Grievance Disciplinary Action. In response to your demand made during the current negotiations, we have agreed that during discussions as early as Step 2 of the grievance procedure of grievances over discipline, discharge and other terminations from employment, each party will present a statement of position reciting facts then known on which it relies, and a copy of a document or statement on which the party relies to support its position. In the case of a document covering, or statement by, an employee who is not the grievant, the party relying on it may excise, block out, or otherwise remove, information on it that is not relevant or that would disclose the identity of the person who made the statement or concerning whom the document refers. In cases where a prior disciplinary record is involved, the Company may present a written summary of the grievant's disciplinary record. The statement of position and other statements and documents that a party has provided the other shall become part of the grievance file and may be referred to in subsequent steps of the grievance procedure, including the Arbitration Board. The failure or refusal of the Union to present a full oral explanation of its position shall relieve the Company from presenting any statement or document on which it relies. The failure or refusal of a party to make available to the other a copy of a document or statement which it has in its possession and on which the party relies shall preclude the party from using it before the Arbitration Board. The Company expressed its concern that its providing to Local Union representatives involved in processing grievances copies of employee statements and corporate documents relating to employees may lead to abuses unless the statements and documents (i) are used solely in connection with the proper processing of a grievance, (ii) are otherwise kept confidential, and (iii) are not in any way used by any member of the bargaining unit to attempt to harass or intimidate an employee giving a statement or providing a document. The Union assured the Company that it will instruct its Local and National Representatives of these restrictions on the use of such material and the need to maintain confidentiality. The Union further represents that if a copy of a statement or document provided it in accordance with this Letter Agreement is used by its representatives or those under their control for any purpose other than the proper processing of a grievance or is publicized outside of the griev...
Grievance Disciplinary Action. In response to your demand made during the current negotiations, we have agreed that during discussions as early as Step 2 of the grievance procedure of grievances over discipline, discharge and other terminations from employment, each party will present a statement of position reciting facts then known on which it relies, and a copy of a document or statement on which the party relies to support its position. In the case of a document covering, or statement by, an employee who is not the grievant, the party relying on it may excise, block out, or otherwise remove, information on it that is not relevant or that would disclose the identity of the person who made the statement or concerning whom the document refers.
Grievance Disciplinary Action. (3.22) 73 Application of Section (3.16)................. (3.23) 75 Discipline On Standards ....................... (3.24) 75 WORK STANDARDS (4) Work Standards.................................... (4.1) 77 Work Standards — Disputes ................ (4.2) 85 Work Allocation - Assembly Operations ...................................... (4.3) 87 SENIORITY (5) Probationary Employees ...................... (5.1) 89 Seniority Lists ....................................... (5.2) 90 Loss of Seniority ................................... (5.3) 91 Exceptions to Seniority and Job Opportunity Provisions — Disabled Employees....................... (5.4) 93 Re-Instatement After Disability ............. (5.5) 93 Shift Preference.................................... (5.6) 95 Student Hires - Seniority....................... (5.7) 95 Hiring Practice ...................................... (5.8) 95 Preferential Hires.................................. (5.9) 96 Preferential Hires - Plant Closure ......... (5.10) 97 Rights Under Job & Income Protection (5.11) 98 Placement of Disabled Employees - Discussions .................................... (5.12) 99 Correctional Services — Temporary Absence Program........................... (5.13) 100 Statement of Policy No. 1 Able To Satisfactorily Perform ..................... (5.14) 100 LAYOFF AND RECALL (6) Layoff Definitions .................................. (6.1) 102 Notice of Layoff..................................... (6.2) 103 Recall.................................................... (6.3) 103 TRANSFER and PROMOTION (7) Transfer of Employees Between Plants.............................................. (7.1) 104 Transfer of Operations Between Plants.............................................. (7.2) 105 Discontinuance of Operations .............. (7.3) 106 Transfer Between Plants At Employee Request ......................... (7.4) 106 WORKING HOURS (8) Call-In and Call-Back Pay..................... (8.1) 108 Shift Premium and Hours ..................... (8.2) 108 Overtime Equalization Agreements ...... (8.3) 108 Time and One-Half ............................... (8.4) 109 Double Time ......................................... (8.5) 109 Seven-Day Operations ......................... (8.6) 109 Seven-Day Operations Premium.......... (8.7) 111 Overtime Pyramiding Prohibited........... (8.8) 111 Lunch Period ........................................ (8.9) 111 Payment For Day of Injury.................... (8.10) 111 Workweek Defined ..............
Grievance Disciplinary Action. ARTICLE Right Present Rejection During Probation Seniority Defined Seniority LOSS of ARTICLE SERVICE CAREER POLICY Posting Posting and Filling Seniority Promotions Transfers Qualifying Period on Promotions and Transfers Interviews
