Discipline or Discharge. 501 The language below is supplemented by the provisions of the National Agreement between the parties, as long as the current National Agreement is in effect. 502 The Employer shall discipline or discharge an employee for just cause only. 503 It is the intent of the Employer to utilize progressive discipline in normal circumstances. The discipline imposed will be appropriate to the offense. Where deemed appropriate, the Employer may elect to use informal corrective action such as verbal counseling or documented counseling prior to the issuing of formal discipline. Formal discipline imposed may include written warnings, final warnings, and discharge. 504 Employees who are demoted or discharged for incompetence or minor misconduct in connection with work performance (including excessive absenteeism or excessive tardiness) shall first have had two (2) prior warnings in writing which are active pursuant to Paragraph 506 preceding the discharge for related or similar offenses with a copy sent to the Union. The employee must initial the warning notice to attest only to having received a copy of said warning notice. Warning notices shall be issued only by management personnel. 505 Employees shall have the right to have a Union representative to be present at any meeting with the Employer when such meetings are accusatory, or disciplinary in nature. 506 Employees will receive copies of all Discipline / Corrective Action placed in their personnel file. Discipline / Corrective Action for which there has been no recurrence for one (1) year shall not be used as a basis for progressive discipline in any future discipline matters. Said one (1) year period shall commence on the date the Discipline / Corrective Action was issued, and will automatically be extended by any absences of sixty (60) consecutive calendar days or more for a period of time equal to the duration of said absence. 507 To satisfy governmental record keeping requirements, copies of all Discipline / Corrective Action shall be permanently maintained in a separate file to which supervisors shall not have access. 508 Upon receipt of Discipline / Corrective Action, other than discharge, by an employee, said employee shall have fifteen (15) calendar days from receipt to file a grievance concerning the Employer's action at the Second Step. All grievances concerning discharge shall be filed within ten (10) calendar days from the date the employee is advised in writing by the Employer of said discharge. Any grievance not timely filed is deemed waived by the aggrieved party. 509 The Employer may place employees off work on an administrative leave without pay for a reasonable period of time, not to exceed ten (10) workdays in normal circumstances, to investigate charges of gross misconduct such as, but not limited to, fighting, reporting to work under the influence of drugs or alcohol, or gross negligence. In the event there is found to be insufficient cause, then the employee will be made whole as to all lost wages, benefits and seniority. 600 ARTICLE VI - SENIORITY 601 Definition of Seniority 602 Bargaining unit seniority for full- and part-time employees shall be defined as the continuous period of employment measured from the date the employee last entered the Clinical Laboratory Scientist or Medical Laboratory Technicians classification at a facility covered by this Agreement. 603 Department seniority for full- and part-time employees shall be defined as the continuous period of employment measured from the date the employee last entered the Clinical Laboratory Scientist or Medical Laboratory Technicians classification in a specified department at a facility covered by this Agreement. 604 The department subdivisions under which seniority shall apply are listed in Appendix
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Discipline or Discharge. 501 The language below is supplemented by the provisions of the National Agreement between the parties, as long as the current National Agreement is in effect. 502 The Employer shall discipline or discharge an employee for just cause only. 503 It is the intent of the Employer to utilize progressive discipline in normal circumstances. The discipline imposed will be appropriate to the offense. Where deemed appropriate, the Employer may elect to use informal corrective action such as verbal counseling or documented counseling prior to the issuing of formal discipline. Formal discipline imposed may include written warnings, final warnings, and discharge. 504 Employees who are demoted or discharged for incompetence or minor misconduct in connection with work performance (including excessive absenteeism or excessive tardiness) shall first have had two (2) prior warnings in writing which are active pursuant to Paragraph 506 preceding the discharge for related or similar offenses with a copy sent to the Union. The employee must initial the warning notice to attest only to having received a copy of said warning notice. Warning notices shall be issued only by management personnel. 505 Employees shall have the right to have a Union representative to be present at any meeting with the Employer when such meetings are accusatory, or disciplinary in nature. 506 Employees will receive copies of all Discipline / Corrective Action placed in their personnel file. Discipline / Corrective Action for which there has been no recurrence for one (1) year shall not be used as a basis for progressive discipline in any future discipline matters. Said one (1) year period shall commence on the date the Discipline / Corrective Action was issued, and will automatically be extended by any absences of sixty (60) consecutive calendar days or more for a period of time equal to the duration of said absence. 507 To satisfy governmental record keeping requirements, copies of all Discipline / Corrective Action shall be permanently maintained in a separate file to which supervisors shall not have access. 508 Upon receipt of Discipline / Corrective Action, other than discharge, by an employee, said employee shall have fifteen (15) calendar days from receipt to file a grievance concerning the Employer's action at the Second Step. All grievances concerning discharge shall be filed within ten (10) calendar days from the date the employee is advised in writing by the Employer of said discharge. Any grievance not timely filed is deemed waived by the aggrieved party. 509 The Employer may place employees off work on an administrative leave without pay for a reasonable period of time, not to exceed ten (10) workdays in normal circumstances, to investigate charges of gross misconduct such as, but not limited to, fighting, reporting to work under the influence of drugs or alcohol, or gross negligence. In the event there is found to be insufficient cause, then the employee will be made whole as to all lost wages, benefits and seniority. 600 ARTICLE VI - SENIORITY 601 Definition of Seniority 602 Bargaining unit seniority for full- and part-time employees shall be defined as the continuous period of employment measured from the date the employee last entered the Clinical Laboratory Scientist or Medical Laboratory Technicians classification at a facility covered by this Agreement. 603 Department seniority for full- and part-time employees shall be defined as the continuous period of employment measured from the date the employee last entered the Clinical Laboratory Scientist or Medical Laboratory Technicians classification in a specified department at a facility covered by this Agreement. 604 The department subdivisions under which seniority shall apply are listed in Appendix
