Common use of EMPLOYEE DISCIPLINE AND DISMISSAL Clause in Contracts

EMPLOYEE DISCIPLINE AND DISMISSAL. Section 1: The Employer may discipline an employee for cause in a manner consistent with the nature and severity of the situation, and designed to achieve correction and avoid recurrence. Coaching and informal counseling are often effective means of communicating before formal counseling begins. All disciplinary action should occur reasonably near the time of the actual infraction or the Employer’s notice of the infraction. Section 2: When an employee is required by the Employer to attend a meeting which could lead to disciplinary action against that employee, the Employer shall inform the employee the meeting could result in disciplinary action; the employee has the right to be accompanied by up to two (2)Union representatives. This representation may be a Shop Xxxxxxx and either a Staff Representative or Local President. The meeting may be delayed for a reasonable time in order for the Union representation to be present, if such representation is requested. Section 3: Disciplinary actions involving suspension and dismissal are subject to the grievance provisions of this Agreement. An employee may have a Shop Xxxxxxx and either a Staff Representative or Local President present during any step of discipline and dismissal procedures. Union Representatives acting in a A. Employees, supervisors and witnesses sign and date the original documentation of verbal and written notifications, which are sent to Human Resources to be filed in the employee’s personnel file. In the event the employee refuses to sign the documents, the supervisor will note on the documentations that the employee was given the opportunity to sign the documents, but did not.

EMPLOYEE DISCIPLINE AND DISMISSAL. Section 1: The Employer may discipline an employee for cause in a manner consistent with the nature and severity of the situation, and designed to achieve correction and avoid recurrence. Coaching and informal counseling are often effective means of communicating before formal counseling begins. All disciplinary action should occur reasonably near the time of the actual infraction or the Employer’s notice of the infraction. Section 2: When an employee is required by the Employer to attend a meeting which could lead to disciplinary action against that employee, the Employer shall inform the employee the meeting could result in disciplinary action; the employee has the right to be accompanied by up to two (2)Union 2)a Union representatives. This representation may be a Shop Xxxxxxx and either a Staff Representative or Local President. The meeting may be delayed for a reasonable time in order for the Union representation representationive to be present, if such representation is requested. Section 3: Disciplinary actions involving suspension and dismissal are subject to the grievance provisions of this Agreement. An employee may have a Shop Xxxxxxx and either a Staff Representative or Local President member of the bargaining unit may request one Union representative to be present during any step of discipline and dismissal procedures. One official Union Representatives acting in aa representative capacity during a disciplinary meeting shall not suffer loss of regular pay if a disciplinary meeting called by the Employer occurs during their Union Representative’s regular work schedule. A. Employees, supervisors and witnesses sign and date the original documentation of verbal and written notifications, which are sent to Human Resources to be filed in the employee’s personnel file. In the event the employee refuses to sign the documents, the supervisor will note on the documentations that the employee was given the opportunity to sign the documents, but did not.

EMPLOYEE DISCIPLINE AND DISMISSAL. Section 1: The Employer may discipline an employee for cause in a manner consistent with the nature and severity of the situation, and designed to achieve correction and avoid recurrence. Coaching and informal counseling are often effective means of communicating before formal counseling begins. All disciplinary action should occur reasonably near the time of the actual infraction or the Employer’s notice of the infraction. Coaching should be utilized prior to formal discipline whenever possible. Section 2: When an employee is required by the Employer to attend a meeting which could lead to disciplinary action against that employee, the Employer shall inform the employee the meeting could result in disciplinary action; the employee has the right to be accompanied by up to two (2)Union 2) Union representatives. This representation may be a Shop Xxxxxxx and either a Staff Representative or Local President. The meeting may be delayed for a reasonable time in order for the Union representation to be present, if such representation is requested. Section 3: Disciplinary actions involving suspension and dismissal are subject to the grievance provisions of this Agreement. An employee may have a Shop Xxxxxxx and either a Staff Representative or Local President present during any step of discipline and dismissal procedures. Union Representatives acting in aa representative capacity during a disciplinary meeting shall not suffer loss of regular pay if a disciplinary meeting called by the Employer occurs during their regular work schedule. A. Employees, supervisors and witnesses sign and date the original documentation of verbal and written notifications, which are sent to Human Resources to be filed in the employee’s personnel file. In the event the employee refuses to sign the documents, the supervisor will note on the documentations that the employee was given the opportunity to sign the documents, but did not.