Common use of DISCIPLINE, SUSPENSION AND DISCHARGE Clause in Contracts

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 17.01 The Employer shall not discipline, suspend, suspend or discharge an Employee without just and sufficient cause. 15.02 17.02 The Employer and the Union recognize the principle of progressive disciplinediscipline by adopting the procedures set forth below. 15.03 17.03 When an Employee is to be disciplined (e.g., i.e. documented oral verbal warning, written warning, suspension, suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor Xxxx specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting 24 hours notice and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on A copy of any disciplinary letter shall be provided to the Union within three (3) Business Days of such a meeting. 15.04 17.04 A documented oral verbal warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty duty, position abandonment, or gross misconduct, and an Employee shall be given a set and reasonable time period in which to demonstrate the required sustained improvement in the area of concern. 15.05 Where 17.05 In cases involving alleged serious insubordination or the perception of a continuing threat to the safety of a person or property, the Xxxx of the Faculty in which the Employee works may suspend an Employee with pay during the period that the Employer investigates the alleged action or behaviour prior to holding a meeting under Article 17.03. This step is precautionary and not itself considered to be disciplinary. The Employee will receive a letter advising of the matter being investigated, any restrictions placed on his/her access to individuals or to the University campus, and advising of the right to consult with a representative of the Union. The Union shall also be provided with a copy of this letter. In these circumstances, the Employer will proceed as expeditiously as possible with a view to minimizing the period of time of the suspension. The precautionary suspension shall continue only until the Xxxx has returned his/her decision following the meeting held under Article 17.03. 17.06 Employees shall be given an opportunity to acknowledge that he/she has received a disciplinary letter, letter by signing the copy to be filed. The Employee may attach comments to the letter and the comments will be placed in their personnel fileletter. (a) A 17.07 It is agreed that a disciplinary warning letter within an Employee’s personnel employment file shall be deemed null and void and removed from the file after a twenty-the completion of twenty four (24) month period months of employment, excluding the Term in which the disciplinary letter was issued, from the date of the letter, letter and provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 11:01 The Employer University shall not discipline, suspend, or discharge an Employee without employee only with just cause. 15.02 . The Employer University and the Union recognize agree that the standard of just cause shall include, but not be limited to, job capabilities (which include familiarity with course materials), skill, and work efficiency/productivity. 11:02 The University recognizes, except in the case of gross misconduct, the principle of progressive disciplinediscipline and shall utilize such an approach when addressing issues requiring a disciplinary response. It is acknowledged that disciplinary action with respect to employment matters may be subject to challenge through the grievance procedure. 15.03 11:03 The University shall, in the process of progressive discipline, use verbal and/or written warnings. In such cases, the employee shall be explicitly informed that it is a verbal or written warning. 11:04 A written disciplinary warning shall precede more serious disciplinary action (i.e., suspension or discharge), except in the case of gross misconduct. The written discipline warning shall include a description of the improvement required and identify a reasonable time period in which the employee must demonstrate the required sustained improvement in the area of concern. 11:05 When an Employee employee is to be disciplined (e.g.i.e., documented oral verbal warning, written warning, suspension, or discharge), such discipline the Employer will notify the Union within thirty (30) calendar days of becoming aware of the incident. A meeting shall only be imposed at a meeting with convened and the Employment Supervisor specifically convened for this purpose. Employees employee will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from hours’ notice of such meeting and, at that time, will be notified of their entitlement to be accompanied to such meeting by a Union representative, if the date employee so chooses. A copy of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a any disciplinary letter shall be removed from provided to the Employee’s personnel file at their requestUnion within seven (7) days of such meeting. 11:06 It is agreed that disciplinary/warning letters shall be retained on file for twenty-four (c24) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct months or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) completion of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspensionemployee’s degree program, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary actionwhichever occurs first.