does not contain any further record of disciplinary action, during that eighteen two (182) month year period, of which the Employee is aware. The Employer will confirm in writing to an Employee eligible to have his record cleared, that such action has been effected. (a) The Employer agrees that access to an Employee's Human Resources file shall be provided to the Employee, upon written request, once in every year. (b) Upon written request, a grievor shall be permitted to review their his Human Resources file in the event of a difference or grievance. They An Employee shall be given a copy of any documents in such file pertinent to the difference or grievance. He may request a representative of the Union to be present at such time. (c) Upon written requestAn Employee requesting a copy of a document in his Human Resources file pertaining to a difference or a grievance, an Employee shall be given a such copy of any documents in such file pertinent provided that he first pays to the difference or grievanceEmployer a fee to cover the cost of providing such a copy. The amount of such fee shall be determined by the Employer. (d) Employees may be charged a fee for copies where there is more than one request in a twelve (12) month period. 9.04 11.04 Any Employee who is to be disciplined, apart from discipline of a minor nature which does not become a part of the Employee's Human Resources file, shall be entitled to have a Union Xxxxxxx present at the meeting. Where circumstances permit, the Employer shall schedule a disciplinary meeting with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx. The Union may request an extension of twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx or Union Representative, such request shall not be unreasonably deniedinterview. During such a meetingan interview, the Union Xxxxxxx shall not become involved in discussions other than to advise the Employee of their his rights or recommend a course of action to the Employeehim. The right of the Employer to: (a) interview third parties, or (b) take action required to maintain order and protection of property; shall not be restricted. It is the sole responsibility of the Employee and the Union to arrange the attendance of such Union Xxxxxxx. If an Employee requests, he will be allowed a reasonable period of time to arrange the attendance of a Union Xxxxxxx. When it becomes necessary for a Union Xxxxxxx to leave their his job for this purpose, the Xxxxxxx will give their his Supervisor as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union Xxxxxxx to leave their his job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon approval of the Department Head or authorized alternate, which approval shall not be unreasonably withheld. 11.05 An Employee absent for three (3) consecutive working days without good and proper reason will be considered to have terminated his employment with the Employer. 11.06 Except for the dismissal of a probationary Employee, there shall be no dismissal or discipline except for just cause.

DISCIPLINE, DISMISSAL AND TERMINATION. 9.01 11.01 Disciplinary action by the Employer, including written reprimand, suspension or dismissal, will be taken within fifteen (15) days (excluding Saturday, Sundays and Named Holidays) of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Employer will provide a copy of written disciplinary action (including written reprimand, suspension or dismissal) to the Union within five (5) days (excluding Saturday, Sundays and Named Holidays) of the discipline. An Employer request to extend these time lines, in order to complete a proper investigation, shall be by mutual consent in writing by the Partiesparties. 9.02 After eighteen 11.02 An Employee who has been subject to disciplinary action may, after two (182) months years of continuous service from the date the disciplinary measure was invoked, an Employee’s request in writing that his official Human Resources file will be deemed cleared of any record of the disciplinary action, . Such request will be granted providing the Employee's file does not contain any further record of disciplinary action, during that eighteen two (182) month year period, of which the Employee is aware. The Employer will confirm in writing to an Employee eligible to have his record cleared, that such action has been effected. (a) The Employer agrees that access to an Employee's Human Resources file shall be provided to the Employee, upon written request, once in every year. (b) Upon written request, a grievor shall be permitted to review their his Human Resources file in the event of a difference or grievance. They An Employee shall be given a copy of any documents in such file pertinent to the difference or grievance. He may request a representative of the Union to be present at such time. (c) Upon written request, an Employee shall be given a copy of any documents a document in such his Human Resources file pertinent pertaining to the a difference or a grievance. (d) Employees may be charged a fee for copies where there is more than one request in a twelve (12) month period. 9.04 11.04 Any Employee who is to be disciplined, apart from discipline of a minor nature which does not become a part of the Employee's Human Resources file, shall be entitled to have a Union Xxxxxxx present at the meetinginterview. Where circumstances permit, the The Employer shall schedule a disciplinary meeting with endeavor to provide the Employee by giving reasonable advance notice which shall not be less than with twenty-four (24) hours notice of the disciplinary interview, in order to arrange the attendance of a Union Xxxxxxx. The Union may request an extension of twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx or Union Representative, such request shall not be unreasonably denied. During such a meetingan interview, the Union Xxxxxxx shall not become involved in discussions other than to advise the Employee of their his rights or recommend a course of action to the Employeehim. The right of the Employer to: (a) interview third parties, or (b) take action required to maintain order and protection of property; shall not be restricted. It is the sole responsibility of the Employee and the Union to arrange the attendance of such Union Xxxxxxx. When it becomes necessary for a Union Xxxxxxx to leave their his job for this purpose, the Xxxxxxx will give their his Supervisor as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union Xxxxxxx to leave their his job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon approval of the Department Head or authorized alternate, which approval shall not be unreasonably withheld. 11.05 An Employee absent for three (3) consecutive working days without good and proper reason will be considered to have terminated his employment with the Employer. 11.06 Except for the dismissal of a probationary Employee, there shall be no dismissal or discipline except for just cause.

