Common use of PROGRESSIVE DISCIPLINE AND DISCHARGE Clause in Contracts

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 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 deems it necessary to discipline or discharge an Employee, the Employer will arrange provide the Employee written notice, including the reason for the action, as soon as is practicable and at the same time with a copy to the Union Representative to meetChair of the Grievance Committee. In the event that absence of the Union Representative is not able Chair of the Grievance Committee, the written notice will be given 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 Association within two (52) working days of this meeting, or any additional meeting that the Employer may require, the Employer will advise the Employee of its decisiondays. 12.04 The Employer agrees that an Employee will be accompanied by an Association Representative for cases involving discipline and discharge. 12.05 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 notice by the Chair of the Grievance Committee. In the case of suspension or discharge, the grievance will commence at Step 2step 3. In all other cases of discipline, the grievance will commence at Step 12. 12.05 12.06 Upon receipt of a written request from the Employee, the supervisor Office of Human Resources will remove and destroy any discipline all warnings and suspensions from Employee’s their personnel file provided that they are more than twelve two (122) months years old and no further disciplinary action of any nature has occurred during that twelvetwo (2) year period.

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 arrange meet 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 meetingEmployee and a Bargaining Unit 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 12.03 and the Bargaining Unit Representative or designate will be directly notified. Within The Employer will render its final decision 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 decisionsuspension. 12.04 12.05 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 notice by the Chair of the Grievance Committee. In the case of suspension or discharge, the grievance will commence at Step 2step 3. In all other cases of discipline, the grievance will commence at Step 12. 12.05 12.06 Upon receipt of a written request from the Employee, the supervisor Human Resources Services will remove and destroy any discipline all warnings and suspensions from Employee’s their personnel file provided that they are more than twelve eighteen (1218) months old and no further disciplinary action of any nature has occurred during that twelveeighteen (18) month period.