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌11.01 When the Employer or its designee finds it necessary to censure or express dissatisfaction with an Employee’s work, attitude, performance or conduct, which may lead to further disciplinary measures, the following procedures will apply: 15.01 a) There will be a full discussion between the Employee and their immediate supervisor. The Employee will have a predetermined date by which to correct the reason for censure or expression of dissatisfaction. b) Within five (5) working days of this discussion the Employer shall provide the employee, in writing with a copy to the Union, a letter outlining the reasons for this censure or dissatisfaction, and the corrective measures required, and what disciplinary measures may follow if the corrective action is not taken. c) This Article shall be applicable to any complaint or accusation, which may be detrimental to an Employee’s advancement or standing with the Employer. The Employee’s reply to such complaint, accusation or expression of dissatisfaction shall become part of their personnel record. The personnel record of an Employee shall not be used against them in the following instances: i) When eighteen (18) months have elapsed since a suspension, provided that there has been no recurrence of a similar and/or other infraction. ii) When eighteen (18) months have elapsed since the issuance of a letter of reprimand, provided that there has been no recurrence of a similar and/or other infraction. d) The Employee shall have the right to view their personnel record at any time during normal office hours. The Employee shall have the right to make copies of any material contained in their personnel record, in the presence of the General Manager or their designee. At no time shall the Employee’s personnel record or the original contents leave the security of the Employer's offices. 11.02 Where the Employer believes that there is a reasonable or just cause to discipline, suspend, or discharge an Employee without just causefor reasons other than addressed in Article 11.01, these other reasons shall include but not be limited to theft, fraud, or other criminal activities, imbibing or being under the influence of alcohol or illicit drugs while on duty, continual shortages of cash or materials in the Employee’s control, failure to inform supervisor of non-attendance, and insubordination. The Employer has the right to immediately suspend or discharge the Employee. Whenever possible, the Employee shall be given the reason for their discipline or discharge in the presence of a Xxxxxxx and/or other officer of the Union. If neither of the concerned parties are available, a meeting will be arranged at the earliest possible time. Such Employee and Union shall be advised promptly in writing by the Employer of the reason for such discharge or suspension. The Union has the right to investigate and/or grieve the decision as set forth in Articles 9, 10 and 11. 15.02 The Employer and 11.03 An Employee considered by the Union recognize to be wrongfully or unjustly discharged or suspended shall be entitled to a hearing under Article 9, Grievance Procedure. Step 1 of the principle of progressive disciplineGrievance Procedure shall be omitted in such cases. 15.03 When 11.04 Should it be found upon investigation that an Employee is has been unjustly suspended or discharged, such Employee shall be immediately reinstated in their former position, without loss of seniority, and shall be compensated for all time lost in an amount equal to be disciplined (e.g., documented oral warning, written warning, their normal earnings during the pay period following such discharge or suspension, or discharge)by any other arrangement as to compensation which is just and equitable in the opinion of the parties, or in the opinion of an Arbitration Board if the matter is referred to such discipline shall only be imposed a Board. 11.05 An Employee who is absent from employment and who has not obtained the approval of an individual designated to authorize absences at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ noticetheir place of work shall, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within after three (3) Business Days consecutive working days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or dischargeunauthorized absence, except in the case of gross neglect of duty be considered to have abandoned their position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, and will be deemed to have resigned. The deemed resignation will be rescinded if the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided demonstrates that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in special circumstances beyond the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when 's control prevented the Employee registers immediately from one program at Queen’s University into another program at Queen’s Universityreporting to their designated place of work and from obtaining authorization to miss work. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given fortytwenty-eight four (4824) hours’ notice, the reason(s) for the meeting notice and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 (a) The Employer University shall not discipline, suspend, suspend or discharge an Employee employee without just cause. 15.02 (b) It is acknowledged that if a disciplinary action is challenged through the grievance procedure, the onus rests with the University to demonstrate just cause. (c) In the event that allegations which have initiated disciplinary proceedings against an employee are subsequently shown to be false or unsubstantiated, all written documentation related to such allegations shall be destroyed, and such false or unsubstantiated allegations shall not be relied upon in any future action. 9.02 The Employer and the Union recognize University recognizes the principle of progressive disciplinediscipline and shall utilize such an approach when addressing issues requiring a disciplinary response. It is acknowledged that disciplinary action with respect to employment matters may be subject to challenge through the grievance procedure. 15.03 9.03 The University shall, in the process of progressive discipline, use verbal then, if warranted, written warnings. In such cases (pursuant to 9.05 (b)), the employee shall be clearly informed that it is a verbal or written warning. The investigation of circumstances leading to a decision to take disciplinary action and the communication of such disciplinary action shall be conducted in accordance with 9.05. 