OF DISCIPLINE. A Union representative will he present at any time when a disciplinary warning. suspension and/or discharge, is issued. No written disciplinary action shall remain on the employee’s record longer eighteen (1 8) calendar months. The Company must take disciplinary action or give the notice required under section within ten (10) working days from the date of the incident or the date upon which the incident known to the Company. In the case of a preventable accident review, the Company must take disciplinary action within one (31) calendar days of the accident. When the Company intends or contemplates suspending an employee for more than two (2) days or discharging an employee, the Company will provide the Union and the employee with notification explaining the reasons for taking the action. An employee shall suffer no loss of employment until such notice has been given and the Union has had one working day to investigate and make representations to the Company. Notwithstanding the foregoing, where the circumstances of a case may make it inadvisable to retain an employee in the workplace, the employee will be suspended without pay immediately, pending a meeting between the Company and the Union which will be held within two (2) working days of the suspension. The Company or the Union may request an extension of up to two (2) additional working days to investigate the incident.
OF DISCIPLINE. When an employee is called to an interview by the Human Resource Manager designated representative for the purpose of investigating alleged misconduct, the Chairperson designated representative will be present at such meeting. If, following such investigation, such employee is suspended or given warning, shall be given written notice of such suspension or warning and reasons therefore, with a copy to the Chairperson. If an employee is to be discharged, there must be a meeting held with the Human Resource Manager, the employee concerned and the Chairperson. In the event that the employee refuses to attend the meeting, a written notice of discharge may be forwarded to the employee by means of registered mail, and a copy thereof shall be forwarded to the Chairperson. Where a written warning has been given to an employee such written warning shall remain against the record of the employee for a period of six (6)months of work. When an employee has been suspended, such suspension shall remain against the record of the employee for a period of fifteen (15) months of work. At the expiration of the time periods stated above, the disciplinary records files shall not be used in any future disciplinary action, grievance or arbitration. The records files will be returned to the employee, and the Chairperson will be notified of such action.
OF DISCIPLINE. A Union Representative may be present during all warnings regarding disciplinary actions. When an employee is called to an interview by a member of supervision, and the subject of the interview is discipline, the employee will be so informed before the interview and will be advised that may have union representation present. An employee receiving a written disciplinary notice shall have such notice given within five (5) regular working days, except for absenteeism, following the date of the alleged incident or discovery of the incident and such notice shall be given in the presence of the employee’s Union Representative. No written disciplinary action shall remainagainst an employee’s record for a period longer than twelve (12) months.
OF DISCIPLINE. A Union Representative will be present during all warnings regarding disciplinary actions. When an employee is called to an interview by a member of management, and the subject of the interview is discipline, the employee will be so informed before the interview and will be advised that will have union representationpresent. An employee receiving a written disciplinary notice will have such notice given within five (5) regular working days following the date of the alleged incident or discovery of the incident and such notice will be given in the presence of the employee's Union Representative. An employee receiving a written disciplinary notice for absenteeismwill have such notice given within (7) regular working days and such notice will be given in the presence of the employee's Union Representative. These periods may be extended by mutual agreement of the Company and Union. No written disciplinary action will remain in or against an employee's record for a period longer than twelve (12) months.
OF DISCIPLINE. A Union representative may be present during all warnings regarding disciplinary actions. When an is called to an interview by a member of super- vision, and the subject of the interview is discipline the employee will be so informedbefore the interview and will be advised that he may have union representation present. the end No written disciplinary action shall remain against an employee’s recordfora period longer than
OF DISCIPLINE. A Union representative will be present at any time when a disciplinary warning, suspension discharge, is issued. No written disciplinary action shall remain on the employee’s record longer than eighteen (18) months. In calculating these time periods, only time by the employee, including paid vacations and paid holidays, will be taken into account. The Company must take disciplinary action or give the notice required under section within ten (10) working days from the date of the incident or the date upon which the incident became known to the Company. In the case of a preventable accident review, the Company must take disciplinary action within one (3 1) calendar days of the accident. When the Company intends or contemplates suspending an employee for more than two (2) days or discharging an employee, the Company will provide the Union and the employee with written notification explaining the reasons for taking the action. An employee shall suffer no loss of employment until such notice has been given and the Union has had one working day to investigate and make representations to the Company. Notwithstanding the foregoing, where the circumstances of a case may make it inadvisable to retain an employee in the workplace, the employee will be suspended without pay immediately, pending a meeting between the Company and the Union which will he held within two (2) working days of the suspension. The Company or the Union may request an extension of up to two (2) additional working days to investigate the incident.
OF DISCIPLINE. A Union representativewill be present dur- ing all warnings regarding disciplinary actions. When an employee is called to an interview by a member of supervision, and the subject of the interview is disci- xxxxx, the employee will be so informed before the inter- view and will be advised that he will have his union rep- resentative present.
OF DISCIPLINE. A Union representativewill be present dur- ing all warnings regarding disciplinary actions. When an employee is called to an interview by a member of supervision, and the subject of the interview is disci- xxxxx, the employee will be so informed before the inter- view and will be advised that he will have his union rep- resentative present. No written disciplinary action shall remain against an employee’s record for a period longer than twelve (12) months. No discipline, including termination, sus- pension, or warning, shall be enacted after five (5) work- ing days following the discovery of the incident, except in cases of absenteeismor tardiness where disciplinary action must be administeredwithin ten (10) working days of last occurrence. The Union Committee and Company may extend either deadline upon mutual agreement.
OF DISCIPLINE. A Xxxxxxx or Committeepersonwill be present when an employee is disciplined, suspended or discharged. Any reprimand, warning or disciplinary measure that becomes part of an employee’s record regarding work or conduct will be confirmed in writing. All verbal warnings will be reduced to writing. The Employer will forward to the employee and the a copy within seven (7) calendar days of the discipline, with the provision that an extension of time limits will be granted by the or in absence, another member of the Committee, where extenuating circumstances can be demonstrated. When an employee is called to an interview by a member of supervision and the subject of the interview is discipline, the employee and the will be so informed before and the interview will not proceed until the person is present. In the event an employee’s employment is to be terminated by registered mail, the Chairperson, or in absence, the Committeeperson, shall be notified in advance of such letter being sent. Employees shall have the right to choose their union xxxxxxx on their particular shift provided they are available. A disciplinary action shall be removed from an employee’s active record after a of twelve (12) month’s of employment, provided that the employee has no further discipline in that period in that particular stream. Discipline is defined as a verbal warning, written warning, suspension, or discharge to an employee. A copy of any discipline must be given to the Committeeperson.
OF DISCIPLINE. An employee who is discharged or suspended shall be given a reasonable opportunity to interview his committee person or Plant Chairperson in a private area designated by the Employer before leaving the Employer's premises, unless it is necessary, because of the circumstances giving rise to the suspension or discharge, to require the immediate expulsion of the employee from the plant premises. An employee who has completed the probationary period and who is suspended or discharged may file a grievance at Step of the Grievance Procedure within five (5) working days after such discharge or suspension. Where a grievance which is filed under Article is not settled and duly comes before an arbitrator, the arbitrator may make a ruling, subject to this Article and to Article