DISCIPLINE, DISMISSAL AND TERMINATION. 9.01 Disciplinary When the Employer takes disciplinary action by the Employer, including written reprimand, suspension or dismissal, will be taken within fifteen (15) days (excluding Saturday, Sundays and Named Holidays) against an Employee apart from discipline of a minor nature which does not become part of the date Employee’s Human Resources file, that Employee shall be informed in writing as soon as reasonably possible to the Employer first became aware of, or reasonably should have become aware reason(s) for such action. Local Conditions (University of the occurrence of the act. The Employer will provide a copy of written Alberta Hospital) An Employee who has been subject to disciplinary action (including written reprimand, suspension or dismissal) to the Union within five (5) days (excluding Saturday, Sundays and Named Holidays) of the discipline. An Employer request to extend these time lines, in order to complete a proper investigation, shall be by mutual consent in writing by the Parties. 9.02 After may after eighteen (18) months of continuous service from the date the disciplinary measure was invoked, an request in writing that his Employee’s official Human Resources file will be deemed cleared of any record of the disciplinary action, . Such request will be granted providing the Employee's ’s Human Resources file does not contain any further record of disciplinary action, during that eighteen month period of which the Employee is aware. The Employer will confirm in writing to an Employee eligible to have his record cleared, that such action has been effected. Local Conditions (18Glenrose Rehabilitation Hospital) month An Employee who has been subject to disciplinary action may after two years of continuous service from the date the disciplinary measure was invoked, request in writing that his official Human Resources file be cleared of any record of the disciplinary action. Such request will be granted providing the Employee’s file does not contain any further record of disciplinary action, during that two year period, of which the Employee is aware. (a) . The Employer will confirm in writing to an Employee eligible to have his record cleared, that such action has been effected. The Employer agrees that access to an Employee's ’s Human Resources file shall be provided to the Employee, upon written request, once in every year. (b) . Upon written request, a grievor shall be permitted to review their his Human Resources file in the event of a difference or grievance. They may request a representative of the Union to be present at such time. (c) Upon written request, an An Employee shall be given a copy of any documents in such file pertinent to the difference or grievance. (d) . He may request a representative of the Union to be present at such time. Employees may requesting a copy of a document in his Human Resources file pertaining to a difference or a grievance, shall be charged given such copy provided that he first pays to the Employer a fee for copies where there is more than one request in to cover the cost of providing such a twelve (12) month period. 9.04 copy. The amount of such fee shall be determined by the Employer. Any Employee who is to be disciplined, apart from discipline of a minor nature which does not become a part of the Employee's ’s Human Resources file, shall be entitled to have a Union Xxxxxxx present at the meeting. Where circumstances permit, the Employer shall schedule a disciplinary meeting with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx. The Union may request an extension of twenty-four (24) hours in order to arrange the attendance of a Union Xxxxxxx or Union Representative, such request shall not be unreasonably deniedinterview. During such a meetingan interview, the Union Xxxxxxx shall not become involved in discussions other than to advise the Employee of their his rights or recommend a course of action to the Employeehim. The right of the Employer to: (a) : interview third parties, or (b) or take action required to maintain order and protection of property; shall not be restricted. It is the sole responsibility of the Employee and the Union to arrange the attendance of such Union Xxxxxxx. If an Employee requests, he will be allowed a reasonable period of time to arrange the attendance of a Union Xxxxxxx. When it becomes necessary for a Union Xxxxxxx to leave their his job for this purpose, the Xxxxxxx will give their his Supervisor as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union Xxxxxxx to leave their his job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon approval of the Department Head or authorized alternate, which approval shall not be unreasonably withheld. An Employee absent for three consecutive working days without good and proper reason will be considered to have terminated his employment with the Employer. Except for the dismissal of a probationary Employee, there shall be no dismissal or discipline except for just cause.