9.04 A written disciplinary warning shall precede more serious disciplinary action (i.e. suspension or discharge), except in the case of gross misconduct. The written disciplinary warning shall include a description of the improvement required and identify a reasonable time period in which to demonstrate the required sustained improvement in the area of concern. (a) It is understood that no disciplinary action will be taken prior to the University investigating the circumstances leading to the decision to take such disciplinary action. The University will inform the Union, when circumstances permit and in confidence, of the nature and scope of an investigation which the University believes may lead to disciplinary action against an employee. When such investigation requires meeting with the employee, the employee shall be entitled to be represented at such meeting by a Union designate. The employee shall be reminded, with reasonable notice, by the University, of this entitlement prior to the meeting. (b) When an Employee employee is to be disciplined (e.g., documented oral i.e. verbal warning, written warning, suspension, suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will The employee shall be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied represented at this such meeting by a Union representativedesignate. Such notice The employee shall be reminded, with reasonable notice, by the University, of this entitlement prior to the meeting. The Union’s copy of any written disciplinary action shall be provided to the Union at the meeting. If, after proper notification, the employee refuses, in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments right to Union representation (and the Union is therefore not present at the meeting), a copy of both the letter and the comments will written refusal shall be placed in their personnel fileprovided to the Union prior to such meeting (where possible based on the timing of notification by the employee). (a) A disciplinary letter 9.06 It is agreed that disciplinary/warning letters within an Employeeemployee’s personnel file Human Resources File shall be deemed null and void and removed from the file after a twenty-four an eight (24) 8) month period from the date of the letterissue, provided that no further discipline has been recorded within the period noted abovethat eight (8) month period. (b) Where, upon an Employee’s graduation from 9.07 Employees have the right to review their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of full and complete Human Resources File no less more than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one once (1) Business Day from per academic semester and additionally once during a grievance process. The Union, with the time of such a suspensionemployee’s written consent, also has the Employer right to review the employee’s Human Resources File. In order to do so, employees and/or the Union shall provide the Employee with a letter setting out the allegation or threat with a copy submit their request in writing to the UnionFASR. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties An appointment for this review shall take place within three (3) Business Days days of receipt of the above letter being provided. The parties request. 9.08 With respect to consideration of information for decision making, hiring decisions are made in accordance with 11.03 and disciplinary decisions are made in accordance with 9.01. 9.09 Only written employment related records, included in an employee’s Human Resources File may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take used for disciplinary actionpurposes.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 16.1 The Employer University shall not discipline, suspend, or discharge an Employee without employee for just cause. 15.02 . The Employer University and the Union recognize agree that the standard of just cause shall include, but not be limited to, job capabilities (which include knowledge with course materials), skill, and work efficiency/productivity. 16.2 Disciplinary authority (that is, the authority to institute a disciplinary inquiry and, where warranted, to apply disciplinary measures) normally shall rest with the Chair; but the Xxxx or Vice-Xxxxxxx, Faculty Affairs, may by derogation and substitution assume the disciplinary authority where the gravity of the case warrants, or where the Chair or the Xxxx refuses to institute a disciplinary inquiry in a matter which, in the opinion of the higher official, requires such action. 16.3 The University recognizes, except in the case of gross misconduct, the principle of progressive disciplinediscipline and shall utilize such an approach when addressing issues requiring a disciplinary response. 15.03 16.4 The University shall, in the process of progressive discipline, use verbal and/or written warnings. In such cases, the employee shall be explicitly informed that it is a verbal or written warning. 16.5 A written disciplinary warning shall precede more serious disciplinary action (i.e., suspension or discharge), except in the case of gross misconduct. The written discipline warning shall include a description of the improvement required and identify a reasonable time period in which the employee must demonstrate the required sustained improvement in the area of concern. 16.6 When an Employee employee is to be disciplined (e.g., documented oral warningi.e., written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor shall be convened specifically convened for this that purpose. Employees will The employee shall be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this to such meeting by a Union representative, if the employee so chooses. Such notice The employee shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days reminded, with reasonable notice, by the University, of such a this entitlement prior to the meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a 16.7 It is agreed that disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file actions shall be deemed null and void and removed from retained on the employee’s file after a for twenty-four (24) month period from the date months or completion of the letteremployee’s degree program, provided that no further discipline has been recorded within the period noted abovewhichever occurs first. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 20.01 The Employer shall not discipline, suspend, suspend or discharge an Employee a Member without just and sufficient cause. 