PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 In most cases, discipline will be preceded by non-disciplinary counselling. The Employer shall discipline or discharge an Employee only for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both Parties. Except in extreme cases, discharge for just cause shall be preceded by a documented record of non-disciplinary counselling, warnings (written or oral) and/or suspension (with pay or without pay).
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 In most cases, discipline will be preceded by non-disciplinary counselling. The Employer shall discipline or discharge an Employee only for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both Parties.
(a) Except in extreme cases, discharge for just cause shall be preceded by a documented record of non-disciplinary counselling, warnings (written or oral) and/or suspension (with pay or without pay).
(b) In the event an Employee is put on a formal improvement plan, including but not limited to, Performance Improvement Plans and Attendance Improvement Plans, the Union will be notified of any plan implementation and periodically kept appraised of plan progress. A Union Representative will be invited to meetings scheduled for the purpose of implementing and/or reviewing a formal improvement plan.
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.1 In most cases, it is expected that informal discussions will be sufficient to resolve problems and concerns and discipline will be preceded by non-disciplinary counselling. The University shall discipline or discharge an employee only for just cause.
12.2 The value of progressive discipline, with the aim of being corrective in application, is recognized by both parties. Discharge shall be for just cause and will normally be preceded by a documented record of non-disciplinary counselling, warnings (written or oral) and/or suspension.
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 The Employer shall discipline or discharge an Employee only for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Therefore, in most cases, discipline will be preceded by counselling.
12.03 When the Employer is considering disciplining an Employee, the Employer will arrange with the Union Representative to meet. In the event that the Union Representative is not able to attend the meeting, the President of the Union, or designate, will notify the Employer of the Union’s Representative for said meeting. At this meeting, the Employer will advise the Employee of the reason(s) for the meeting and provide the Employee with an opportunity to respond. Within five (5) working days of this meeting, or any additional meeting that the Employer may require, the Employer will advise the Employee of its decision.
12.04 Any claim of unjust discipline or discharge will be submitted to the grievance and arbitration procedures Article 6 (Grievance Procedure) within five (5) working days from the date of receipt of the discipline by the Chair of the Grievance Committee. In the case of suspension or discharge, the grievance will commence at Step 2. In all other cases of discipline, the grievance will commence at Step 1.
12.05 Upon receipt of a written request from the Employee, the supervisor will remove and destroy any discipline from Employee’s personnel file provided that they are more than twelve (12) months old and no further disciplinary action of any nature has occurred during that twelve
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 The record of any Employee shall not be used against him/her at any time after twenty-four (24) months following a suspension or disciplinary action.
12.02 Upon mutual agreement between the Board and the Union, this period may be extended up to a maximum of twelve (12) months.
12.03 Both parties recognize the value of Progressive Discipline with the aim to be remedial in application and to restore a viable employment relationship. Therefore, except in extreme cases, discipline or discharge for cause should be preceded by a documented record of counselling, warnings (written or oral) and/or suspensions. It is further recognized that to achieve this purpose, the Chief Xxxxxxx must be present at all disciplinary meetings and copied on all disciplinary notations. Where the Chief Xxxxxxx is not available, the president or other designated Union member may be substituted.
12.04 An Employee may be dismissed or suspended only for just cause. Such Employee and the Union shall be advised in writing by the Board within forty-eight (48) business hours of the reason(s) for dismissal. Just cause shall not include the refusal of an Employee to cross the picket line of a legal strike.
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 The Employer shall discipline or discharge an employee only for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both Parties. Except in extreme cases, discharge for just cause shall be preceded by a documented record of warnings (written or oral) and/or suspension (with pay or without pay).
PROGRESSIVE DISCIPLINE AND DISCHARGE. Section 20.1. The Employer shall not discipline or discharge employees covered by this Agreement without just cause.
Section 20.2. The Employer shall provide any employee covered by this Agreement with contemporaneous written notice of any disciplinary action against the employee that includes an explanation of the reason(s) for the discipline.
Section 20.3. Any employee who has been disciplined or discharged and who is subsequently exonerated shall be reinstated without prejudice or loss of seniority and compensated for any loss in wages unless the Union and Employer or the arbitrator determine otherwise.
Section 20.4. Certain offenses are not subject to progressive discipline because of their nature and, in particular, their degree of seriousness. These include, but are not limited, to, insubordination, which is defined as, “failure by the employee to carry out a direct order” (excluding orders that are either illegal or unsafe), and willful violation of department or the Employer’s written policies and procedures, receipt of which has been acknowledged in writing by the employee. In addition, they include: engagement in internal union elections while on the clock; actively opposing the election, re-election or program of the elected leaders of the LA Fed;
(A) First Violation – Verbal warning.
(B) Second Violation – Written warning.
(C) Third Violation – Written warning and may be suspended up to five (5) days without pay.
(D) Fourth Violation – Written warning and may be suspended up to ten (10) days without pay through termination.
Section 20.5. All written notices of discipline, including written warnings, will automatically expire after one(1) year if there are no intervening written notices of discipline and cannot thereafter be used as a basis for progressive discipline. Copies of all written warnings shall be provided to the Union within three (3) working days.
PROGRESSIVE DISCIPLINE AND DISCHARGE. 25.01 The Employer shall not discipline any employee bound by this Agreement except for just cause.
25.02 When an employee is required to attend a meeting regarding unsatisfactory job performance or to discuss matters which might result in the imposition of discipline, the employee shall be advised of and is entitled to have a representative of the Union present at all times.
25.03 An employee shall be dismissed only upon the authority of the Board. Employees may be suspended only under the authority of the Superintendent and/or designate. Such employee and the Union, shall be advised promptly, in writing, by the Superintendent or Designate as to the reasons for such suspension, or, by the Board of the reasons for such dismissal.
25.04 An employee considered by the Union to be wrongfully suspended or discharged shall be entitled to a hearing under Article 7,
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 The Employer shall discipline or discharge an Employee only for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Therefore, in most cases, discipline will be preceded by counselling.
12.03 A Union representative has the right to be present during all meetings with the employer above the level of verbal warnings. When an Employee is called to an interview by the Employer, and the subject of the interview is discipline above the level of written warning, the Employee will be so informed before the interview that s/he has the right to union representation. The meeting will not proceed until the union representation is present.
PROGRESSIVE DISCIPLINE AND DISCHARGE. 12.01 The Employer shall discipline or discharge an Employee only for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Therefore, in most cases, discipline will be preceded by counselling. Except in extreme cases, discharge for cause should be preceded by a documented record of counselling, warnings (written or oral) and / or suspension (with pay or without pay).
12.03 When the Employer is considering disciplining an Employee, the Employer will meet with the Employee and an Association Representative. At this meeting, the Employer will advise the Employee of the reason(s) for the meeting and provide the Employee with an opportunity to respond.
12.04 In cases involving serious insubordination, a threat to the safety of a person, or assault, an Employee may be suspended pending further discipline without following the process in Article
