Discipline, Suspension, Discharge. 16.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge. 16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given twenty-four (24) hours’ notice of any such meeting and advised that they are entitled to be accompanied by a Union Representative. 16.04 Where an Employee has received discipline, the Employee may submit a written response/comment regarding such discipline, which will be placed in the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days of the discipline being issued to the Employee. 16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation. 16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union. 16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation. 16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file. 16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employee’s file in accordance with Article 17 – Personnel Files. 16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 5 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
Discipline, Suspension, Discharge. 16.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause.
16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given twenty-four (24) hours’ notice of any such meeting and advised that they are entitled to be accompanied by a Union Representative.
16.04 Where an Employee has received discipline, the Employee may submit a written response/comment regarding such discipline, which will be placed in the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days of the discipline being issued to the Employee.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.clause
Appears in 4 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
Discipline, Suspension, Discharge. 16.01 12.01 The Employer shall not discipline, suspend, suspend or discharge an Employee without just cause. In any grievance over disciplinary action, the burden of proof of just cause lies with the Employer.
16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. 12.02 An Employee will be given twenty-four (24) hours’ notice of any such meeting and advised that they are entitled has the right to be accompanied by a Union RepresentativeRepresentative at any disciplinary meeting. The Employer will inform the employee of this right prior to any disciplinary meeting. If an Employee chooses not to exercise this right, the Employee’s decision shall be communicated to the Union by the Employer. An Indigenous Employee may elect to have an Indigenous Elder or Knowledge Keeper present at the meeting as a silent support person. The Employee shall be responsible for making all arrangements for such support.
16.04 Where an 12.03 The Xxxx shall be responsible for administering discipline in accordance with the provisions of this Article.
12.04 Any discipline against a union member must be made to the Employee has received in person, where practicable.
12.05 At least two (2) working days prior to any meeting concerning discipline, the Employer will inform the Employee may submit a written response/comment regarding such disciplineand the Union, which will be placed in writing, about the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days general purpose of the discipline being issued meeting, the allegations to be discussed, the Employeetime and location of the meeting, and that a representative of the Union, if readily available, may attend the meeting, should the Employee so choose.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the 12.06 When an Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been is suspended or discharged will be given the reason(s) immediately and, within three (3) Business Daysdischarged, such reason(s) will suspension or discharge shall be confirmed in writing to the Employee and Employee, with a copy to the Union, as soon as possible, but no later than three (3) working days, following the date of the decision.
16.07 The Employer shall complete 12.07 A copy of any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time written reprimand will also be provided to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and Union as soon as possible, but no later than three (3) working days, following the Employer during date of the investigation, the Employee shall be entitled to Union Representationdecision.
16.08 Where at the conclusion of the investigation12.08 Any informal discussion (such as coaching, the allegations are unfoundedadvice, there or recommendations for performance improvement) shall not be no record of the investigation in the Employee’s personnel fileconsidered discipline.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Discipline, Suspension, Discharge. 16.01 A. Management shall have the right to discipline, suspend and/or discharge any of its employees within the bargaining unit, including for attendance issues, in the following manner:
1. A verbal warning - reprimand.
2. A written reprimand for a continued offense.
3. The Employer may suspend such employee for not more than three (3) days for continuing that offense.
4. The Employer may suspend such employee for a period of no more than five (5) days for continuing that offense.
5. If such employee continues the same offense, he/she may receive more severe discipline. The Union shall have the right to grieve.
B. Nothing in the above procedure, however, shall prevent Management from appropriately disciplining an employee should circumstances warrant.
C. Any employee found to be unjustly suspended or discharged will be reinstated with full back pay for all time and wages lost during the suspension or discharge and with full restoration of all other rights and conditions of employment which he/she may have earned. Disciplinary action will be kept confidential. Management agrees to keep such action confidential from employees who are not directly involved per the grievance procedure. Copies of all types of disciplinary action, taken by Management against bargaining unit employees immediately upon such action taken, shall be forwarded to the employee, xxxxxxx, and the Local Union President.