15.02 20.02 The Employer and the Union recognize recognizes the principle of progressive discipline. The Employer also recognizes that an oral reprimand or a written warning should precede suspension or discharge, except in the case of gross neglect of duty, position abandonment, or gross misconduct, and that an Employee shall be given a set and reasonable time period in which to demonstrate the required sustained improvement in the area of concern. 15.03 20.03 Ongoing coaching and clarification of expectations, duties, and responsibilities of an Employee will not be deemed disciplinary under this article. 20.04 When the University deems it necessary to discipline or discharge an employee, the employee will have the right to union representation at the disciplinary meeting. 20.05 When an Employee is to be disciplined (e.g., documented i.e. oral warning, reprimand or written warning, suspension, suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor Unit Head, or designate, specifically convened for this purpose. When possible, Employees and the Union Local will be given forty-eight three (483) hoursdays’ noticenotice of any disciplinary meeting or investigative meeting that has a prospect of becoming disciplinary. Such notice shall be in writing, shall contain the reason(s) for allegations giving rise to the meeting meeting, and will be advised shall advise Employees that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall Employees are entitled to be in writingheard at such meetings. The Union shall be copied on A copy of any disciplinary letter shall be provided to the Employee and the Union within three (3) Business Days days of such a meeting. 15.04 A documented oral warning or . The Employee may submit a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a response to any disciplinary letter, and the Employee may attach comments Employee’s response shall be appended to the letter and the comments will be placed in their personnel fileletter. (a) A 20.06 It is agreed that any disciplinary letter action not involving violence or harassment within an Employeea Member’s personnel file Personnel File shall be deemed null and void and removed from after the file after a twenty-four completion of two (242) month period subsequent terms of employment from the date of the letter, letter and provided that no further discipline has been recorded within the period noted above. (b. Such letter(s) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file by the Employer at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) end of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary actionperiod noted above.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 (a) The Employer University shall not discipline, suspend, suspend or discharge dis- charge an Employee employee without just cause. 15.02 (b) It is acknowledged that in the event that a disci- plinary action is challenged through the griev- ance procedure, the onus rests with the University to demonstrate just cause. 9.02 The Employer and the Union recognize University recognizes the principle of pro- gressive discipline and shall utilize such an approach when addressing issues requiring a disciplinary response. It is acknowledged that disciplinary action with respect to employment matters may be subject to challenge through the grievance procedure. 9.03 The University shall, in the process of progressive discipline, use verbal and/or written warnings. In such cases, the employee shall be clearly informed that it is a verbal or written warning. 15.03 When an Employee is to be disciplined 9.04 A written disciplinary warning shall precede more serious disciplinary action (e.g., documented oral warning, written warning, suspension, i.e. suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect misconduct. The written dis- ciplinary warning shall include a description of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received the improvement required and identify a disciplinary letter, reasonable time period in which to demonstrate the Employee may attach comments to required sustained improvement in the letter and the comments will be placed in their personnel filearea of concern. (a) It is understood that normally no disciplinary action will be taken prior to the University inves- tigating the circumstances leading to the decision to take such disciplinary action. When such inves- tigation requires meeting with the employee, the employee shall be entitled to be accompanied to such meeting by a Union Xxxxxxx and/or Union designate. The employee shall be reminded, with reasonable notice, by the University, of this enti- tlement prior to the meeting. (b) When an employee is to be disciplined (i.e. ver- bal warning, written warning, suspension or dis- charge), such discipline shall be imposed at a meeting specifically convened for this purpose. The employee shall be entitled to be accompanied to such meeting by a Union Xxxxxxx and/or Union designate, if the employee so chooses. The employee shall be reminded, with reasonable notice, by the University, of this entitlement prior to the meeting. A copy of any disciplinary letter shall be provided to the Union within an Employee’s personnel three (3) days of such meeting. 9.06 It is agreed that disciplinary/warning letters within employees’ Human Resource file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided employment pro- vided that no further discipline has been recorded within the that twenty-four (24) month period noted aboveof employment. (b) Where, upon an Employee’s graduation from 9.07 Employees have the right to review their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel full and complete Human Resources file for a period of no less more than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one once (1) Business Day from per academic semester. The Union, with the time of such a suspensionemployee’s written consent, also has the Employer right to review the employee’s Human Resources file. In order to do so, employees and/or the Union shall provide submit their request in writing to the Employee with a letter setting out the allegation or threat with a copy to the UnionRelations Section of Human Resources. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties An appointment for this review shall take place within three (3) Business Days days of receipt of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome request. 9.08 With respect to consideration of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigationinformation for decision making, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there hiring decisions are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation made in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.accordance

