DISCIPLINE OF PERMANENT EMPLOYEES. 7 Discipline, as used in this article includes, but is not limited to dismissal, demotion, 8 suspension, reduction in hours or class without the permanent employee's 9 voluntary consent. A layoff or reduction of hours, based on lack of work or lack of 10 funds, shall not be considered discipline.
DISCIPLINE OF PERMANENT EMPLOYEES. 5.01 No employee shall be discharged or disciplined without just cause. The Union agrees to cooperate in correcting inefficiencies of members which might otherwise necessitate discharge.
(i) The Employer agrees that whenever an interview is held with an employee relating to any alleged inefficiency or breach of duty which will become part of such employee's record regarding his work or conduct, a store xxxxxxx or Union representative shall be present at such interview. The xxxxxxx or representative shall leave the meeting if requested to leave by the employee.
(ii) If there is more than one (1) xxxxxxx immediately available in the store, the employee may choose which xxxxxxx will represent him.
(iii) If an interview is held without a store xxxxxxx or representative present, the disciplinary action taken will become null and void, except when the employee concerned requests the xxxxxxx or representative to leave the meeting.
5.03 The Employer agrees to furnish the shop xxxxxxx or Union representative with a copy of any official reprimand, discipline or discharge.
5.04 Should the Employer discipline, reprimand or discharge an employee, said employee will be disciplined, reprimanded or discharged within ten (10) working days of discovery of the alleged offence except that an extension of time may be requested and will not be unreasonably denied, to complete an investigation.
5.05 Disciplinary warnings and/or reprimands which predate a disciplinary action by more than twenty-four (24) continuous months of employment shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Periods of absence, for greater than one (1) continuous month or more, shall be excluded from the twenty-four (24) month period but shall not cause the twenty-four (24) month period to commence again upon return from such absence.
DISCIPLINE OF PERMANENT EMPLOYEES.
10:01 An employee who has been suspended or discharged shall be advised in writing of the reason therefor. Whether called or not, the Union Office will be advised in writing or electronic mail within two (2) working days (48 hours) of the fact of suspension or discharge and the reason therefor.
10:02 Where an employee is summoned to the supervisor’s office for an interview concerning discipline, or a meeting conducted as part of an investigation that is likely to lead to the employee’s suspension or discharge, prior to discussing the matter with the employee, the supervisor will inform the employee of their right to have their Union Xxxxxxx present. The employee may, if they so desire, request the presence of their Union Xxxxxxx to represent them during the interview. If the employee requests representation by their Union Xxxxxxx, the supervisor will send for the Union Xxxxxxx without undue delay and without further discussion of the matter with the employee concerned. The Union will make available a representative within twenty-four (24) hours to attend such a meeting before discipline is imposed. Whether called or not, the Union Office will be advised in writing or electronic mail within two (2) working days (48 hours) of the facts of the disciplinary action and the reason therefor. The Employer will endeavour to render discipline within fifteen (15) working days of the alleged misconduct or within fifteen (15) days when the Employer is made aware of such alleged offense. Any such discipline will be copied to the Union.
10:03 Any record of a disciplinary action taken by the Employer shall be removed from the employee’s record twenty-four (24) months after the date of such disciplinary action being recorded provided there has been no recurrence of a similar infraction.
DISCIPLINE OF PERMANENT EMPLOYEES. A. Grounds for discipline:
1. Discipline shall be for just cause only.
2. Specific instances of incompetency, below standard work performance, inefficiency, or continued negligence in the performance of the duties of the position.
3. Insubordination, including but not limited to refusal to do reasonably assigned work, or any other serious breach of discipline.
4. Discourteous, offensive, or abusive conduct toward other employees, pupils, or public.
5. Possession of opened alcoholic beverage containers or drinking alcoholic beverages or being intoxicated while on the job or unauthorized use of narcotics or habit forming drugs not prescribed by a licensed physician.
