Common use of DISMISSAL, SUSPENSION AND DISCIPLINE Clause in Contracts

DISMISSAL, SUSPENSION AND DISCIPLINE. (a) The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal or suspensions shall be in writing and shall set forth the reasons for dismissal or suspension. (b) All dismissal or suspension actions may be grieved under the grievance procedure commencing at Step 2, Article 8.02. Written notice of any dismissal or suspension shall be sent to the Union within five (5) working days of the action being taken. (c) Where the Chief Executive Officer or their designate intends to interview an employee, in person or by conference telephone, for disciplinary purposes, the Employer must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can contact their xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. (d) Where the Chief Executive Officer or their designate intends to interview a xxxxxxx for disciplinary purposes the xxxxxxx shall have the right to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. For purposes of sub-sections (c) and (d), any delay will not exceed one day. The parties may extend by agreement. (e) In cases of dismissal or discipline the burden of proof of just and reasonable cause shall rest with the Employer. (f) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.

DISMISSAL, SUSPENSION AND DISCIPLINE. (a1) The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal or suspensions shall be in writing and shall set forth the reasons for dismissal or suspension. (b2) All dismissal or suspension actions may be grieved under the grievance procedure commencing at Step 2, Article 8.02. Written notice of any dismissal or suspension shall be sent to the Union within five (5) working days of the action being taken. (c3) Where the Chief Executive Officer Health Director or their his/her designate intends to interview an employee, in person or by conference telephone, for disciplinary purposes, the Employer Health Director or designate must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can contact their his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. (d4) Where the Chief Executive Officer Health Director or their his designate intends to interview a xxxxxxx for disciplinary purposes the xxxxxxx shall have the right to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. For purposes of sub-sections (c) and (d), any delay will not exceed one day. The parties may extend by agreement. (e5) In cases of dismissal or discipline the burden of proof of just and reasonable cause shall rest with the Employer. (f6) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.

DISMISSAL, SUSPENSION AND DISCIPLINE. (a1) The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal or suspensions shall be in writing and shall set forth the reasons for dismissal or suspension. (b2) All dismissal or suspension actions may be grieved under the grievance procedure commencing at Step 2, Article 8.02. Written notice of any dismissal or suspension shall be sent to the Union within five (5) working days of the action being taken. (c3) Where the Chief Executive Officer Health Director or their designate intends to interview an employee, in person or by conference telephone, for disciplinary purposes, the Employer Health Director or designate must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can contact their his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. (d4) Where the Chief Executive Officer Health Director or their designate intends to interview a xxxxxxx for disciplinary purposes the xxxxxxx shall have the right to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. For purposes of sub-sections (c) and (d), any delay will not exceed one day. The parties may extend by agreement. (e5) In cases of dismissal or discipline the burden of proof of just and reasonable cause shall rest with the Employer. (f6) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.

DISMISSAL, SUSPENSION AND DISCIPLINE. (a1) The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal or suspensions shall be in writing and shall set forth the reasons for dismissal or suspension. (b2) All dismissal or suspension actions may be grieved under the grievance procedure commencing at Step 2, Article 8.02. Written notice of any dismissal or suspension shall be sent to the Union within five (5) working days of the action being taken.shall (c3) Where the Chief Executive Officer Director or their designate intends to interview an employee, in person or by conference telephone, for disciplinary purposes, the Employer Executive Health Director or designate must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can contact their his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. (d4) Where the Chief Executive Officer Health Director or their designate intends to interview a xxxxxxx for disciplinary purposes the xxxxxxx shall have the right to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. For purposes of sub-sections (c) and (d), any delay will not exceed one day. The parties may extend by agreement. (e5) In cases of dismissal or discipline the burden of proof of just and reasonable cause shall rest with the Employer. (f6) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.

DISMISSAL, SUSPENSION AND DISCIPLINE. (a) The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal or suspensions shall be in writing and shall set forth the reasons for dismissal or suspension. (b) All dismissal or suspension actions may be grieved under the grievance procedure commencing at Step 2, Article 8.02. Written notice of any dismissal or suspension shall be sent to the Union within five (5) working days of the action being taken. (c) Where the Chief Executive Officer Manager of Health Services or their designate intends to interview an employee, in person or by conference telephone, for disciplinary purposes, the Employer Manager of Health Services or designate must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can contact their xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. (d) Where the Chief Executive Officer Manager of Health Services or their designate intends to interview a xxxxxxx for disciplinary purposes the xxxxxxx shall have the right to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. For purposes of sub-sections (c) and (d), any delay will not exceed one day. The parties may extend by agreement. (e) In cases of dismissal or discipline the burden of proof of just and reasonable cause shall rest with the Employer. (f) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.

DISMISSAL, SUSPENSION AND DISCIPLINE. (a1) The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal or suspensions shall be in writing and shall set forth the reasons for dismissal or suspension. (b2) All dismissal or suspension actions may be grieved under the grievance procedure commencing at Step 2, Article 8.02. Written notice of any dismissal or suspension shall be sent to the Union within five (5) working days of the action being taken. (c3) Where the Chief Executive Officer Health Director or their designate intends to interview an employee, in person or by conference telephone, for disciplinary purposes, the Employer Health Director or designate must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can contact their xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. (d4) Where the Chief Executive Officer Health Director or their designate intends to interview a xxxxxxx for disciplinary purposes the xxxxxxx shall have the right to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. For purposes of sub-sections (c) and (d), any delay will not exceed one day. The parties may extend by agreement. (e5) In cases of dismissal or discipline the burden of proof of just and reasonable cause shall rest with the Employer. (f6) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.