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 (a) The Employer University shall not discipline, suspend, suspend or discharge an Employee employee without just cause. 15.02 (b) It is acknowledged that if a disciplinary action is challenged through the grievance proce- dure, the onus rests with the University to demonstrate just cause. (c) In the event that allegations which have initi- ated disciplinary proceedings against an employee are subsequently shown to be false or unsubstantiated, all written documenta- tion related to such allegations shall be destroyed, and such false or unsubstantiated allegations shall not be relied upon in any future action. (d) The Employer University and the Union recognize agree that there shall be a lesser standard of just cause for probationary employees, and the xxxx- dard shall include, but not be limited to, job capabilities (which includes familiarity with course materials), skill and work efficiency/ productivity. 9.02 The University recognizes the principle of progressive disciplinediscipline and shall utilize such an approach when addressing issues requiring a dis- ciplinary response. It is acknowledged that discipli- nary action with respect to employment matters may be subject to challenge through the grievance procedure. 15.03 9.03 The University shall, in the process of pro- gressive discipline, normally use verbal then, if war- ranted, written warnings. In such cases, the employ- ee shall be clearly informed that it is a verbal or writ- ten warning. The investigation of circumstances leading to a decision to take disciplinary action and the communication of such disciplinary action shall be conducted in accordance with 9.05. 9.04 A written disciplinary warning shall precede more serious disciplinary action (i.e. suspension or dis- charge), except in the case of gross misconduct. The written disciplinary warning shall include a description of the improvement required and identify a reasonable time period in which to demonstrate the required sus- tained improvement in the area of concern. (a) It is understood that no disciplinary action will be taken prior to the University investigating the circumstances leading to the decision to take such disciplinary action. When such investiga- tion requires meeting with the employee, the employee shall be entitled to be represented at such meeting by a Union Xxxxxxx and/or Union designate. The employee shall be reminded, with reasonable notice, by the Uni- versity, of this entitlement prior to the meeting. (b) When an Employee employee is to be disciplined (e.g., documented oral i.e. verbal warning, written warning, suspension, suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will The employee shall be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled enti- tled to be accompanied represented at this such meeting by a Union representativeXxxxxxx and/or Union designate. Such notice The employee shall be in writingreminded, with reasonable notice, by the University, of this entitlement prior to the meeting. The Union Union’s copy of any written disciplinary action shall be copied on any disciplinary provid- ed to the Union at the meeting. If, after prop- er notification, the employee refuses, in writ- ing, the right to Union representation (and the Union is therefore not present at the meet- ing), a copy of both the letter and the written refusal shall be provided to the Union within three (3) Business Days days of such a meeting. 15.04 A documented oral 9.06 It is agreed that disciplinary/warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter letters within an Employeeemployee’s personnel Human Resource file shall be deemed null and void and removed from the file after a twenty-four an eight (24) 8) month period from the date of the letterissue, provided that no further discipline has been recorded within the period noted abovethat eight (8) month period. (b) Where, upon an Employee’s graduation from 9.07 Employees have the right to review their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel full and complete Human Resources file for a period of no less more than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one once (1) Business Day from per academic semester. The Union, with the time of such a suspensionemployee’s written consent, also has the Employer right to review the employee’s Human Resources file. In order to do so, employees and/or the Union shall provide submit their request in writing to the Employee with a letter setting out the allegation or threat with a copy to the UnionRela- tions section of Human Resources. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties An appointment for this review shall take place within three (3) Business Days days of receipt of the above letter being provided. The parties request. 9.08 With respect to consideration of information for decision making, hiring decisions are made in accordance with Clause 11.06 and disciplinary deci- sions are made in accordance with Clause 9.01. 9.09 Only written employment related records, included in an employee’s Human Resource File may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take used for disciplinary actionpurposes.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer 10.1 No Employee shall not discipline, suspend, be disciplined or discharge an Employee without discharged except for just cause. Notice of discharge shall be consistent with the provisions of Article 10.8. 15.02 The Employer and the 10.2 A Union recognize the principle of progressive discipline. 