Common use of Intimidation Clause in Contracts

Intimidation. No employee shall be discharged or discriminated against for any lawful union activity, or for serving on a union committee outside of business hours, or for reporting to the Union the violation of any provision of this Agreement. If an employee walks off the job and alleges management has deliberately coerced or intimidated him/her into such action, the employee shall have a “cooling off period” of no more than three (3) consecutive calendar days to return to work without back pay, failing which the employee shall be deemed as having self-terminated (quit) his or her employment without further recourse pursuant to this Collective Agreement. An employee returning to his or her employment within three (3) days of walking off the job may grieve the allegation of coercion or intimidation against the Employer no later than five (5) calendar days after the incident that gave rise to the allegation. This Section is not to be construed to restrict management personnel from reprimanding an employee as required by his/her position to maintain the proper operation of the store.

Intimidation. No employee shall be discharged or discriminated against for any lawful union activity, or for serving on a union committee outside of business hours, or for reporting to the Union the violation of any provision of this Agreement. If an employee walks off the job and alleges management has deliberately coerced or intimidated him/her into such action, the employee shall have a “cooling off period” of no more than three (3) consecutive calendar days to return to work without back pay, failing which the employee shall be deemed as having self-terminated (quit) his or her their employment without further recourse pursuant to this Collective Agreement. An employee returning to his or her their employment within three (3) days of walking off the job may grieve the allegation of coercion or intimidation against the Employer no later than five (5) calendar days after the incident that gave rise to the allegation. This Section is not to be construed to restrict management personnel from reprimanding an employee as required by his/her their position to maintain the proper operation of the store.