Discipline Grievance. All dismissals, suspensions and discipline will be subject to formal grievance procedure under Article 8. A copy of the written notice of dismissal, suspension or discipline shall be given to the employee within 48 hours of the time the discipline is imposed not including weekends and holidays; failure to do so shall render the discipline a nullity. A copy of the written notice of dismissal, suspension or discipline shall be forwarded to the President of the Union or his/her designate within five days of the action being taken.
Discipline Grievance. An employee having a grievance alleging improper discipline may file the grievance in accordance with Article 11:03 of the Collective Agreement within fifteen (15) days after receipt of the contact form referred to in Article 9:01.
Discipline Grievance. Discipline Grievances shall be submitted in writing by the Guild at Step 3 of the grievance process, within thirty (30) calendar days from the date of the final action by the City. Such a grievance may be general in nature and is not required to cite any contract violation other than lack of just cause; additional violations may be added pursuant to Step 4. The Guild shall forward the Step 3 grievance to the Department’s Human Resources Director and the City Director of Labor Relations, with a copy to the Chief of Police. The Director of Labor Relations (or designee) shall investigate the grievance. Either the Director of Labor Relations, or the Guild may request a meeting between the appropriate parties to discuss the facts of the grievance and such a meeting shall occur within fifteen (15) calendar days from receipt of the Step 3 grievance. The Director of Labor Relations shall thereafter make a recommendation to the Chief of Police. The Chief of Police shall, within fifteen (15) calendar days after receipt of the written grievance or the meeting between the parties, whichever is later, provide the Guild with his/her written decision on the grievance with a copy to the Director of Human Resources.
Discipline Grievance. Should the Employer discharge, suspend or discipline any nurse(s), the Employer shall advise the nurse(s) that he or she has the right to have a nurse representative present. If requested by the nurse, the notification shall be made in the presence of the nurse representative. The nurse(s) and the Association will be provided with written reasons for discharge, suspension or discipline. Should the nurse(s) or the Association wish to file a grievance against this action it shall be reduced to writing and filed within fifteen (15) working days under Step 3 of the grievance procedure.
Discipline Grievance. (a) Reason for discharge, termination or suspension shall be given in writing to the employee as well as formal warnings, with a copy to the Staff Union. Any employee(s) appearing before an Employer representative for disciplinary purposes will be accompanied by an officer of the Union.
(b) An employee has the right to file a grievance claiming unjust formal warnings, suspensions, termination or discharge. Should the employee wish to file a grievance, it shall be reduced to writing and filed within ten
Discipline Grievance. Discipline Grievances may be initiated at Step Two.
Discipline Grievance. A grievance involving discipline imposed by the Engineer may be submitted directly to Step 2 of the grievance procedure.
Discipline Grievance. (a) Reason for discharge, termination or suspension shall be given in writing to the employee as well as formal warnings, with a copy to the Staff Union. Any employee(s) appearing before an Employer representative for disciplinary purposes will be accompanied by an officer of the Union.
(b) An employee has the right to file a grievance claiming unjust formal warnings, suspensions, termination or discharge. Should the employee wish to file a grievance, it shall be reduced to writing and filed within ten (10) working days of receipt of the above to the Chief Executive Officer or designate. A meeting may be held at the request of either party.
Discipline Grievance. NES makes GP Registrars aware of all relevant policies including disciplinary and grievance policies applicable to their employment with NES. For clarity, the Training Practice has the authority to suspend a GP Registrar under the relevant disciplinary policy for the purposes of facilitating an investigation or for the protection of the GP Registrar, the patient , the Training Practice and NES. Wherever practically possible, the Training Practice should contact NES HR Directorate for advice. However if this is not practicable and immediate action is required, there should be immediate reference to the relevant NES HR contact as soon as is practically possible. The relevant NES Director of Postgraduate GP Education will be advised by the NES HR Directorate of the suspension of the GP Registrar. NES and the Training Practice have mutual responsibilities and obligations for Health & Safety under this Agreement. The employer’s duty of care will be the responsibility of NES. GP Registrars are required to undertake NES’ online H&S modules where appropriate and to familiarise themselves with the Training Practice’s Health & Safety procedures. GP Registrars have a personal duty of care in relation to all Health & Safety matters.
Discipline Grievance. Should an employee who has been discharged or suspended consider such discipline to be improper, any grievance must be processed initially at Step 2 of the Grievance Procedure within three (3) working days of such action. The Union may file the grievance on behalf of the employee so disciplined.