15.03 When an Employee is to representative must be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed present at a meeting with management where the Employment Supervisor specifically convened for this purposeEmployer expects to be seeking information from the Employee that could lead to disciplinary action against the Employee. Employees will be given forty-eight (48) hours’ notice, the reason(s) Arrangements for the meeting and will be advised that they are entitled to be accompanied at this meeting by attendance of a Union representative. Such notice representative at such meetings shall be made in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meetingaccordance with Article 7.3. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where 10.3 When an Employee has received a disciplinary letterbeen disciplined or discharged, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from notified in writing stating the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties reasons thereof within three (3) Business Days of the above letter being provideddiscipline or discharge. The parties A copy of the disciplinary action will be forwarded to the President of the Local and to the NSGEU Employee Relations Officer. 10.4 Where an Employee alleges that they have been suspended or discharged in violation of Article10.1, a grievance may delay this meeting be filed at Step Two of the grievance procedure. 10.5 Where it is determined that an Employee has been disciplined or discharged without just cause, all records held by written agreement pending Human Resources and the outcome of an investigationEmployee's department dealing with such discipline or discharge shall be removed from the files. The Employer will complete destroy such records provided twenty-four (24) months has elapsed since the investigation discipline or discharge. References if any, to such discipline or discharge on documents required for bona fide administrative purposes shall not be released to unauthorized persons and inform under no circumstances shall be used to the disadvantage of the Employee concerned. 10.6 There shall be an official personnel file maintained in Human Resources. An Employee may have access to their personnel file in the presence of the results Director, Human Resources or appointed designate. The Union may be provided with a copy of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the an Employee’s personnel filefile provided written authorization has been given by the Employee. Where Managers or Supervisors reserve the allegations are founded, right to maintain a working file on each Employee within their area of responsibility. 10.7 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document not in the Employer may take official personnel file of an Employee at the time of filing. 10.8 (a) Written discipline or performance related concerns placed in an Employee’s official personnel file will not be valid after (12) months have elapsed since the disciplinary actionaction was taken provided that no further disciplinary action has been recorded during this period.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 11.01 The Employer shall not discipline, suspend, suspend or discharge an Employee employee without just and sufficient cause. 15.02 11.02 The Employer and the Union recognize recognizes the principle of progressive disciplinediscipline by adopting the procedures set forth below. 15.03 11.03 When an Employee employee is to be disciplined (e.g., documented i.e. oral warning, reprimand or written warning, suspension, suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor person designated by the Department, School or Faculty specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting 24 hours notice and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on A copy of any disciplinary letter shall be provided to the Union within three (3) Business Days of such a meeting.three 15.04 A documented 11.04 The Employer recognizes that an oral warning reprimand or a written warning shall normally should precede imposition of a suspension or discharge, except in the case of gross neglect of duty duty, position abandonment, or gross misconduct, and that an employee shall be given a set and reasonable time period in which to demonstrate the required sustained improvement in the area of concern. 15.05 Where an Employee has received 11.05 It is agreed that a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary warning letter within an Employeeemployee’s personnel GTAship employment file shall be deemed null and void and removed from after the file after completion of two (2) terms of employment or a twenty-four twelve (2412) month period from the date of the letter, letter and provided that no further discipline has been recorded within the period noted above. (b. Such letter(s) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at the request of the employee. If the employee does not have any further GTA appointments during their requestprogram the letter will be automatically removed from their file at the completion of their degree. (c) Article 15.06 (b) does not apply when 11.06 Employees have the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 right to review their GTAship employment file no more than once yearly. In cases involving allegations of serious misconduct or a threat order to do so, employees are to submit their request in writing to the safety of a person designated by the Department, School or property, as a precautionary measure, Faculty. An appointment to review the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting file will be scheduled between the parties arranged within three five (35) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar working days of the commencement receipt of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary actionrequest.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given fortytwenty-four (24)forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given fortytwenty-eight four (4824) hours’ notice, the reason(s) for the meeting notice and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their her/histheir graduate program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their her/histheir request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one graduate program at Queen’s University into another graduate program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their her/histheir right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 The Employer 10.1 No Employee shall not discipline, suspend, be disciplined or discharge an Employee without discharged except for just cause. Notice of discharge shall be consistent with the provisions of Article 10.8. 