DISCIPLINE PROCEDURES. The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request. 13.02.1 The President or the Vice-President (Academic and Research) shall initiate the procedure by notifying the Employee in writing with a copy to the Union to meet to discuss the matter. The letter shall provide to the Employee the facts upon which the Employer will rely in any possible subsequent disciplinary action. The President or Vice-President (Academic and Research) and the Employee may each have an advisor present, and the Union shall send a representative. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned. 13.02.2 If no satisfactory solution is reached at the meeting provided for in Article 13.02.1, within ten (10) Days the President or the Vice-President (Academic and Research) shall notify the Employee and the Union in writing of the disciplinary action taken and the reasons for that action. In the case of suspension with pay or suspension without pay the letter shall specify the starting date of the suspension and the length of the suspension. 13.02.3 The only disciplinary measures that may be imposed are: a) a letter of warning b) a letter of reprimand c) suspension with pay d) suspension without pay e) dismissal for cause 13.02.4 Suspension is an action by the Employer to relieve an Employee of all University duties for cause without his or her consent. Only the President of the University may suspend or dismiss an Employee. 13.02.5 Dismissal is an action by the Employer to terminate an appointment without the consent of the Employee, before the end of the appointment period, and shall be only for just and sufficient cause. With the exception of terminations under Article 14 (Financial Exigency), the unilateral termination by the Employer of a probationary or limited-term appointment during the course of its term, and the termination of a tenured appointment constitute dismissal. 13.02.5.1 If the Employee's whereabouts are unknown to the Employer and the Union, the meeting described in Article 13.02.1 above shall be dispensed with and the President may immediately give notice of dismissal by registered mail addressed to the Employee at his or her last known address. A copy of the notice of dismissal will be sent to the Union. 13.02.5.2 If the Employee wishes to contest his or her dismissal, he or she shall, within thirty (30) calendar days of receiving written notice of dismissal (or, in the case of the Employee being notified by registered mail as provided for in Article 13.02.5.1, within thirty
Appears in 5 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
DISCIPLINE PROCEDURES. The discipline procedure may be initiated only within twenty (20) Days working days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Daysworking days. The Union shall not unreasonably reject the Employer’s request.
13.02.1 10.02.1 The President or the Vice-President (Academic and Research) shall initiate the procedure by notifying the Employee in writing with a copy to the Union to meet to discuss the matter. The letter shall provide to the Employee the facts upon which the Employer will rely in any possible subsequent disciplinary action. The President or Vice-Vice- President (Academic and Research) and the Employee may each have an advisor present, and the Union shall send a representative. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned.
13.02.2 10.02.2 If no satisfactory solution is reached at the meeting provided for in Article 13.02.110.02.1, within ten (10) Days working days the President or the Vice-President (Academic and Research) shall notify the Employee and the Union in writing of the disciplinary action taken and the reasons for that action. In the case of suspension with pay or suspension without pay the letter shall specify the starting date of the suspension and the length of the suspension.
13.02.3 10.02.3 The only disciplinary measures that may be imposed are:
a) a letter of warning
b) a letter of reprimand
c) suspension with pay d) suspension without pay e) dismissal for cause
13.02.4 10.02.4 Suspension is an action by the Employer to relieve an Employee of all University duties for cause without her or his or her consent. Only the President of the University may suspend or dismiss an Employee.
13.02.5 10.02.5 Dismissal is an action by the Employer to terminate an appointment without the consent of the Employee, before the end of the appointment period, and shall be only for just and sufficient cause. With the exception of terminations under Article 14 (Financial Exigency), the unilateral termination by the Employer of a probationary or limited-term appointment during the course of its term, and the termination of a tenured appointment constitute dismissal.
13.02.5.1 10.02.5.1 If the Employee's whereabouts are unknown to the Employer and the Union, the meeting described in Article 13.02.1 10.02.1 above shall be dispensed with and the President may immediately give notice of dismissal by registered mail addressed to the Employee at her or his or her last known address. A copy of the notice of dismissal will be sent to the Union.
13.02.5.2 10.02.5.2 If the Employee wishes to contest her or his or her dismissal, she or he or she shall, within thirty (30) calendar days of receiving written notice of dismissal (or, in the case of the Employee being notified by registered mail as provided for in Article 13.02.5.110.02.5.1, within thirty
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
DISCIPLINE PROCEDURES. The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.
13.02.1 10.02.1 The President or the Vice-President (Academic and Research) shall initiate the procedure by notifying the Employee in writing with a copy to the Union to meet to discuss the matter. The letter shall provide to the Employee the facts upon which the Employer will rely in any possible subsequent disciplinary action. The President or Vice-President (Academic and Research) and the Employee may each have an advisor present, and the Union shall send a representative. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned.
13.02.2 10.02.2 If no satisfactory solution is reached at the meeting provided for in Article 13.02.110.02.1, within ten (10) Days the President or the Vice-President (Academic and Research) shall notify the Employee and the Union in writing of the disciplinary action taken and the reasons for that action. In the case of suspension with pay or suspension without pay the letter shall specify the starting date of the suspension and the length of the suspension.
