Common use of Discipline, Suspension, Discharge Clause in Contracts

Discipline, Suspension, Discharge. 12.01 The Employer shall not discipline, suspend or discharge an employee except for just cause. In any grievance over disciplinary action, the burden of proof of just cause lies with the employer. 12.02 An Employee has the right to be accompanied by a Union Representative 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. 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 in person, where practicable. 12.05 At least two (2) working days prior to any meeting concerning discipline, the Employer will inform the employee, in writing, about the general purpose of the meeting, the allegations to be discussed, the time and location of the meeting, and that a representative of the union, if readily available, may attend the meeting, should the employee so choose. 12.06 When an employee is suspended or discharged, such suspension or discharge shall be confirmed in writing to the 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. 12.07 A copy of any written reprimand will also be provided to the employee and Union as soon as possible, but no later than three (3) working days, following the date of the decision. 12.08 Any informal discussion (such as coaching, advice, or recommendations for performance improvement) shall not be considered discipline.

Discipline, Suspension, Discharge. 12.01 The Employer shall not discipline, suspend or discharge an employee except for Employee without just cause. In any grievance over disciplinary action, the burden of proof of just cause lies with the employerEmployer. 12.02 An Employee has the right to be accompanied by a Union Representative at any disciplinary meeting. The Employer will inform the employee of this right prior to any disciplinary meeting. If an employee Employee chooses not to exercise this right, the employeeEmployee’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. 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 Employee in person, where practicable. 12.05 At least two (2) working days prior to any meeting concerning discipline, the Employer will inform the employeeEmployee and the Union, in writing, about the general purpose of the meeting, the allegations to be discussed, the time and location of the meeting, and that a representative of the unionUnion, if readily available, may attend the meeting, should the employee Employee so choose. 12.06 When an employee Employee is suspended or discharged, such suspension or discharge shall be confirmed in writing to the employeeEmployee, with a copy to the Union, as soon as possible, but no later than three (3) working days, following the date of the decision. 12.07 A copy of any written reprimand will also be provided to the employee Employee and Union as soon as possible, but no later than three (3) working days, following the date of the decision. 12.08 Any informal discussion (such as coaching, advice, or recommendations for performance improvement) shall not be considered discipline.