15.02 The Employer and the 10.2 A Union recognize the principle of progressive discipline. 15.03 When an Employee is to representative must be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed present at a meeting with management where the Employment Supervisor specifically convened for this purposeEmployer expects to be seeking information from the Employee that could lead to disciplinary action against the Employee. Employees will be given forty-eight (48) hours’ notice, the reason(s) Arrangements for the meeting and will be advised that they are entitled to be accompanied at this meeting by attendance of a Union representative. Such notice representative at such meetings shall be made in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meetingaccordance with Article 7.3. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where 10.3 When an Employee has received a disciplinary letterbeen disciplined or discharged, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from notified in writing stating the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties reasons thereof within three (3) Business Days of the above letter being provideddiscipline or discharge. The parties A copy of the disciplinary action will be forwarded to the President of the Local and to the NSGEU Employee Relations Officer. 10.4 Where an Employee alleges that they have been suspended or discharged in violation of Article 10.1, a grievance may delay this meeting be filed at Step Two of the grievance procedure. 10.5 Where it is determined that an Employee has been disciplined or discharged without just cause, all records held by written agreement pending People and Culture and the outcome of an investigationEmployee’s department dealing with such discipline or discharge shall be removed from the files. The Employer will complete destroy such records provided twenty-four (24) months has elapsed since the investigation discipline or discharge. References if any, to such discipline or discharge on documents required for bona fide administrative purposes shall not be released to unauthorized persons and inform under no circumstances shall be used to the disadvantage of the Employee concerned. 10.6 There shall be an official personnel file maintained in People and Culture. An Employee may have access to their personnel file in the presence of the results Director, People and Culture or appointed designate. The Union may be provided with a copy of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the an Employee’s personnel filefile provided written authorization has been given by the Employee. Where Managers or Supervisors reserve the allegations are founded, right to maintain a working file on each Employee within their area of responsibility. 10.7 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document not in the Employer may take official personnel file of an Employee at the time of filing. 10.8 (a) Written discipline or performance related concerns placed in an Employee’s official personnel file will not be valid after twelve (12) months have elapsed since the disciplinary actionaction was taken provided that no further disciplinary action has been recorded during this period.

DISCIPLINE, SUSPENSION AND DISCHARGE. ‌ 15.01 17.01 The Employer shall not discipline, suspend, suspend or discharge an Employee without just and sufficient cause. 15.02 17.02 The Employer and the Union Parties recognize the principle of progressive disciplinediscipline by adopting the procedures set forth below. 15.03 17.03 When an Employee is to be disciplined (e.g., i.e. documented oral verbal warning, written warning, suspension, suspension or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor Xxxx specifically convened for this purpose. Employees will shall be given forty-eight (48) hours’ notice, the reason(s) for the meeting notice and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on A copy of any disciplinary letter shall be provided to the Union within three (3) Business Days of such a meeting. A copy of the discipline shall be placed in the employee’s employment file. 15.04 17.04 A documented oral verbal warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty duty, position abandonment, or gross misconduct, and an Employee shall be given a set and reasonable time period in which to demonstrate the required sustained improvement in the area of concern. 15.05 Where 17.05 In cases involving alleged serious insubordination or the perception of a continuing threat to the safety of a person or property, the Xxxx of the Faculty in which the Employee works may suspend an Employee with pay during the period that the Employer investigates the alleged action or behaviour prior to holding a meeting under Article 17.03. This step is precautionary and not itself considered disciplinary. The Employee shall receive a letter advising of the matter being investigated, any restrictions placed on their access to individuals or to the University campus and advising of the right to consult with a representative of the Union. The Union shall also be provided with a copy of this letter. In these circumstances, the Employer shall proceed as expeditiously as possible with a view to minimizing the period of time of the suspension. The precautionary suspension shall continue only until the Xxxx has returned their decision following the meeting held under Article 17.03. 17.06 Employees shall be given an opportunity to acknowledge that they have received a disciplinary letter, letter by signing the copy to be filed. The Employee may attach comments to the letter and the comments will be placed in their personnel fileletter. (a) A 17.07 It is agreed that a disciplinary warning letter within an Employee’s personnel employment file shall be deemed null and void and removed from the file after a twenty-four the completion of twelve (2412) month period months of employment, excluding the Term in which the disciplinary letter was issued, from the date of the letter, letter and provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.