Common use of DISCIPLINE, SUSPENSION, DISMISSAL Clause in Contracts

DISCIPLINE, SUSPENSION, DISMISSAL. This Article provides a formal method for the handling of disciplinary procedures. Before formal disciplinary measures as stated below are initiated, the Employer should take all reasonable steps to discuss and resolve the issue with the employee. The Employer may choose to use an aboriginal traditional method for conflict resolution, or may choose to use a different method. 14.1 No employee shall be disciplined, suspended, or discharged except for just cause and only on the written authority of the President. 14.2 Progressive discipline steps shall be initiated for inappropriate conduct as warranted. The means of discipline, in order of increasing severity, are but not limited to: • verbal warning • written warning • written censure or letter of reprimand • adverse evaluation reports • trial periods • suspension • dismissal One or more of the disciplinary steps may be applied in any given disciplinary case. 14.3 At any meeting between an employee and a representative of the Employer, which is disciplinary, the employee has the right to be accompanied by a representative of the Union. 14.4 An employee shall be notified verbally of the reasons for any disciplinary action at the time the discipline is imposed. The disciplinary action shall be confirmed in writing within five (5) working days and shall include the reasons and the substance of every allegation against an employee. When an employee is suspended or dismissed, the Union shall receive a copy of the reasons provided to the employee. 14.5 An employee considered by the Employees’ Association to be wrongfully or unjustly disciplined, suspended, or dismissed shall be entitled to recourse under Article 15, Grievance Procedure.

DISCIPLINE, SUSPENSION, DISMISSAL. This Article provides a formal method for the handling of disciplinary procedures. Before any formal disciplinary measures as stated below are initiatedtaken, the Employer should will take all reasonable steps to discuss and resolve the issue with the employee. The Employer may choose to use an aboriginal Indigenous traditional method for conflict resolution, or may choose to use a different method. 14.1 No employee shall be disciplined, suspended, or discharged except for just cause and only on the written authority of the President. 14.2 Progressive discipline steps shall be initiated for inappropriate conduct as warranted. The means of discipline, in order of increasing severity, are but not limited to: •  verbal warning •  written warning •  written censure or letter of reprimand • adverse evaluation reports •  trial periods •  suspension •  dismissal One or more of the disciplinary steps may be applied in any given disciplinary case. After a period of twenty-four (24) months during which no further discipline have been recorded, all discipline in an employee’s personnel record shall be removed. 14.3 At any meeting between an employee and a representative of the Employer, which is disciplinary, the employee has the right to be accompanied by a representative of the Union. 14.4 An employee shall be notified verbally of the reasons for any disciplinary action at the time the discipline is imposed. The disciplinary action shall be confirmed in writing within five (5) working days and shall include the reasons and the substance of every allegation against an employee. When an employee is suspended or dismissed, the Union shall receive a copy of the reasons provided to the employee. 14.5 An employee considered by the Employees’ Association to be wrongfully or unjustly disciplined, suspended, or dismissed shall be entitled to recourse under Article 15, Grievance Procedure.

DISCIPLINE, SUSPENSION, DISMISSAL. ‌ This Article provides a formal method for the handling of disciplinary procedures. Before any formal disciplinary measures as stated below are initiatedtaken, the Employer should will take all reasonable steps to discuss and resolve the issue with the employee. The Employer may choose to use an aboriginal traditional method for conflict resolution, or may choose to use a different method. 14.1 No employee shall be disciplined, suspended, or discharged except for just cause and only on the written authority of the President. 14.2 Progressive discipline steps shall be initiated for inappropriate conduct as warranted. The means of discipline, in order of increasing severity, are but not limited to: • verbal warning • written warning • written censure or letter of reprimand • adverse evaluation reports • trial periods • suspension • dismissal One or more of the disciplinary steps may be applied in any given disciplinary case. After a period of twenty-four (24) months during which no further discipline have been recorded, all discipline in an employee’s personnel record shall be removed. 14.3 At any meeting between an employee and a representative of the Employer, which is disciplinary, the employee has the right to be accompanied by the Chief Shop Xxxxxxx and/or a representative of the UnionUnion appointed designate. 14.4 An employee shall be notified verbally of the reasons for any disciplinary action at the time the discipline is imposed. The disciplinary action shall be confirmed in writing within five (5) working days and shall include the reasons and the substance of every allegation against an employee. When an employee is suspended or dismissed, the Union shall receive a copy of the reasons provided to the employee. 14.5 An employee considered by the Employees’ Association to be wrongfully or unjustly disciplined, suspended, or dismissed shall be entitled to recourse under Article 15, Grievance Procedure.