Just Cause and Procedure a) An employee may be disciplined or dismissed only for just and reasonable cause and only upon the authority of the Employer, or as provided in the Article dealing with probation. The department head may discipline or suspend an employee with or without pay but will immediately report such action to the Employer. Such employee and the Union will be advised promptly in writing by the Employer of the reason for such dismissal, discipline or suspension. Just cause will not include the refusal of an employee to cross the picket line of a legal strike, or refusal of an employee to deal with any business establishment involved in a legal strike. This provision will be inapplicable to any employee in respect of the employee's refusal to work or to cross such picket line if the employee has permission of the striking union to cross such picket line or to so deal.
Just Cause and Procedure a) An employee may be disciplined or dismissed only for just and reasonable cause and only upon the authority of the Employer, or as provided in the Article dealing with probation. The department head may discipline or suspend an employee with or without pay but shall immediately report such action to the Employer. Such employee and the Union shall be advised promptly in writing by the Employer of the reason for such dismissal, discipline or suspension. Just cause shall not include the of an employee to cross the picket line of a legal strike, or refusal of an employee to deal with any business establishment involved in a legal strike. This provision shall be inapplicable to any employee in respect of the employee's to work or to cross such picket line if the employee has permission of the striking union to cross such picket line or to so deal. Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in the employee's former position, without loss of seniority rating, and shall be compensated for all time lost in an amount equal to the employee's normal earnings during the pay period next preceding such discharge or suspension, or by any other arrangement as to compensation which is just and equitable in the opinion of the Parties, or the Board of Arbitration if the matter is referred to such a Board. An employee considered by the Union to be wrongfully or unjustly discharged shall be entitled to a hearing under Article Grievance Procedure, at Step
Just Cause and Procedure a) An employee may be disciplined or dismissed only for just and reasonable cause and only upon the authority of the Employer, or as provided in the Article dealing with probation. The department head may discipline or suspend an employee with or without pay but shall immediately report such action to !he Employer. Such employee and the Union shall be advised promptly in writing by the Employer of the reason for such dismissal, discipline or suspension. Just cause shall not include the refusal of an employee to cross the picket line of a legal strike, or refusal of an employee to deal with any business establishment involved in a legal strike. This provision shall be inapplicable to any employee in respect of the employee's refusal to work or to cross such picket line if the employee has permission of the striking union to cross such picket line or to so deal. Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in the employee's former position, without loss of seniority rating, and shall be compensated for all time lost in an amount equal to the employee's normal earnings during the pay period next preceding such discharge or suspension, or by any other arrangement as to compensation which is just and equitable in the opinion of the Parties, or the Board of Arbitration if the matter is referred to such a Board. An employee considered by the union to be wrongfully or unjustly discharged shall be entitled to a hearing under Article Grievance Procedure, at Step Burden of Proof In case of and/or discipline, the burden of proof of just cause shall rest with the Ernployer. In the subsequent grievance proceedings or arbitration hearing, evidence shall be limited to the grounds stated in the discharge or discipline notice to the employee. Adverse