6. Excessive, repeated, or unexcused absence or tardiness.
7. Abuse of leave privileges.
8. Other cause deemed sufficient by the District.
DISCIPLINE OF PERMANENT EMPLOYEES. No permanent employee shall be discharged or disciplined without good and sufficient cause.
DISCIPLINE OF PERMANENT EMPLOYEES.
A. Definition Discipline, as used in this Article includes, but is not limited to dismissal, demotion, suspension, or reduction in class without the permanent employee’s voluntary consent. This Article shall not limit the District’s right to evaluate or to reprimand orally or in writing or to counsel employees. A layoff or reduction of hours, based on lack of work or lack of funds, shall not be considered discipline.
DISCIPLINE OF PERMANENT EMPLOYEES. 7.01 No permanent employee shall be discharged or disciplined without good and sufficient cause and the Company agrees to apply the principle of progressive discipline and agrees that except in cases of extreme misconduct, discipline will proceed in stages; i.e. verbal warnings, written warnings, and where appropriate suspensions and discharge.
7.02 In cases of discharge or written disciplinary action, a permanent employee will be allowed the opportunity to have a Union Xxxxxxx present or another bargaining unit member of their choice as a witness. If the meeting is held without a Union Xxxxxxx or other bargaining unit member present as a witness, any conclusions, verbal or written will be null and void except in the case where the member refuses a Union Xxxxxxx or witness to be present, or requests the Union Xxxxxxx or witness to leave the meeting.
7.03 When an employee has given six (6) months of service with no unsatisfactory documentation on file, the Company agrees to remove all prior disciplinary notices, except when the documentation refers to a suspension and such documentation shall remain on file for a period of one (1) year.
7.04 Company rules and regulations (Employee Conduct Code) shall be posted on bulletin boards; and, upon hire, new employees shall be provided with a copy of such rules and regulations.
DISCIPLINE OF PERMANENT EMPLOYEES. 5.01 No employee shall be discharged or disciplined without just cause. The Union agrees to cooperate in correcting inefficiencies of members which might otherwise necessitate discharge.
(i) The Employer agrees that whenever an interview is held with an employee relating to any alleged inefficiency or breach of duty which will become part of such employee's record regarding his work or conduct, a store xxxxxxx or Union representative shall be present at such interview. The xxxxxxx or representative shall leave the meeting if requested to leave by the employee.
(ii) If there is more than one (1) xxxxxxx immediately available in the store, the employee may choose which xxxxxxx will represent him.
(iii) If an interview is held without a store xxxxxxx or representative present, the disciplinary action taken will become null and void, except when the employee concerned requests the xxxxxxx or representative to leave the meeting.
DISCIPLINE OF PERMANENT EMPLOYEES.
A. Definition Discipline, as used in this article includes, but is not limited to dismissal, demotion, suspension, or reduction in class without the permanent employee's voluntary consent. This article shall not limit the District's right to evaluate or to reprimand orally or in writing or to counsel employees. A layoff or reduction of hours, based on lack of work or lack of funds, shall not be considered discipline.
1. Permanent/Probationary Bargaining unit employees with permanent status shall be subject to discipline only for cause pursuant to this article. The probationary period is an extension of the selection process. As such, a probationary employee may be terminated, at any time, at the sole discretion of the District.
2. Progressive Discipline In accordance with the concept of "progressive discipline," counseling and an opportunity for improvement shall typically precede disciplinary action. In particular, this concept shall not apply in cases involving gross misconduct.
DISCIPLINE OF PERMANENT EMPLOYEES. 6.01 No permanent employee shall be discharged or disciplined without good and sufficient cause.
6.02 In cases of discharge or written disciplinary action, a permanent employee will be allowed the opportunity to have a Union Xxxxxxx present as a witness. The employee may request that the Union Xxxxxxx leave the meeting.
6.03 When an employee has given eighteen (18) months of service with no unsatisfactory documentation on file, the Company agrees that it will not rely upon, use, or make reference to, any prior disciplinary notices, at any future meetings.