D. In imposing any discipline, suspend, or discharge an Employee without just causethe Employer will not take into account any prior action which occurred more than two (2) years previously.
16.02 E. Employees shall have the right to review their personnel files upon written request to the employer. The Employer employee shall be notified of any disciplinary material in writing to be placed in an employee’s file.
Section 2. In the event an employee or group thereof, is disciplined, including suspended or discharged, the reasons for such actions shall be presented in writing to such employee(s) and the appropriate xxxxxxx immediately, with a copy sent to the Local Union recognize the principle of progressive disciplinePresident, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given within twenty-four (24) hours’ notice hours of any such meeting and advised that they are entitled action. In all cases where an employee or group thereof, is to be accompanied by suspended or discharged, a Union Representative.
16.04 Where an Employee has received disciplinemeeting will take place between such employee, the Employee may submit a written response/comment regarding appropriate Union xxxxxxx or in the xxxxxxx'x absence, the President of the Local Union prior to such disciplineaction taken by the above-mentioned employee(s) is to be discharged, which the Local Union President will be placed in called and represent those employees per the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days of the discipline being issued to the Employeeabove.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Discipline, Suspension, Discharge. 16.01 The Employer 13.01 An employee shall not disciplinebe accompanied by a union representative at any meetings at which warnings, suspendsuspensions, or discharge an Employee without just causewill be discussed. Where the employee is required by the CCAC or its representatives to attend any investigation meeting or a meeting concerning employee performance issues, at which disciplinary action may be discussed the employee may be accompanied by a union representative.
16.02 a) Notice of discharge or suspension shall be forwarded to an employee by registered or certified mail to the last known address on file with Human Resources, or hand delivered, with copies to the Unit Chairperson and the Union Secretary. In cases where an employee is discharged verbally, the above notification will still be sent to the employee for verification purposes.
b) The Employer and the Union recognize agree that discipline given to an employee is intended to be corrective in nature and not punitive. Any disciplinary document placed in an employee’s file(s) shall be given to the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, employee and copies sent to the Unit Chairperson and the Union Secretary. An employee shall only be imposed in a meeting with have the Faculty Supervisor specifically convened for this purposeright to access and review their personnel file. Employees shall also be informed may request copies of any allegations of misconduct against them document in a meeting specifically convened for this purposetheir personnel file. An Employee will Such requests shall not be given twenty-four (24) hours’ notice of unreasonably denied. They may also respond to any such meeting and advised that they are entitled to be accompanied by a Union Representative.
16.04 Where an Employee has received discipline, the Employee may submit a written response/comment regarding such discipline, which will be placed document in the Employee’s Personnel File along with the record of discipline. The Union personnel file, and such reply shall be copied on any discipline within three (3) Business Days part of the discipline being issued to the Employee.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18c) months during which there has not been subsequent discipline imposed. Records of discipline will Discipline shall be removed from an Employeethe employee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted files in accordance with the provisions and following:
i) A verbal warning shall be removed from the timelines employee’s files 6 months from the date of that Policyissue, provided the employee has received no other verbal warnings during this period. If there is any verbal warning during the 6 month period, the prior verbal warning shall remain on the employee’s files for the duration of the 6 months pertaining to the new discipline.
ii) A written warning shall be removed from the employee’s files 12 months from the date of issue, provided the employee has received no other written warnings during this period. If there is another written warning during the 12 month period, the prior written warning shall remain on the employee’s file for the duration of the 12 months pertaining to the new discipline.
iii) A suspension of 2 days or less shall be removed from the employee’s files 18 months from the date of issue, provided the employee has received no other suspensions during this period. If there is another suspension during the 18 month period, the prior suspension shall remain on the employee’s files for the duration of the period pertaining to the new discipline.
iv) A suspension of 3 days or more shall be removed from the employee’s files 24 months from the date of issue, provided the employee has received no other suspensions during this period. If there is another suspension during the 24 month period, the prior suspension shall remain on the employee’s files for the duration of the period pertaining to the new discipline.
