Common use of DISCIPLINE OF PERMANENT EMPLOYEES Clause in Contracts

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. 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. The Employer shall make provisions for the health and safety of its employees, during working hours, in accordance with the Occupational Health and Safety Act. The Employer will continue to work jointly with the Union with respect to Health and Safety and will ensure that all employees are adequately trained with respect to Health and Safety within the stores and their Departments. Such training instruction will be on Company time. The Employer agrees to continue its practice of having Health and Committees in each location and all members of such Committees will cooperate in ensuring any and all safety regulations and required work practices are followed. The Union agrees to cooperate with the Employer in maintaining and safe working conditions and practices, in improving the cleanliness and good housekeeping of the store and in caring for equipment and machinery. Employees other than meat cutters will not use power tools, saws, cleavers, or engage any production work with except other employees may use meat slicers, grinders and The Company will canvass current Meat Wrappers who may wish to train on grinders, and slicers. In addition to the regular Health and Safety Committees, an Executive Health and Safety Committee will be formed or representatives will join existing Committees for other stores.

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 oftime 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. 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 5.05 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. 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) discharge 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. The Employer make provisions for the health and safety of its employees, during hours, accordance with the OccupationalHealth and Safety Act. The Employer will continue to work jointly with the Union with respect to Health and Safety and will ensure that all employees are adequatelytrained with respect to Health and Safetywithin the stores and their Departments. Such training and/or instruction will be on Company time. The Employer agrees to continue its practice of having Health and Safety Committees in each location and all members of such Committees will cooperate in ensuring any and all safety regulations and required work practices are followed. The Union agrees to cooperate with the Employer in maintaining and improving safe conditions and practices, in improvingthe cleanliness and good housekeeping ofthe store and in caring for equipment and machinery. Employees other than meat cutters will not use power tools, saws, cleavers, or engage in any production work with except other employees may use meat slicers, grinders and The Company will canvass current Meat Wrappers who may wish to train on grinders, and slicers.

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 ’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. 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 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.