Common use of Discipline Grievances Clause in Contracts

Discipline Grievances. Discipline 12.1 An employee shall not be disciplined or dismissed without having had a fair and impartial investigation and his responsibility having been established. An employee may, however, be held off for such investigation for a period not exceeding five days and when so held off shall be given one (1) day's notice in writing of the charges against him. Notwithstanding the foregoing, an Officer who may be on the ground when the cause of the investigation occurs may hold an immediate investigation. 12.2 When an investigation is to be held, the employee will be provided twenty- four (24) hours written notice of the time, place and subject matter of such hearing. He may, if he so desires, have a fellow employee and/or an accredited representative of the Union present at the hearing and shall be furnished with a copy of his own statement and, on request, copies of all evidence taken. The employee subject to the investigation will not suffer any loss in regular earnings. 12.3 All material and necessary witnesses must be notified to appear. An employee shall have the right to be present during the examination of any witness whose evidence may have a bearing on his responsibility or be accorded the right to read the evidence of such witness and offer rebuttal thereto. 12.4 A decision shall be rendered within twenty-eight days of the date that the investigation is completed -- i.e., the date that the last statement in connection with the investigation is taken except as otherwise mutually agreed. 12.5 If the final decision decrees that the charges against an employee were not sustained, the record shall be cleared of the charges; if suspended or dismissed, the employee shall be returned to his former position and paid for all time lost less any earnings derived from employment during the period so compensated. 12.6 When discipline is recorded against an employee he will be advised in writing. In the event a decision is considered unjust, appeal may be made in accordance with the grievance procedure. Where dismissal is involved, the appeal may commence at Step II of the Grievance Procedure.

Discipline Grievances. Discipline 12.1 An employee shall not be disciplined or dismissed without having had a fair and impartial investigation and his responsibility having been established. An employee may, however, be held off for such investigation for a period not exceeding five days and when so held off shall be given one (1) day's notice in writing of the charges against him. Notwithstanding the foregoing, an Officer who may be on the ground when the cause of the investigation occurs may hold an immediate investigation. 12.2 When an investigation is to be held, the employee will be provided twenty- four forty-eight (2448) hours written notice of the time, place and subject matter of such hearing. He may, if he so desires, will have a fellow employee and/or an accredited representative of the Union present at the hearing and shall be furnished with a copy of his own statement and, on request, copies of all evidence taken, which will also be supplied electronically to an accredited representative. The employee subject to the investigation will not suffer any loss in regular earnings. 12.3 All material and necessary witnesses must be notified to appear. An employee shall have the right to be present during the examination of any witness whose evidence may have a bearing on his responsibility or be accorded the right to read the evidence of such witness and offer rebuttal thereto. 12.4 A decision shall be rendered within twenty-eight days of the date that the investigation is completed -- i.e., the date that the last statement in connection with the investigation is taken except as otherwise mutually agreed. 12.5 If the final decision decrees that the charges against an employee were not sustained, the record shall be cleared of the charges; if suspended or dismissed, the employee shall be returned to his former position and paid for all time lost less any earnings derived from employment during the period so compensated. 12.6 When discipline is recorded against an employee he will be advised in writing. In the event a decision is considered unjust, appeal may be made in accordance with the grievance procedure. Where dismissal is involved, the appeal may commence at Step II of the Grievance Procedure.

Discipline Grievances. Discipline 12.1 An employee shall not be disciplined or dismissed without having had a fair and impartial investigation and his responsibility having been established. An employee may, however, be held off for such investigation for a period not exceeding five days and when so held off shall be given one (1) day's written notice in writing of the charges against him. Notwithstanding the foregoing, an Officer who may be on the ground when the cause of the investigation occurs may hold an immediate investigation. 12.2 When an investigation is to be held, the employee will be provided twenty- four forty-eight (2448) hours written notice of the time, place and subject matter of such hearing. He may, if he so desires, will have a Union designated fellow employee and/or an accredited representative of the Union present at the hearing and shall be furnished with a copy of his own statement and, on request, copies of all evidence taken, which will also be supplied electronically to an accredited representative. The employee subject to the investigation will not suffer any loss in regular earnings. A copy of the notice shall be given to the General Chairman/Senior General Chairman electronically. 12.3 All material and necessary witnesses must be notified to appear. An employee shall have the right to be present during the examination of any witness whose evidence may have a bearing on his or her responsibility or be accorded the right to read the evidence of such witness and offer rebuttal thereto. 12.4 A decision shall be rendered within twenty-eight days of the date that the investigation is completed -- i.e., the date that the last statement in connection with the investigation is taken except as otherwise mutually agreed. A copy of the decision issued will be sent to the General Chairman/Senior General Chairman electronically. 12.5 If the final decision decrees that the charges against an employee were not sustained, the record shall be cleared of the charges; if suspended or dismissed, the employee shall be returned to his former position and paid for all time lost less any earnings derived from employment during the period so compensated. 12.6 When discipline is recorded against an employee he will be advised in writingwriting with an electronic copy to the General Chairman/Senior General Chairman. In the event a decision is considered unjust, appeal may be made in accordance with the grievance procedure. Where dismissal is involved, the appeal may commence at Step II of the Grievance Procedure. Requests to commence at Step II for all other circumstances will not be unreasonably withheld.