13.02 Claim of improper or unjust discharge, suspension or discipline by an employee with seniority shall be subject to the grievance procedure if a written statement of such grievance is lodged within five
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Discipline, Suspension, Discharge. 16.01 A. Management shall have the right to discipline, suspend and/or discharge any of its employees within the bargaining unit, in the following manner:
1. A verbal warning - reprimand.
2. A written reprimand for a continued offense.
3. The Employer may suspend such employee for not more than three (3) days for continuing that offense.
4. The Employer may suspend such employee for a period of no more than five (5) days for continuing that offense.
5. If such employee continues the same offense, he/she may receive more severe discipline. The Union shall have the right to grieve.
B. Nothing in the above procedure, however, shall prevent Management from appropriately disciplining an employee should circumstances warrant.
C. Any employee found to be unjustly suspended or Discharged will be reinstated with full back pay for all time and wages lost during the suspension or discharge and with full restoration of all other rights and conditions of employment which he/she may have earned. Disciplinary action will be kept confidential. Management agrees to keep such action confidential from employees who are not directly involved per the grievance procedure. Copies of all types of disciplinary action, taken by Management against bargaining unit employees immediately upon such action taken, shall be forwarded to the employee, xxxxxxx, and the Local Union President.
D. In imposing any discipline, suspend, or discharge an Employee without just causethe Employer will not take into account any prior action which occurred more than two (2) years previously.
16.02 E. Employees shall have the right to review their personnel files upon written request to the employer. The Employer employee shall be notified of any disciplinary material in writing to be placed in an employee’s file.
Section 2. In the event an employee or group thereof, is disciplined, including suspended or discharged, the reasons for such actions shall be presented in writing to such employee(s) and the appropriate xxxxxxx immediately, with a copy sent to the Local Union recognize the principle of progressive disciplinePresident, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given within twenty-four (24) hours’ notice hours of any such meeting and advised that they are entitled action. In all cases where an employee or group thereof, is to be accompanied by suspended or discharged, a Union Representative.
16.04 Where an Employee has received disciplinemeeting will take place between such employee, the Employee may submit a written response/comment regarding appropriate Union xxxxxxx or in the xxxxxxx'x absence, the President of the Local Union prior to such disciplineaction taken by the above mentioned employee(s) is to be discharged, which the Local Union President will be placed in called and represent those employees per the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days of the discipline being issued to the Employeeabove.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Discipline, Suspension, Discharge. 16.01 The Employer In the exercise of its rights as set forth in the Management Clause, management agrees that a member of the Union shall not disciplinebe peremptorily discharged from and after the date hereof, suspend, or discharge but that in all instances in which Management may conclude that an Employee without just cause.
16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede employee's conduct may justify suspension or discharge.
16.03 Discipline, where warrantedhe shall be first suspended and notified in writing of such suspension and the reasons shall be indicated. Such initial suspension shall be for not more than five (5) working days. During this period of initial suspension the employee may, shall only be imposed in if he believes that he has been unjustly dealt with, request a meeting hearing and a statement of the offense before the Director of Manufacturing and the Manager of Human Resources or his/her designee, with a member of the Faculty Supervisor specifically convened for this purposeGrievance Committee present. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given twenty-four (24) hours’ notice of any At such meeting and advised that they are entitled to be accompanied by a Union Representative.
16.04 Where an Employee has received disciplinehearings, the Employee may submit a written response/comment regarding such discipline, which will be placed in facts concerning the Employee’s Personnel File along with the record of discipline. The Union case shall be copied on any discipline within three (3) Business Days made available to both parties. After such hearing Management may conclude whether the suspension shall be converted into discharge or, dependent upon the facts of the discipline being issued to case, that such suspension may be shortened, affirmed, extended, or revoked. If the Employee.
16.05 In cases involving allegations of a threat to the safety of a person or propertysuspension is revoked, the Xxxx (employee shall be returned to employment with full seniority, no loss of benefits, and compensation for scheduled hours lost, based on his straight-time rate. In the event of disposition shall result in either suspension or delegate) discharge of the Faculty in employee, the employee may within five (5) working days after such disposition allege a grievance which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will shall be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension handled in accordance with clause 16.06 aboveStep 3 of the Grievance Procedure. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee Final decision on a suspension or discharge case shall be entitled to Union Representation.
