Discipline, Suspension or Discharge. 11.01 An employee, other than a probationary employee, who is called before the employee's Supervisor concerning any disciplinary matter shall be accompanied by a Union Xxxxxxx or member of the local Union executive. If the employee receives a reprimand, or is suspended or discharged, this shall be confirmed in writing to the employee within five (5) working days. Concurrently copies of this letter shall be sent to the Union and placed in the employee's file in Security, Parking and Transportation Services.
11.02 If the employee wishes to file a grievance protesting the written reprimand, suspension or discharge the employee may do so in writing within five (5) working days of the date the written reprimand, suspension or discharge occurred. STEP 1 of the Grievance Procedure shall be waived and the grievance initiated at STEP 2. A grievance concerning a discharge shall be submitted directly at STEP 2.
(a) If twelve (12) months elapse without further similar or related incidents, other than suspension or discharge, the letter and all reference pertaining thereto shall be removed from the employee's file in Security, Parking and Transportation Services.
(b) A letter of suspension and all reference thereto will be removed from the employee’s file if fifteen (15) months elapse without further similar or related incidents.
Discipline, Suspension or Discharge. (a) No employee will be dismissed, suspended or otherwise disciplined except for just and reasonable cause.
(b) Employee(s) will not be disciplined in any manner prior to an investigative hearing into an incident or issue where discipline, suspension or discharge is contemplated. The employee(s) will have the right to produce witness(es) and evidence at the meeting and will have a Union representative present.
(c) The Company may, at its own discretion, suspend an employee pending investigation into an incident or issue. An employee will not suffer a loss in pay until such time as a hearing has taken place as provided in (b) above and a decision made and communicated in writing to the employee. The Company will not be restricted from conducting investigative hearings or taking disciplinary actions due to the unavailability of Union representation. The Company will advise the Union at Headquarters level should there be difficulty in obtaining a Union representative and allow the Union a reasonable period of time to rectify the situation prior to proceeding with either the investigative hearing or disciplinary action.
(d) If, in the course of a normal interview, evidence is adduced that would lead the manager to contemplate suspension or discharge, the interview will be immediately adjourned without further discussion of the incident or issue and an investigative hearing will be arranged as provided for in (b) above.
(e) When disciplinary action is taken, the employee will be provided with a written notice of discipline which will set out the action being taken, the reasons for the action, the period of time the disciplinary reference will remain on file pursuant to (k) below and their right to initiate an appeal under the grievance procedure.
(f) The Union District Chairperson will receive a copy of all disciplinary notices issued to an employee in their District. The Union will have the right to seek clarification of such notices.
(g) Employees who feel they have been unjustly dealt with may appeal the Company's decision through the Union. Such appeal will be initiated at Step 1 of the grievance procedure as provided for in Article 16.06. However, where the decision to discipline, suspend or dismiss was made by the Manager of the Department concerned, the Union will have the right to initiate the appeal directly at Step 2.
(h) The Company's decision in the case of an appeal may either uphold a previous Company decision, fully exonerate and reinstate the em...
Discipline, Suspension or Discharge. (a) Should it become necessary to officially warn an employee that failure to improve his record with the Company may result in disciplinary action being taken, such an employee shall be advised of his right to have his Shop Xxxxxxx present at such meeting. The giving of the warning shall be confirmed to the employee by the Company in writing. A copy of such letter will be given to the employee's Shop Xxxxxxx on the same date it is given to the employee.
(b) When an employee is to be suspended or discharged, he shall be advised of his right to have his Shop Xxxxxxx present and if requested, shall have his Shop Xxxxxxx present for such meeting or the employee may waive his right to a Shop Xxxxxxx in writing, on a form agreed to between the Union and the Company, with a copy to the Union. The reasons for his suspension or discharge will be given. In any event, an employee who is suspended or discharged will be given the opportunity to discuss the matter with his Shop Xxxxxxx during working hours and prior to leaving the Company's premises. Such suspension or discharge shall be confirmed to the employee by the Company, in writing, and a copy of such letter will be given to the employee's Shop Xxxxxxx on the date it is given or mailed to the employee.