13.02.3 10.02.3 The only disciplinary measures that may be imposed are:
a) a letter of warning
b) a letter of reprimand
c) suspension with pay d) suspension without pay e) dismissal for cause
13.02.4 10.02.4 Suspension is an action by the Employer to relieve an Employee of all University duties for cause without her or his or her consent. Only the President of the University may suspend or dismiss an Employee.
13.02.5 10.02.5 Dismissal is an action by the Employer to terminate an appointment without the consent of the Employee, before the end of the appointment period, and shall be only for just and sufficient cause. With the exception of terminations under Article 14 (Financial Exigency), the unilateral termination by the Employer of a probationary or limited-term appointment during the course of its term, and the termination of a tenured appointment constitute dismissal.
13.02.5.1 10.02.5.1 If the Employee's whereabouts are unknown to the Employer and the Union, the meeting described in Article 13.02.1 10.02.1 above shall be dispensed with and the President may immediately give notice of dismissal by registered mail addressed to the Employee at her or his or her last known address. A copy of the notice of dismissal will be sent to the Union.
13.02.5.2 10.02.5.2 If the Employee wishes to contest her or his or her dismissal, she or he or she shall, within thirty (30) calendar days of receiving written notice of dismissal (or, in the case of the Employee being notified by registered mail as provided for in Article 13.02.5.110.02.5.1, within thirtythirty (30) calendar days of the registered receipt of the dismissal notice), give the Employer and the Union notice in writing that she or he requests that the dismissal be submitted to arbitration. The Union may initiate arbitration procedures in accordance with Article 11.
10.02.5.3 The Employer shall not introduce into evidence at arbitration any notices of discipline of which the Employee was not aware. Any evidence introduced at an arbitration relating to discipline shall be confined to that which is relevant to the grounds of the notice of discipline referred to in this Article.
10.02.5.4 The Union has the option of choosing expedited arbitration or regular arbitration. In the event of expedited arbitration, the Employee shall continue to receive her or his salary and other benefits up to a maximum of six (6) months or until the arbitrator renders a decision, whichever comes first. In the event of regular arbitration, the Employee shall continue her or his salary and other benefits up to a maximum of four (4) months or until the arbitrator renders a decision, whichever comes first. At the Employer’s discretion the Employee may be suspended from the performance of some or all of her or his duties.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
DISCIPLINE PROCEDURES. The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.
13.02.1 10.02.1 The President or the Vice-President (Academic and Research) shall initiate the procedure by notifying the Employee in writing with a copy to the Union to meet to discuss the matter. The letter shall provide to the Employee the facts upon which the Employer will rely in any possible subsequent disciplinary action. The President or Vice-President (Academic and Research) and the Employee may each have an advisor present, and the Union shall send a representative. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned.
13.02.2 10.02.2 If no satisfactory solution is reached at the meeting provided for in Article 13.02.110.02.1, within ten (10) Days the President or the Vice-President (Academic and Research) shall notify the Employee and the Union in writing of the disciplinary action taken and the reasons for that action. In the case of suspension with pay or suspension without pay the letter shall specify the starting date of the suspension and the length of the suspension.
13.02.3 10.02.3 The only disciplinary measures that may be imposed are:
a) a letter of warning
b) a letter of reprimand
c) suspension with pay d) suspension without pay e) dismissal for cause
13.02.4 10.02.4 Suspension is an action by the Employer to relieve an Employee of all University duties for cause without his or her their consent. Only the President of the University may suspend or dismiss an Employee.
13.02.5 10.02.5 Dismissal is an action by the Employer to terminate an appointment without the consent of the Employee, before the end of the appointment period, and shall be only for just and sufficient cause. With the exception of terminations under Article 14 (Financial Exigency), the unilateral termination by the Employer of a probationary or limited-term appointment during the course of its term, and the termination of a tenured appointment constitute dismissal.
13.02.5.1 10.02.5.1 If the Employee's whereabouts are unknown to the Employer and the Union, the meeting described in Article 13.02.1 10.02.1 above shall be dispensed with and the President may immediately give notice of dismissal by registered mail addressed to the Employee at his or her their last known address. A copy of the notice of dismissal will be sent to the Union.
13.02.5.2 10.02.5.2 If the Employee wishes to contest his or her their dismissal, he or she they shall, within thirty (30) calendar days of receiving written notice of dismissal (or, in the case of the Employee being notified by registered mail as provided for in Article 13.02.5.110.02.5.1, within thirtythirty (30) calendar days of the registered receipt of the dismissal notice), give the Employer and the Union notice in writing that they request that the dismissal be submitted to arbitration. The Union may initiate arbitration procedures in accordance with Article 11.
10.02.5.3 The Employer shall not introduce into evidence at arbitration any notices of discipline of which the Employee was not aware. Any evidence introduced at an arbitration relating to discipline shall be confined to that which is relevant to the grounds of the notice of discipline referred to in this Article.
10.02.5.4 The Union has the option of choosing expedited arbitration or regular arbitration. In the event of expedited arbitration, the Employee shall continue to receive their salary and other benefits up to a maximum of six (6) months or until the arbitrator renders a decision, whichever comes first. In the event of regular arbitration, the Employee shall continue their salary and other benefits up to a maximum of four (4) months or until the arbitrator renders a decision, whichever comes
Appears in 1 contract
Samples: Collective Agreement