16.08 Where at made by the conclusion Company within five (5) working days from the date of filing of the investigation, grievance. Should it be determined by the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from Company or by an Employee’s file arbitrator in accordance with Article 17 – Personnel FilesStep 4 of the Grievance Procedure that the employee has been discharged or suspended unjustly, the Company shall reinstate the employee, and he may or may not receive compensation for some or all of the time lost.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Discipline, Suspension, Discharge. 16.01 The Employer (a) An employee shall not discipline, suspend, or discharge an Employee without just cause.
16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given twenty-four (24) hours’ notice of any such meeting and advised that they are entitled to be accompanied by a Union Representativerepresentative at all meetings where disciplinary matters are investigated or meetings where discipline is administered.
16.04 Where an Employee has received discipline(b) For meetings where documented verbal warnings or written warnings are discussed or administered, the Employee employee shall be accompanied by a Union Xxxxxxx (or a Union Executive).
(c) For meetings where suspension is investigated or administered, the employee shall be accompanied by the Union President, the Vice-President or the Chief Xxxxxxx and an assigned Xxxxxxx. At the discretion of the Union, two (2) of the above officers may submit attend any such meeting.
(d) For meetings where discharge is investigated or administered, the employee shall be accompanied by the Union President and either the Vice-President or the Chief Xxxxxxx and an assigned Xxxxxxx.
(e) The Employer shall commence an investigative process with an employee upon receipt of an expression of dissatisfaction concerning their work performance within ten (10) working days of the event resulting in the complaint or within ten (10) working days from the date of receipt of a written response/comment regarding such disciplinecomplaint or e-mail, which will be placed in including members of the Employee’s Personnel File along with the record of disciplinePublic. The Union will be provided a copy of the written complaint, if one exists.
(f) If this procedure is not followed, such expression of dissatisfaction shall not become part of their record.
(g) No employee shall be copied on any discipline within three (3) Business Days transferred out of the discipline being issued to the Employeehis current position or shift for disciplinary reasons.
16.05 In cases involving allegations of (h) When a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who permanent employee has been suspended or discharged will be given discharged, they shall have the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing right to meet with a member of the Employee and Executive of the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within Union for up to thirty (30) days minutes during normal working hours, following the disciplinary meeting.
(i) Notice of the suspension or discharge shall be presented in person or if this is not possible, shall be sent to the Employee being informed employee's last known address. Copies of such allegationsthis discipline shall be provided to the Executive involved and the Canadian Union of Public Employees, or within thirty (30) days 0000 Xxxxxxxx Xx. X., Xxxxx 000, Xxxxxxxxx, Xxxxxxx, X0X 0X0.
12:04 Extension to Time Limits The time limits outlined in the Grievance Procedure may be extended by mutual agreement of a suspension the parties, in accordance with clause 16.06 abovewriting. Extensions to the timelines could be requested by e-mail by either party. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will limits are not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation met in the Employee’s personnel filegrievance procedure, either party may advance the grievance to the next step.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 1 contract
Samples: Collective Agreement
Discipline, Suspension, Discharge. 16.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause.
16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given twenty-four (24) hours’ notice of any such meeting and advised that they are entitled to be accompanied by a Union Representative.
16.04 Where an Employee has received discipline, the Employee may submit a written response/comment regarding such discipline, which will be placed in the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days of the discipline being issued to the Employee.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Daysbusiness days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of discipline will be removed from an Employeeemployee’s file in accordance with Article 17 – Personnel Files.
16.10 The Union shall be notified of any investigation of a Bargaining Unit Member member under the Queen’s University Senate Policy on Integrity in Research. Such investigation shall be conducted in accordance with the provisions and the timelines of that Policy.
Appears in 1 contract
Samples: Collective Agreement