(c) The Company agrees that in the event an employee is disciplined for just cause, the records of such disciplinary action shall be removed from such an employee's personnel files, and destroyed, after a period of twelve
Discipline, Suspension or Discharge. 10.01 An employee may be disciplined, suspended, with or without pay, or dismissed provided that a claim by an employee, who has completed her probationary period that she has been disciplined or discharged without just cause may be the subject of a grievance and dealt with as herein provided.
10.02 At the time formal discipline is imposed, the employee is entitled to be represented by a union representative.
10.03 Any letter of reprimand, suspension or other sanction will not be relied upon for further disciplinary action after two (2) years following the receipt of such letter, suspension or other sanction, provided that the employee’s record has been discipline free for the immediate preceding two (2) years which she has worked.
Discipline, Suspension or Discharge. A. The discipline, suspension or discharge of any probationary employee except for Union activity, shall not be covered by this article and shall not be subject to a grievance.
B. Seniority employees shall be disciplined, suspended or discharged for just cause only.
C. In imposing discipline, suspension or discharge of a seniority employee, the supervisor will follow the principle of progressive procedures as follows: 1st Offense Oral warning 2nd Offense Written reprimand 3rd Offense One day suspension without pay 4th Offense One week suspension without pay 5th Offense Suspension discharge Discipline may be initiated at a higher level for just cause. The degree of discipline administered by the Board in a particular case shall be reasonably related to the seriousness of the proven offense.
D. The employer may discipline employees for failure to follow reasonable rules and regulations. The Board shall apply all reasonable rules, orders, and penalties evenhandedly, without discrimination.
E. Discipline will be retained in the personnel file.
F. In cases of discharge and suspension, the grievance procedure shall begin at Step 3.
G. Management shall not refuse any employee(s) from having Union representation at any meeting which could reasonably lead to disciplinary action.
Discipline, Suspension or Discharge. At the time an employee is disciplined in writing, suspended or discharged, he shall be informed in presence of the zone xxxxxxx or Union officer of his right to Union representation, unless, in the case of discharge, the reasons are such that it necessary to require his immediate expulsion from the premises. The employee may consult with the xxxxxxx or Union officer, where applicable, for a reasonable time not to exceed hour during working hours unless extended by mutual agreement. An employee, discharged as described above, shall be provided the opportunity to meet with a Xxxxxxx or Union Officer, outside the premises, immediately after discharge. The employee who is disciplined in writing, suspended or discharged, shall be disqualified from proceeding under the Grievance Procedure unless written notice of a grievance is lodged within five (5) working days from date of discipline. Such a grievance shall be commenced at the second step of the Grievance Procedure, in the case of discharge, or a suspension beyond three (3) days, at the third step. If no other disciplinary action occurs, disciplinary letters will be removed from the file in eighteen (1 8) months, suspension in thirty-six (36)months from the date of issue. In the event that further disciplinary action occurs, the letters shall remain on the file for thirty-six (36) months from the most recent action. Any employee shall have the opportunity to review his personnel file upon request to the immediate Supervisor.
Discipline, Suspension or Discharge. (a) In the event that the Employer initiates disciplinary action against an Employee who has completed the Probationary Period as set out in Article 14.3, and which results in the discipline, suspension or discharge of such Employee, such disciplinary action shall be confirmed in writing by letter to the Employee involved pursuant to Article 7.2 herein, setting forth the action taken and the penalty imposed. The Employee shall have the right to be accompanied by the Union President or designate at such disciplinary meeting. In cases where the discipline is not suspension or discharge, the Employee may be represented by a Union Xxxxxxx at such disciplinary meeting. The Union President shall receive a copy of the letter of discipline.
