Common use of DISMISSAL, SUSPENSION OR LAY-OFF Clause in Contracts

DISMISSAL, SUSPENSION OR LAY-OFF. If an employee is dismissed or suspended or laid-off for any reason whatsoever and feels that he has been unjustly dealt with, he shall notify a Xxxxxxx or an Officer of the Union who shall, if a grievance is to be filed, notify the Manager in writing within five (5) working days of receipt of notice or suspension, dismissal or lay-off by the Chief Xxxxxxx or the Chairperson of the unit. The dismissal, suspension or lay-off shall then constitute a grievance and shall be dealt with according to the grievance procedure set out above, beginning with the second step of Section 1. If subsequently it is decided that the employee was unjustly dismissed, suspended or laid-off, he shall be reinstated in his former position with full seniority rights and he shall be compensated for all time lost or granted such lesser penalty as may be deemed fair in the circumstances. The Company will notify in writing the Chairperson or the Chief Xxxxxxx or his designated representative on the same date that an employee is discharged or suspended. Such notice shall state the reasons for the dismissal or suspension. If after twelve (12) months from the date of a written disciplinary action there has been no further written discipline for the same reason, the record of such disciplinary action will be removed from the employee's file. It is understood that a Xxxxxxx or a Union Officer has duties and responsibilities towards, for, and on behalf of the Union and is required at times to investigate and process grievances as provided for in this Agreement and attend to Union activities falling under the scope of this Agreement. The Xxxxxxx or Union Officer may request their supervisor make the necessary arrangements so that he can leave his job as soon as possible. Such requests for leave shall not be unreasonably withheld. It is understood that Officers and Stewards shall not take more time than necessary for the performance of their duties. Time spent in handling grievances shall be considered time worked.

DISMISSAL, SUSPENSION OR LAY-OFF. If an employee is dismissed or suspended or laid-off for any reason whatsoever and feels that he has been unjustly un- justly dealt with, he shall notify a Xxxxxxx or an Officer of the Union who shall, if a grievance is to be filed, notify the Manager in writing within five (5) working days of receipt of notice or suspension, dismissal or lay-off by the Chief Xxxxxxx or the Chairperson of the unit. The dismissal, suspension or lay-off shall then constitute a grievance and shall be dealt with according to the grievance procedure set out above, beginning with the second step of Section 1. If subsequently it is decided that the employee was unjustly un- justly dismissed, suspended or laid-off, he shall be reinstated rein- stated in his former position with full seniority rights and he shall be compensated for all time lost or granted such lesser penalty as may be deemed fair in the circumstances. The Company will notify in writing the Chairperson or the Chief Xxxxxxx or his designated representative on the same date that an employee is discharged or suspendedsus- pended. Such notice shall state the reasons for the dismissal or suspension. If after twelve (12) months from the date of a written disciplinary dis- ciplinary action there has been no further written discipline disci- xxxxx for the same reason, the record of such disciplinary action will be removed from the employee's file. It is understood that a Xxxxxxx or a Union Officer has duties and responsibilities towards, for, and on behalf of the Union and is required at times to investigate and process grievances as provided for in this Agreement and attend to Union activities falling under the scope of this Agreement. The Xxxxxxx or Union Officer may request re- quest their supervisor make the necessary arrangements so that he can leave his job as soon as possible. Such requests for leave shall not be unreasonably withheld. It is understood that Officers and Stewards shall not take more time than necessary for the performance of their duties. Time spent in handling grievances shall be considered time worked.

DISMISSAL, SUSPENSION OR LAY-OFF. If an employee is dismissed or suspended or laid-off for any reason whatsoever and feels that he has they have been unjustly dealt with, he they shall notify a Xxxxxxx or an Officer of the Union who shall, if a grievance is to be filed, notify the Manager in writing within five (5) working days of receipt of notice or suspension, dismissal or lay-off by the Chief Xxxxxxx or the Chairperson of the unit. The dismissal, suspension or lay-off shall then constitute a grievance and shall be dealt with according to the grievance procedure set out above, beginning with the second step of Section 1. If subsequently it is decided that the employee was unjustly dismissed, suspended or laid-off, he they shall be reinstated in his their former position with full seniority rights and he they shall be compensated for all time lost or granted such lesser penalty as may be deemed fair in the circumstances. The Company will notify in writing the Chairperson or the Chief Xxxxxxx or his their designated representative on the same date that an employee is discharged or suspended. Such notice shall state the reasons for the dismissal or suspension. If after twelve (12) months from the date of a written disciplinary action there has been no further written discipline for the same reason, the record of such disciplinary action will be removed from the employee's file. It is understood that a Xxxxxxx or a Union Officer has duties and responsibilities towards, for, and on behalf of the Union and is required at times to investigate and process grievances as provided for in this Agreement and attend to Union activities falling under the scope of this Agreement. The Xxxxxxx or Union Officer may request their supervisor make the necessary arrangements so that he they can leave his their job as soon as possible. Such requests for leave shall not be unreasonably withheld. It is understood that Officers and Stewards shall not take more time than necessary for the performance of their duties. Time spent in handling grievances shall be considered time worked.