Common use of Justice and Dignity Provision Clause in Contracts

Justice and Dignity Provision. (a) An employee whom the Company suspends or discharges for an alleged absentee or tardiness violation, or an employee whom the Company alleges has quit, shall be retained at, or returned to active work until any grievance contesting such suspension or discharge is finally resolved through the grievance and arbitration procedure. Grievances involving employees, who are retained at work under this provision, will be handled in the Expedited Arbitration Procedure, unless the Company and the Union mutually agree otherwise. If the Arbitrator upholds the suspension or discharge of an Employee retained at work, the penalty shall be instituted after receipt of the arbitration decision. (b) An employee whom the Company suspends or discharges, shall be retained at, or returned to active work and is expected to perform in a satisfactory manner while this procedure is followed (excluding the following situation stated in 8.05 (c)), until the Operations Manager, as per article 6.03, renders the decision of the second stage of the grievance procedure in writing. (c) Where the suspension or discharge is for insubordination, harassment, fighting, theft and willful destruction of Company property, or there is a violation of the Ontario Occupational Health and Safety Act, or the safety of other employees or management may be at risk, or where the employee is obviously impaired by alcohol, or drugs or other intoxicating or mind altering substance, the provision of article 8.05 (b) shall not apply.

Justice and Dignity Provision. (a) An employee whom the Company suspends sus- pends or discharges for an alleged absentee or tardiness xxxxx- xxxx violation, or an employee whom the Company alleges has quit, shall be retained at, or returned to active work until any grievance contesting such suspension sus- pension or discharge is finally resolved through the grievance and arbitration procedure. Grievances involving employeesEmployees, who are retained at work under this provision, will be handled in the Expedited Arbitration Procedure, unless the Company and the Union mutually agree otherwise. If the Arbitrator upholds the suspension or discharge of an Employee retained at work, the penalty shall be instituted after receipt of the arbitration decision. (b) . An employee whom the Company suspends sus- pends or discharges, shall be retained at, or returned to active work and is expected to perform in a satisfactory satis- factory manner while this procedure is followed (excluding the following situation stated in 8.05 (c)), until the Operations Plant Manager, as per article 6.03, renders the decision of the second third stage of the grievance procedure proce- dure in writing. (c) . Where the suspension or discharge is for insubordination, harassment, fighting, theft and willful wil- ful destruction of Company property, or there is a violation of the Ontario Occupational Health and Safety Act, or the safety of other employees or management man- agement may be at risk, or where the employee is obviously impaired by alcohol, or drugs or other intoxicating or mind altering substance, the provision of article 8.05 (b) shall not apply.

Justice and Dignity Provision. (a) An employee whom the Company suspends or discharges for an alleged absentee or tardiness violation, or an employee whom the Company alleges has quit, shall be retained at, or returned to active work until any grievance contesting such suspension or discharge is finally resolved through the grievance and arbitration procedure. Grievances involving employees, who are retained at work under this provision, will be handled in the Expedited Arbitration Procedure, unless the Company and the Union mutually agree otherwise. If the Arbitrator upholds the suspension or discharge of an Employee retained at work, the penalty shall be instituted after receipt of the arbitration decision. (b) An employee whom the Company suspends or discharges, shall be retained at, or returned to active work and is expected to perform in a satisfactory manner while this procedure is followed (excluding the following situation stated in 8.05 (c)), until the Operations Plant Manager, as per article 6.03, renders the decision of the second stage of the grievance procedure in writing. (c) Where the suspension or discharge is for insubordination, harassment, fighting, theft and willful destruction of Company property, or there is a violation of the Ontario Occupational Health and Safety Act, or the safety of other employees or management may be at risk, or where the employee is obviously impaired by alcohol, or drugs or other intoxicating or mind altering substance, the provision of article 8.05 (b) shall not apply.