Common use of Dismissal/Suspension for Alleged Cause Clause in Contracts

Dismissal/Suspension for Alleged Cause. Employees dismissed or suspended for alleged cause shall have the right within seven (7) calendar days after the date of dismissal or suspension to initiate a grievance at Step Three (3) of the grievance procedure. Within ten (10) calendar days of the notice of the dismissal or suspension, the Employer shall notify the Head Office of the Union of such termination or suspension. Employees shall not be dismissed or suspended except for just and reasonable cause. Where the Employer believes in good faith it has grounds under this clause, it may: A) place the employee on unpaid leave of absence pending final resolution of the grievance; B) place the employee on paid leave of absence pending final resolution of the grievance; C) require the employee to continue working at his/her regular job pending final resolution of the grievance; or D) by mutual agreement, transfer the employee to a different work area pending final resolution of the grievance. It is understood that any decision made by the employer under (D) above may not prejudice in any way the rights of other employees under the Collective Agreement.

Dismissal/Suspension for Alleged Cause. Employees dismissed or suspended for alleged cause shall have the right within seven (7) calendar days after the date of dismissal or suspension to initiate a grievance at Step Three (3) of the grievance procedure. Within ten (10) calendar days of the notice of the dismissal or suspension, the Employer shall notify the Head Office of the Union of such termination or suspension. Employees shall not be dismissed or suspended except for just and reasonable cause. Where the Employer believes in good faith it has grounds to discipline under this clause, it may: A) place the employee on unpaid leave of absence pending final resolution of the grievance; B) place the employee on paid leave of absence pending final resolution of the grievance; C) require the employee to continue working at his/her their regular job pending final resolution of the grievance; or D) by mutual agreement, transfer the employee to a different work area pending final resolution of the grievance. It is understood that any decision made by the employer under (D) above may not prejudice in any way the rights of other employees under the Collective Agreement.