Dismissal, Suspension or Disciplinary Grievance. All dismissals, suspensions and other discipline will be subject to the grievance procedure under Article 8 (Grievances). A copy of the written notice of dismissal or suspension shall be forwarded to the union designate within three business days of the action being taken.
Dismissal, Suspension or Disciplinary Grievance. All dismissals, suspensions and other discipline will be subject to the grievance procedure under Article 8 - (Grievances). A copy of the written notice of dismissal or suspension shall be forwarded to the union designate within three business days of the action being taken. Guideline • Be Aware that the timeline for filing a termination or suspension grievance is seven days. Guideline • An employee may be rejected on probation only for "just and reasonable cause". (See also Article 12.10 [Probationary Period]) • Depending on the circumstances, the Employer needs to show that the employee was given a fair opportunity to meet the Employer's expectations. • An employee who has passed probation can only be dismissed or suspended by the Employer for "just and reasonable cause". • An employee has the right to a xxxxxxx at any meeting with the Employer where the Employer intends to interview the employee for disciplinary purposes provided it does not result in an unreasonable delay. • An employee will be given a letter telling them why they have been dismissed or suspended and a copy will be sent to the UFCW. • If an employee has been dismissed all items belonging to the Employer should be returned as soon as possible. • The xxxxxxx should walk a dismissed or suspended employee off site, after retrieving their personal items, to avoid confrontations that could be used against them in the grievance process. • All discipline cases will be determined based on the individual facts and case law including the three questions set out in Xxxxxxx Xxxxx. (see box below) CHECKLIST FOR DISMISSAL, SUSPENSION AND DISCIPLINE GRIEVANCES Grievance information sent to the Union should include: • The action taken by the Employer (verbal warning, discipline letter, suspension [how many days] or dismissal) • The reasons given by the Employer. • A detailed statement of events leading up to the discipline. • The date the discipline was imposed? • The supervisor's name. • Include any statements from witnesses. • Copies of all correspondence from the Employer to the employee related to the discipline. • Copies of your notes from any meeting you attended with the employee related to the discipline.
Dismissal, Suspension or Disciplinary Grievance. All dismissals, suspensions and other discipline will be subject to the grievance procedure under Article 8
Dismissal, Suspension or Disciplinary Grievance. All dismissals, suspensions and other discipline will be subject to the grievance procedure under Article 8. Two copies of the written notice of dismissal or suspension shall be forwarded to the union designate within five (5) days of the action being taken. For suspensions greater than one (1) week, the Employer has a right to suspend an employee without pay pending investigation if the employee's continued presence in the workplace constitutes a serious and immediate risk to the Employer's legitimate interests. In this respect, prior to suspending, the Employer must take reasonable steps to ascertain if such risk can be mitigated by closer supervision or reassignment to other work which is reasonably available. The Employer commits to conduct the investigations as expeditiously as possible. Suspensions that are not pending investigation may be without pay.
Dismissal, Suspension or Disciplinary Grievance. Employees dismissed or suspended for alleged cause shall have the right, within seven calendar days after the date of dismissal or suspension, to initiate a written grievance. Within seven calendar days after the date of receiving the grievance the union xxxxxxx or staff representative and the Employer shall meet and attempt to resolve the grievance. The employer designate shall reply in writing to the grievance within seven calendar days of the meeting. If there is no resolution of the grievance, the grievance may be referred to a sole arbitrator within seven calendar days of the Union receiving the Employer's reply.