(b) A claim by an Employee, who has completed the Probationary Period, of suspension, discharge or other discipline without just cause shall be treated as a Grievance, if a written statement of such Grievance is lodged with the Employer at Step 2 within five (5) working days of such suspension, discharge or discipline.
(c) In the case of suspension or discharge such Grievance may be settled by confirming the Employer's action or by reinstating the Employee, with or without compensation for the time lost or any other arrangement which is just and equitable in the opinion of the conferring Parties or the Board of Arbitration, if the matter is submitted to Arbitration.
Discipline, Suspension or Discharge. 1. In the event that an employee is suspended from active employment and without pay for any reason, Union representation shall be present at the time that he/she is advised of the suspension unless union representation is declined by the employee. The University further agrees to confirm such suspension in written correspondence to the employee with a copy of such correspondence to the President and Recording Secretary of Local 793 and also a copy to the C.U.P.E. National Representative.
2. Whenever a regular employee is to be discharged from employment at the University, the Union will be notified in advance. If the dismissal notice is to be given verbally to the employee, the Union shall appoint a representative to be present when the dismissal takes place. The University further agrees to confirm such discharge in written correspondence to the employee with a copy of such correspondence to the President and Recording Secretary of Local 793 and also a copy to the C.U.P.E. National Representative.
3. Should an employee feel that he/she has been unjustly dismissed, he/she shall by the end of the seventh (7) working day following the day of dismissal or receipt of written notice, file a grievance through the Grievance Committee to the Associate Xxxxxxx Human Resources. The Associate Xxxxxxx Human Resources, after consultation with the appropriate management personnel, shall make known and state in writing the decision of the University by the end of the seventh (7) working day following his/her formal receipt of the grievance.
4. If the University’s dismissal action is found to be unjust and the employee is to be reinstated with any arrangement which may be deemed just and equitable in discussions between the University and the Union or by the Board of Arbitration, if it becomes necessary to refer the matter to arbitration, in no case is the monetary compensation to exceed the amount which the discharged employee would have earned during normal working hours through the period that he/she was unable to work at the University because of the discharge action.
5. When any warning or disciplinary note or letter is to be placed in an employee’s file, the employee shall first be given a hand delivered copy before it is placed in his/her official file. The employee may add comments to the document before it is filed. Union representation shall be present when a Warning or Disciplinary note/letter is issued to an employee unless union representation is declined by the emp...
Discipline, Suspension or Discharge. 11
(a) Disciplinary Actions and Warnings (formerly Adverse Report 12 (b) Access to File 12
Discipline, Suspension or Discharge. A. The discipline, suspension or discharge of any probationary employee except for Union activity, shall not be covered by this article and shall not be subject to a grievance.
B. Seniority employees shall be disciplined, suspended or discharged for just cause only, just cause being defined as failure to perform the duties owed by the employee to management.
C. In imposing discipline, suspension or discharge of a seniority employee, the supervisor will follow the principle of progressive procedures as follows: 1st Offense Oral warning 2nd Offense Written reprimand 3rd Offense One day suspension without pay 4th Offense One week suspension without pay 5th Offense Suspension discharge
1. Discipline may be initiated at a higher level for just cause. The degree of discipline administered by the Board in a particular case shall be reasonably related to:
a. The seriousness of the proven offense.
b. The record of the employee(s) years of service to the school district.
D. The employer may discipline employees for failure to follow reasonable rules and regulations. The Board shall apply all reasonable rules, orders, and penalties evenhandedly, without discrimination.
E. Suspensions will be retained in the personnel file.
F. In cases of discharge and suspension, the grievance procedure shall begin at Step 3.
G. In imposing any discipline on current charge, the employer shall not take into account any prior infractions which occurred more than two (2) years previously.
H. Management shall not refuse any employee(s) from having Union representation at any meeting to which the employee has requested such an appearance.