Appears in 1 contract
Samples: Collective Bargaining Agreement
Discipline or Discharge. 501 The language below is supplemented by the provisions of the National Agreement between the parties, as long as the current National Agreement is in effect. 502 The Employer shall discipline or discharge an employee for just cause only. 503 It is the intent of the Employer to utilize progressive discipline in normal circumstances. The discipline imposed will be appropriate to the offense. Where deemed appropriate, the Employer may elect to use informal corrective action such as verbal counseling or documented counseling prior to the issuing of formal discipline. Formal discipline imposed may include written warnings, final warnings, and discharge. 504 Employees who are demoted or discharged for incompetence or minor misconduct in connection with work performance (including excessive absenteeism or excessive tardiness) shall first have had two (2) prior warnings in writing which are active pursuant to Paragraph 506 preceding the discharge for related or similar offenses with a copy sent to the Union. The employee must initial the warning notice to attest only to having received a copy of said warning notice. Warning notices shall be issued only by management personnel. 505 Employees shall have the right to have a Union representative to be present at any meeting with the Employer when such meetings are accusatory, or disciplinary in nature. 506 Employees will receive copies of all Discipline / Corrective Action placed in their personnel file. Discipline / Corrective Action for which there has been no recurrence for one (1) year shall not be used as a basis for progressive discipline in any future discipline matters. Said one (1) year period shall commence on the date the Discipline / Corrective Action was issued, and will automatically be extended by any absences of sixty (60) consecutive calendar days or more for a period of time equal to the duration of said absence. 507 To satisfy governmental record keeping requirements, copies of all Discipline / Corrective Action shall be permanently maintained in a separate file to which supervisors shall not have access. 508 Upon receipt of Discipline / Corrective Action, other than discharge, by an employee, said employee shall have fifteen (15) calendar days from receipt to file a grievance concerning the Employer's action at the Second Step. All grievances concerning discharge shall be filed within ten (10) calendar days from the date the employee is advised in writing by the Employer of said discharge. Any grievance not timely filed is deemed waived by the aggrieved party. 509 The Employer may place employees off work on an administrative leave without pay for a reasonable period of time, not to exceed ten (10) workdays in normal circumstances, to investigate charges of gross misconduct such as, but not limited to, fighting, reporting to work under the influence of drugs or alcohol, or gross negligence. In the event there is found to be insufficient cause, then the employee will be made whole as to all lost wages, benefits and seniority. 600 ARTICLE VI - SENIORITY 601 Definition of Seniority 602 Bargaining unit seniority for full- and part-time employees shall be defined as the continuous period of employment measured from the date the employee last entered the Clinical Laboratory Scientist or Medical Laboratory Technicians classification at a facility covered by this Agreement. 603 Department seniority for full- and part-time employees shall be defined as the continuous period of employment measured from the date the employee last entered the Clinical Laboratory Scientist or Medical Laboratory Technicians classification in a specified department at a facility covered by this Agreement. 604 The department subdivisions under which seniority shall apply are listed in AppendixAppendix E. For good and sufficient reason, the Employer may modify the department designations. Written notice shall be provided to the Union at least sixty (60) calendar days prior to the implementation of such modification. Upon notification, the Union may request to meet and confer in an attempt to reach agreement on the proposed changes. Failing agreement, the Employer may implement the modifications. The Union shall have the right to challenge the modification through the grievance procedure. 605 If in any provision throughout this Agreement the measure of service to be used is not expressly stated, the measure shall be bargaining unit service. 606 The foregoing shall apply equally to part-time employees except that their seniority shall be determined based on their straight-time hours compensated, not to exceed eighty (80) hours in a pay period. One (1) month of seniority shall be granted for each one hundred and seventy-three and one third (173.33) hours worked. 607 A full-time employee is one who works forty (40) hours or more per week. 608 A part-time employee is one who works less than forty (40) hours per week, but may be assigned to full-time work to fill a temporary vacancy caused by vacation, illness, injury or leave of absence. 609 A Per Diem employee is one who works on an intermittent basis and is not normally scheduled for any particular hours per day or per week. A Per Diem employee will not be assigned work until all part-time employees assigned to the department have been offered, or permitted to decline, all hours available to them at straight time pay. 610 Per Diem employees shall accumulate seniority on the same basis as part-time employees. 611 Per Diem employees, and the rights and benefits of employees assigned as Per Diems, are further described in Appendix C. 612 Service Credit
Appears in 1 contract
Samples: Alliance National Agreement
