Investigation and Discipline Sample Clauses

Investigation and Discipline. 34.1 When an investigation is to be held, the engineer whose presence is desired will be properly advised as to the time, place and subject matter, which will be confined to the particular matter under investigation. 34.2 An engineer will not be disciplined or dismissed without having had a fair and impartial hearing and his/her responsibility established. 34.3 An engineer who has been on duty in excess of eight hours will not be required to attend hearing without having sufficient time off duty for rest. 34.4 A hearing shall be held and the locomotive engineer advised in writing of the decision within 28 calendar days from the date of the locomotive engineer's statement unless as otherwise mutually agreed. NOTE: Employee's file will be cleared of any record of discipline placed on his/her file after five (5) years. Any discipline not deducted from an employee's record in accordance with Company policy 6-S-1 will not be removed from employee's record notwithstanding this Article. This is not to interfere with current practice of clearing twenty (20) demerits from employee's file following one (1) year of discipline-free service. 34.5 At the hearing the engineer may have an accredited representative of the Brotherhood of Locomotive Engineers appear with him who will be accorded the privilege of requesting the presiding officer to ask, for the record, questions which have a bearing on the responsibility of the engineer. The engineer will be given a clear copy of his/her statement. 34.6 An engineer and his/her accredited representative shall have the right to be present during the examination of any witness whose evidence may have a bearing on the engineer's responsibility to offer rebuttal through the presiding officer by accredited representative. The General Chairman to be given a copy of statements of such witnesses on request. 34.7 An engineer will not be held off unnecessarily in connection with an investigation, lay-over time to be used as far as practicable. 34.8 Engineers instructed to report for investigation and no responsibility is attached will be compensated for such service in accordance with the provisions of Article 21. 34.9 An appeal may be made in accordance with the Grievance Procedure. Should discipline after appeal be found to be unjust, resulting in cancellation of such discipline, an engineer losing time shall be paid for time lost 100 miles for each consecutive 24 hours at minimum through freight rate, less any amount earned in other ...

Investigation and Discipline. If an employee who is transferred from the employment of a member to the employment of a joint powers entity is under investigation by the member of the entity at the time of the transfer and would be subject to discipline by the member of the entity, the new joint powers entity may discipline the employee for just cause, and the employee's union may file a grievance under the collective bargaining agreement the employee was covered by as an employee of a member of the entity or the new collective bargaining agreement after it is agreed to.

Investigation and Discipline. Should an Employee be the complainant or respondent in an investigation, the Employee shall have the right to have a Union representative present at any meetings involving the Employee. At the conclusion of an investigation, an Employee shall have the right to grieve any disciplinary action imposed by the College in accordance with Article 13: Complaint, Grievance and Arbitration Procedure.

Investigation and Discipline. 27.1 An employee shall not be disciplined or dismissed until after a fair and impartial investigation has been held and the employee's responsibility is established by assessing the evidence produced and the employee will not be required to assume this responsibility in his/her statement.

Investigation and Discipline. No employee will be disciplined or dismissed until the charges against them have been investigated; the investigation to be presided over by the employee's superior officer. They may, however, be held off for investigation not exceeding three days. They will be given 48 hours' notice of the investigation and will be properly notified of the time, place and the charges placed against them. They may select a fellow employee to appear with them at the investigation, and they and such fellow employee will have the right to hear all of the evidence submitted, and will be given an opportunity through the presiding officer to ask questions of witnesses whose evidence may have bearing on their responsibility, questions and answers will be recorded. The Union will be provided an opportunity to reply and/or submit additional evidence for consideration to the proper officer of the Company within 7 days of the investigation. Such information will form part of the investigation record. They will be furnished with a copy of their statement taken at the investigation. The employee will be advised in writing of the decision within 28 days from the date investigation is completed except as otherwise mutually agreed. If not satisfied with the decision they will have the right to appeal in accordance with the grievance procedure.

