Discipline, Termination, Suspension Grievances Sample Clauses

Discipline, Termination, Suspension Grievances. Grievances concerning termination or suspension of an employee may be submitted directly to Stage III of 3.06 at the option of the grieving party. Grievances concerning the discipline of an employee, other than termination or suspension, will follow all the stages of 3.06. Should an arbitrator, Labour Relations Board, or other body find that an employee has been dismissed, suspended or otherwise disciplined for other than just and reasonable cause, or find that an employee has been unjustly dismissed, suspended or otherwise disciplined for just and reasonable cause, the arbitrator, the Labour Relations Board, or other body may substitute such other penalty and/or order reinstatement and/or order compensation to the employee as it considers just and reasonable in all the circumstances.
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Discipline, Termination, Suspension Grievances. (a) It is the intention of the Parties that corrective action, if necessary, be aimed constructively at assisting employees to solve problems of performance and/or conduct. Accordingly, it is agreed that a positive discipline approach shall be used by the Company in dealing with disciplinary matters. Any grievance dealing with discipline, termination or suspension may begin at Step 2 of the Grievance Procedure. (b) Any discharged or suspended employee may within seventy-two (72) hours of discharge or suspension, in writing, require the Company to provide the reasons for the discharge or suspension and the Company will give such reasons in writing within seventy-two (72) hours of request. (c) A Xxxxxxx must be present where the Company is to discipline, terminate, suspend, or grieve an employee.
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Discipline, Termination, Suspension Grievances. (a) It is the intention of the Parties that corrective action, if necessary, be aimed constructively at assisting employees to solve problems of performance and/or conduct. Accordingly, it is agreed that a positive discipline approach shall be used by the Company in dealing with disciplinary matters. Any grievance dealing with discipline, termination or suspension may begin at Step 2 of the Grievance Procedure. (b) Any discharged or suspended employee may within seventy- two (72) hours of discharge or suspension, in writing, require the Company to provide the reasons for the discharge or suspension and the Company will give such reasons in writing within seventy-two (72) hours of request. (c) A Xxxxxxx must be present where the Company is to discipline, terminate, suspend, or grieve an employee. (24) 4.01 Term of Agreement September 1, 2006 to August 31, 2010. 4.02 Wage Increases Year 1 3.0% Wage Increase effective September 1, 2006 Year 2 3.0% Wage Increase effective September 1, 2007 Year 3 3.0% Wage Increase effective September 1, 2008 Year 4 3.0% Wage Increase effective September 1, 2009* * This increase of 3.0% is subject to review on September 1, 2009. If the general wage increase negotiated between Coast Mountain Bus Company and CAW-Canada Locals 111 & 2200 effective April 1, 2009 is greater than 3.0%, the higher increase of the two will apply. 4.03 Specific Job Rates 4.04 Pay Day and Pay Statements (a) All employees covered by this Agreement shall be paid not less frequently than every second Friday. Statements to be available for Thursday night shift. Remaining shifts to receive statements not later than Friday noon. Cutoff date for pay period ending every second Saturday at the end of the night shift. (b) The Company shall provide every employee covered by this Agreement on each pay day with a separate or detachable written or printed itemized statement in respect of all wage payments to such employee that can be clearly interpreted by an employee. Such statement shall set the rate of wages applicable, all premiums, shift differentials and all deductions made from the gross amount of wages. Also, a running gross and net total of all earnings and deductions. (c) When there is an error of short payment or any other type of error caused by the payroll section, this shall be corrected and any monies owing shall be paid not later than two (2) working days from the date the Company's payroll official is notified of the error; providing, however, that a...
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Discipline, Termination, Suspension Grievances. (a) It is the intention of the Parties that corrective action, if necessary, be aimed constructively at assisting employees to solve problems of performance and/or conduct. Accordingly, it is agreed that a positive discipline approach shall be used by the Company in dealing with disciplinary matters. Any grievance dealing with discipline, termination or suspension may begin at Step 2 of the Grievance Procedure. (b) Any discharged or suspended employee may within seventy-two (72) hours of discharge or suspension, in writing, require the Company to provide the reasons for the discharge or suspension and the Company will give such reasons in writing within seventy-two (72) hours of request. (c) A Xxxxxxx must be present where the Company is to discipline, terminate, suspend, or grieve an employee. 4.01 Term of Agreement September 1, 2010 to August 31, 2013. 4.02 Wage Increases Effective September 1, 2010 3.0% Comparative Adjustment Allowance;
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Related to Discipline, Termination, Suspension Grievances

  • Dismissal and Suspension Grievance All dismissals and suspensions will be subject to formal grievance procedure under Article 7 of this Agreement. A copy of the written notice of dismissal or suspension shall be forwarded to the President of the Union within five (5) days of the action being taken.

  • Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Dismissal or Suspension Grievances (a) In the case of a dispute arising from an employee’s dismissal, the grievance may be filed directly at Step 3, within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal. (b) In the case of a dispute arising from an employee’s suspension, the grievance may commence at Step 2 of the grievance procedure within thirty (30) days of the date on which the suspension occurred, or within (30) days of the employee receiving notice of suspension.

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice. B) In addition to the twenty-eight (28) calendar day notice, regular employees in positions above the level of general staff nurse shall inform the Employer of their intention to terminate as soon in advance as possible. C) The period of notice as set forth in (A) above must be for time scheduled to be worked and must not include accrued vacation, unless such vacation has been previously scheduled and approved in accordance with Article 45.03 -

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Dismissal or Suspension Grievance (a) In the case of a dispute arising from an employee's dismissal, the grievance may be filed directly at arbitration within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal. (b) In the case of a dispute arising from an employee's suspension, the grievance may commence at Step 2 of the grievance procedure within thirty (30) days of the date on which the suspension occurred, or within thirty (30) days of the employee receiving notice of suspension.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Termination of Employee Plans The Company shall have provided Parent with evidence, reasonably satisfactory to Parent, as to the termination of the benefit plans referred to in Section 5.12.

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