Principle of Innocence. Both parties agree that an Employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an Employee who has completed her probationary period and which may result in the suspension or discharge of the Employee, the following procedure shall be followed. The Employer shall only discipline an Employee for just cause.
Principle of Innocence. Both Parties agree that an Employee shall be presumed innocent. In the event the Employer initiates disciplinary action against an Employee which may result in his/her discharge, the procedure outlined herein shall be followed.
Principle of Innocence. The Employer and the Union agree to adhere to the principle of progressive discipline. Any employee may be dismissed or suspended, but only for just cause. In cases of suspension or dismissal, proof of just cause will rest with the Employer.
Principle of Innocence. Both parties agree that an employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an employee who has completed his/her probationary period and which may result in suspension or discharge of the employee, the following procedure will be followed: The Employer shall not take disciplinary action without first warning the employee, in writing, unless the circumstances justify immediate discipline or discharge. All disciplinary action shall be given in writing, giving reason(s) for such disciplinary action, with a copy to the designated union person. In the subsequent Grievance proceedings or arbitration hearing, if any, evidence shall be limited to evidence relating to the Employer's reasons in the discharge or discipline.
Principle of Innocence. Both Parties agree that an Employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an Employee, which may result in the suspension or discharge of the Employee, the following procedure shall be followed.
Principle of Innocence. Both parties agree that an employee is considered innocent until proven guilty and in cases of discharge, suspension or discipline, burden of proof of just cause shall rest with the City.
Principle of Innocence. Both parties agree that an employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an employee which may result in the suspension or discharge of the employee, the following procedure shall be followed. The Board the right to discipline or discharge an employee for just and sufficient cause. A claim by a seniority employee of unjust discipline or discharge shall be treated as a grievance and the grievance procedure shall be followed as outlined in Article Such grievances may be settled by confirming the Board's action or by reinstating the employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or the Arbitrator. The Board will notify the and the Union of all anticipated discipline or discharge actions in immediately giving the name of the employee concerned and the reason for the anticipated discipline or discharge. In cases of discipline matters involving dismissal, loss of pay, or written warningsthe employee shall receive written notification of the disciplinary action in the presence of the Separate School Group Vice-President. Copies of all written warnings and notices of all disciplinary action shall be sent to all persons on the mailing list as supplied by the Union. An employee shall have the right at any time to have access to and review of personnel record. Any disagreement as to the accuracy of information contained in the file may be subject to the grievance procedure and the eventual resolution thereof shall become part of the employee's record. No evidence from the employee's record may be introduced as evidence in any hearing, if such evidence relates to any disciplinarymatter which took place more than twenty-four (24) months previous to the issue giving rise to the hearing, Notwithstanding the above however, evidence relating to disciplinary action taken by the Employer as a result of sexual or moral may be considered. Every employee shall be notified of the name of immediate designated supervisor.