Investigation and Discipline. Should a Faculty Member be the complainant or respondent in an investigation, the Faculty Member shall have the right to have Union representation at all meetings involving the Faculty Member. At the conclusion of an investigation, a Faculty Member shall have the right to grieve any disciplinary action imposed by the College in accordance with Article 11: Complaint,

Investigation and Discipline. 9.1 (a) Discipline will be based on the following progressive discipline system. Employees with twenty-four (24) months clear of discipline will have all discipline removed from their employment record. (i) The Company has the right to discipline and discharge for just cause only after an investigation has been held. The company recognizes the value of a good working relationship and that discipline should be instructive and corrective. (ii) All disciplinary action shall be fully documented laying out the offense that resulted in the discipline, the discipline issues and the consequences of further offenses. The employee must acknowledge, by his signature, that he is aware he has received discipline. (iii) A shop xxxxxxx shall be present when discipline is issued. (iv) All discipline shall be placed in the employee's file, with a copy given to the employee and the shop xxxxxxx. (v) Only written warnings, written reprimands and letters of suspension shall be considered discipline. Verbal warnings shall not be considered discipline. (vi) The severity of discipline will be determined by the employee's length of service, the employee's work record, previous disciplined offenses of a similar nature, other pervious disciplined offenses, the length of time since a previous disciplined offense, and the seriousness of the offense itself. A serious offense may result in discharge on the first offense. (vii) All disciplinary action shall be subject to the grievance and arbitration procedures. 9.2 Whenever an employee is to be interviewed by the Company with respect to his work or his conduct, a Union representative will be in attendance. Such interview must be held within seven (7) calendar days from the date the incident became known to the Company, unless otherwise mutually agreed. In the event a Union representative is not reasonably available, a fellow employee, selected by the employee to be interviewed, may be in attendance. In cases where a Union representative is unable to be physically present the Company will arrange to conduct the investigation by telephone with the Local Chairman. 9.3 When an interview is to be held, each employee whose presence is desired will be notified of the time, place, and subject matter of the interview. The employee and the Company shall mutually agree to the time and place of the interview provided that the interview is held as expeditiously as possible. An employee and his representative is entitled to be present during the exa...

Investigation and Discipline. A. Before a Pilot is discharged, suspended without pay or disciplined, the Pilot shall be notified in writing of the precise charge or charges against him. Written charges may be presented to the Pilot in person or by certified mail (return receipt requested). The Company may suspend a Pilot with pay (based on minimum guarantee) and Company provided benefits, pending the completion of the investigation and due process hearing of the charges against him. In any case, notification to the Pilot must be made within sixty (60) days of the date on which the Company had, or reasonably should have had, knowledge of the event or action upon which the charge or charges are based. B. A Pilot shall be given the necessary time, not to extend fifteen (15) calendar days from the date he first receives notice of the charges against him, to request and prepare for a due process hearing in front of the Director of Operations, or his designee, and to secure the presence of witnesses. A Pilot shall have the right to be represented by a Company employee of his choice or his duly accredited representative(s) at this hearing. C. The Director of Operations, or his designee, shall promptly announce his due process hearing decision in writing. If the decision is not satisfactory to the Pilot, it may be appealed to the Chief Operating Officer and, if not satisfactorily resolved by that step, to the System Board of Adjustment in the manner provided in Article 20 of this Agreement. D. If, as a result of any hearing or appeal, a Pilot is exonerated, the following shall apply: 1. He shall be reinstated without loss of seniority and longevity. 2. He shall be paid for the time lost as if he had flown his schedule or, in the case of Reserve Pilots, in accordance with Article 4. 3. His personnel records shall be cleared of any references to the charges.

Investigation and Discipline. Should an Employee be the complainant.or in an investigation, the Employee shall have the right to have representation at all meetings involving the Employee. conclusion of an investigation, an Employee shall have the right to grieve any disciplinary action imposed by the College in accordance with 11: Grievance and

Investigation and Discipline. No employee will be disciplined or dismissed until the charges against have been investigated: the investigation to be presided over by the employee's superior officer. may, however, be held off for investigation not exceeding three days. will be given hours' notice of the investigation and will be properly notified of the charges against may select a fellow employee to appear with at the investigation, and and such fellow employee will have the right to hear all of the evidence submitted, and will be given an opportunity through the presiding officer to ask questions of witnesses whose evidence may have bearing on responsibility, questions and answers will be recorded. will be furnished with a copy of statement taken at the investigation. The employee will be advised in writing of the decision within days from the date investigation is completed except as otherwise mutually agreed. If not satisfied with the decision will have the right to appeal in accordance with the grievance procedure. On request, the General Chairperson will be shown all evidence in the case. In case the discipline or dismissal is found to be unjust, the employee will be exonerated. If the employee has been dismissed, will be paid in accordance with either: