Principle of Innocence and Burden of Proof. Both parties agree that an employee is considered innocent until proven guilty. In case of discharge or discipline, the burden of proof of just cause shall rest with the employer. Evidence presented shall pertain only to the grounds stated in the discharge or discipline notice to the employee. The employer endorses the concept of progressive discipline in situations of poor performance. While the employer reserves the right to use any disciplinary action deemed appropriate, regardless of the order of the following clauses, the parties agree that, where possible, an employee should receive a verbal warning of inappropriate behaviour before written reprimands or other types of disciplinary action are taken. Verbal reprimands shall not be documented in the employee’s official file, are not grievable and shall be delivered in the presence of a Xxxxxxx or designated Union Representative.
Principle of Innocence and Burden of Proof. Both parties agree that a full-time employee is considered innocent until proven guilty. In case of discharge or discipline, the burden of proof of just cause shall rest with the USSU. Evidence presented shall pertain only to the grounds stated in the discharge or discipline notice to the employee.
Principle of Innocence and Burden of Proof. Both parties agree that an employee is considered innocent until proven guilty. In case of discharge or discipline the burden of proof on a balance of probabilities of just cause shall rest with the Employer. Evidence presented shall pertain only to the grounds stated in the discharge or discipline notice to the employee.
Principle of Innocence and Burden of Proof. Both parties agree that an employee is considered innocent until proven guilty. In case of discharge or discipline, the burden of proof of just cause shall rest with the University. Evidence presented shall pertain only to the grounds stated in the discharge or discipline notice to the employee. A copy of any disciplinary notice will be sent to the union office. Dismissal The University reserves the right to dismiss any employee for just cause. The employee shall be suspended for seven calendar days during which time the Union shall have an opportunity to investigate the circumstances and state its case. A Union representative has the right to be present at the meeting at which the employee is suspended. The University shall notify the Union on the same day as the employee is notified of this suspension. On request, the Union will be given an additional period of seven calendar days for investigation purposes. Unless a grievance is presented to the University within the seven or fourteen day period, the employee will be dismissed. If no just cause has been proved, the employee shall be reinstated without loss of pay. Confirmation of the action taken by the University will be conveyed to the employee in writing by the Personnel Office. A copy of the letter will be sent to the Union Office. If an employee’s service is unsatisfactory but the situation is not serious enough to warrant dismissal, the employee will be warned verbally by the supervisor, and if the situation is not corrected the warning will be put into writing. The employee has the right to have a Union representative present during the verbal warning, and a copy of the written warning will be sent to the Union. If, after such progressive discipline, there is no appropriate improvement, the employee may be subject to suspension or dismissal.
