Common use of Discipline, Suspension, Discharge Clause in Contracts

Discipline, Suspension, Discharge. 20.01 The Employer agrees that progressive discipline will be used in dealing with employees whose job performance and/or conduct does not meet acceptable standards of competence, training, skill-levels, cooperation, cleanliness or other relevant criteria. The purpose of progressive discipline is to provide reasonable opportunity to the employee to learn, adapt and adjust to the practices and procedures of the Employer and to improve his or her performance of the duties assigned. 20.02 In cases of gross misconduct, the Employer will refer to their options as outlined in their individual Employer policies. Such policies will be explained and understood upon hire and readily available thereafter. Decisions from policies are subject to the procedures in Article 20.03 & 20.04. 20.03 When the attitude or performance of an employee calls for a warning or other discipline by the Employer, it shall be in writing and given to the employee. For verbal or written discipline a Xxxxxxx may attend as witness if requested. For suspensions or discharge a Xxxxxxx will attend as a witness. A copy shall be sent to the Union office. After eighteen (18) months any notations shall not be considered for disciplinary purposes. 20.04 An employee may be suspended or discharged for proper cause by the Employer. Within five (5) workdays (Saturdays, Sundays and holidays excluded) following suspension or discharge, the employee involved together with a Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays (Saturdays, Sundays and holidays excluded) following the interview, the Union may file a grievance at Step 2 or submit the complaint to arbitration. 20.05 A probationary employee shall not be eligible to file a grievance in response to disciplinary action.

Discipline, Suspension, Discharge. 20.01 21.01 The Employer agrees that progressive discipline will be used in dealing with employees whose job performance and/or conduct does not meet acceptable standards of competence, training, skill-levels, cooperation, cleanliness or other relevant criteria. The purpose of progressive discipline is to provide reasonable opportunity to the employee to learn, adapt and adjust to the practices and procedures of the Employer and to improve his or her performance of the duties assigned. 20.02 21.02 In cases of gross misconduct, the Employer will refer to their options as outlined in their individual Employer policies. Such policies will be explained and understood upon hire and readily available thereafter. Decisions from policies are subject to the procedures in Article 20.03 21.03 & 20.0421.04. 20.03 21.03 When the attitude or performance of an employee calls for a warning or other discipline by the Employer, it shall be in writing and given to the employee. For verbal or written discipline a Xxxxxxx may attend as witness if requested. For suspensions or discharge a Xxxxxxx will attend as a witness. A copy shall be sent to the Union office. After eighteen (18) months any notations shall not be considered for disciplinary purposes. 20.04 21.04 An employee may be suspended or discharged for proper cause by the Employer. Within five (5) workdays (Saturdays, Sundays and holidays excluded) following suspension or discharge, the employee involved together with a Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays (Saturdays, Sundays and holidays excluded) following the interview, the Union may file a grievance at Step 2 or submit the complaint to arbitration. 20.05 21.05 A probationary employee shall not be eligible to file a grievance in response to disciplinary action.