JUST CAUSE, EMPLOYEE COUNSELING AND PROGRESSIVE DISCIPLINE Sample Clauses

JUST CAUSE, EMPLOYEE COUNSELING AND PROGRESSIVE DISCIPLINE. An employee has the right to have representation by a Union Shop Xxxxxxx or Union representative in any meeting with the Employer which is investigative in nature and could lead to disciplinary action (up to and including discharge) being imposed upon the employee, or in any meeting at which the Employer announces its imposition of discipline. If the employee requests that the Union Shop Xxxxxxx or Union representative not be present, the Employer will notify the Union representative of the nature of such discipline immediately after the employee has been advised. No Bargaining Unit employee will be disciplined or discharged without just cause. Discipline will normally be corrective in nature and will conform to generally accepted principles of progressive discipline, with the exception of serious misconduct. Discipline may be in the form of a verbal reprimand, a written reprimand entered into the Employee’s personnel file, a suspension without pay, or a discharge. Prior to each step of discipline, a shop xxxxxxx and employee will be notified. All disciplinary meetings will be standalone meetings and the Union will be provided at least a 48-hour notice of the meeting. If the employer asks an employee to sign a document to acknowledge its receipt, an employee may indicate that they refused to sign, and such refusal alone will not subject the employee to discipline or further discipline. For avoidance of doubt, the Parties recognize that supervisory feedback, coaching, counseling and other similar interactions with an employee, and paid leave initiated by the Employer, are not disciplinary action. Prior to entering any step of progressive discipline, the employee will be counseled by their supervisor following a minor offense or infraction. This will be done in an effort to eliminate possible misunderstandings and to identify what constitutes good performance. In any instance where the Employer does not initiate one of the formal steps of discipline, as outlined below, the counseling will not be considered as disciplinary action, but as an effort to avoid the need for disciplinary action and will be noted on the file as “employee counseling.” Any employee counseling session should be recorded on a standardized form (through check-in meeting document) with input from all parties, to record mutual accountability and understanding. There are four (4) levels of progressive discipline used at Groundswell, any one of which may be entered into, depending upon the c...