Common use of DISCIPLINE, SUSPENSION AND DISMISSAL Clause in Contracts

DISCIPLINE, SUSPENSION AND DISMISSAL. (a) No faculty member shall be disciplined, suspended or dismissed without just and reasonable cause. The faculty member shall be given the opportunity to be represented by a Union representative at meetings under Article 17.05 and the Union shall be notified that the member has been so advised. There shall be no delay of the meeting being scheduled. (i) Prior to the imposition of a suspension or dismissal, the appropriate representative of the Employer shall meet, where possible, with the faculty member who is to be suspended or dismissed. The Employer at their meeting shall inform the faculty member of the Employer's reasons for taking such action; (ii) In the event the Employer is unable to arrange such a meeting with the faculty member, then the Employer shall instead arrange the Article 17.05(b)(i) meeting with the Vice-President - Grievances of the Union, or his/her delegate. The Union agrees to meet with the Employer within three (3) weekdays of receiving a request for such a meeting. The Union representative may bring a second Union member to the meeting; (iii) Notwithstanding Articles 17.04, 17.05(b)(i) and (b)(ii), the Employer may impose immediate disciplinary action, up to and including dismissal, where, in the view of the Employer, failure to take such action may result in damage to the Employer, other faculty members or students. (c) A faculty member shall be notified in writing of the reasons for the disciplinary action taken by the Employer. The Union shall receive a copy. This clause does not apply to verbal reprimands. (d) A faculty member may grieve discipline, suspension or dismissal through the grievance process specified in Article 17.02. (e) If a satisfactory settlement has not been reached at Article 17.02, the matter shall be dealt with be Expedited Mediation Arbitration as set forth in Article 17.06.

DISCIPLINE, SUSPENSION AND DISMISSAL. (a) No faculty member shall be disciplined, suspended a. The Board may not dismiss or dismissed without take disciplinary action save and except for just and reasonable cause. The faculty member . i. Differences respecting dismissal and disciplinary action shall be given subject to the opportunity to grievance procedure in Article A.6 (Grievance Procedure). ii. Dismissal grievances may be represented initiated at the joint committee stage of the dispute resolution process. c. Where a teacher is under investigation by a Union representative at meetings under Article 17.05 the Board for any cause, the employee and the Union shall be notified advised in writing of that fact and the member has been so advised. There nature of the allegation immediately, unless substantial grounds exist for concluding that such notification would prejudice the investigation, and in any event shall be no delay notified at the earliest reasonable time and before any action is taken by the Board, and the employee shall be advised of the meeting being scheduled. (i) Prior right to the imposition of be accompanied by a suspension or dismissal, the appropriate representative of the Employer shall meet, where possible, Union at any interview in connection with such investigation. d. Except as noted in Article C.23.3.e and unless the faculty member who is Union waives the right to be suspended or dismissed. The Employer at their meeting shall inform the faculty member of the Employer's reasons for taking such action; (ii) In the event the Employer is unable to arrange such a meeting with the faculty member, then the Employer shall instead arrange the Article 17.05(b)(i) meeting with the Vice-President - Grievances of the Union, or his/her delegate. The Union agrees to meet with the Employer within three (3) weekdays of receiving a request for such a meeting, the Board shall not suspend or dismiss any person bound by this Agreement unless it has, prior to considering such action, held a meeting of the Board with the employee entitled to be present, in respect of which: i. The employee and the Q.D.T.A. shall be given at least 72 hours' notice of the meeting, and a written statement of the grounds for the contemplated action. ii. Twenty-four hours prior to the hearing, the employee and the Q.D.T.A. shall be given all documents that will be considered at the meeting. iii. The Union representative Q.D.T.A., on behalf of the teacher, may bring file a second Union member written reply to the allegations prior to the meeting;. (iii) Notwithstanding Articles 17.04, 17.05(b)(i) and (b)(ii)iv. At such meeting, the Employer teacher may impose immediate disciplinary actionbe accompanied by a representative and/or advocate appointed by the Q.D.T.A. and they shall be entitled to hear all the evidence presented to the Board, up to receive copies of all documents placed before the Board, and including dismissal, where, in the view to present witnesses on behalf of the Employerteacher, failure and to take such action may result ask questions of clarification, of procedure and information. v. The decision of the Board shall be communicated in damage writing to the Employer, other faculty members or students. (c) A faculty member teacher and the Union and shall be notified in writing contain a full and complete statement of the reasons grounds for the disciplinary action taken by the Employer. The Union shall receive a copy. This clause does not apply to verbal reprimandsdecision. (d) A faculty member may grieve discipline, suspension or dismissal through the grievance process specified in Article 17.02. (e) If a satisfactory settlement has not been reached at Article 17.02, the matter shall be dealt with be Expedited Mediation Arbitration as set forth in Article 17.06.

DISCIPLINE, SUSPENSION AND DISMISSAL. (a) No faculty member shall be disciplined, suspended or dismissed without just and reasonable cause. The faculty member shall be given the opportunity to be represented by a Union an Association representative at meetings under Article 17.05 and the Union Faculty Association shall be notified that the member has been so advised. There shall be no delay of the meeting being scheduled. (i) Prior to the imposition of a suspension or dismissal, the appropriate representative of the Employer shall meet, where possible, with the faculty member who is to be suspended or dismissed. The Employer at their meeting shall inform the faculty member of the Employer's reasons for taking such action; (ii) In the event the Employer is unable to arrange such a meeting with the faculty member, then the Employer shall instead arrange the Article 17.05(b)(i) meeting with the Vice-President - Grievances of the UnionAssociation, or his/her delegate. The Union Association agrees to meet with the Employer within three (3) weekdays of receiving a request for such a meeting. The Union Association representative may bring a second Union Association member to the meeting; (iii) Notwithstanding Articles 17.04, 17.05(b)(i) and (b)(ii), the Employer may impose immediate disciplinary action, up to and including dismissal, where, in the view of the Employer, failure to take such action may result in damage to the Employer, other faculty members or students. (c) A faculty member shall be notified in writing of the reasons for the disciplinary action taken by the Employer. The Union Association shall receive a copy. This clause does not apply to verbal reprimands. (d) A faculty member may grieve discipline, suspension or dismissal through the grievance process specified in Article 17.02. (e) If a satisfactory settlement has not been reached at Article 17.02, the matter shall be dealt with be Expedited Mediation Arbitration as set forth in Article 17.06.