Common use of Progressive Discipline Clause in Contracts

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge. 11:02 Disciplinary Progressive discipline refers to the concept of disciplinary measures shall be being corrective in nature, proportional to the seriousness of the issue issue, and shall normally increase increasing in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined aboverespond to serious circumstances as necessary, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:

Progressive Discipline. 11:01 A. The Employer State will use progressive discipline to ensure that there is a fair and appropriate process for correcting employee performance. Progressive discipline is intended to identify problems with a Unit 16 employee's performance and provide the employee with an opportunity to bring the performance up to standard. The parties recognize that an employee's first time offense may require immediate adverse action and this section is not intended to conflict with any of the procedures set forth for disciplinary actions in Government Code Section 19570 et seq. B. Letters of Instruction (LOI)/Work Improvement Discussions (WIDs) (as well as counseling memos, informal letters of reprimand, letters of warning, etc.) shall contain a specified expiration date, not discipline without just causeto exceed one year if there has been no recurring behavior, and shall have due regard for upon which the principles employee may request the removal of progressive disciplinethe same. Discipline will normally follow investigation and discussion with Upon request to the employeeappointing authority of his/her designee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures they shall be proportional to the seriousness of the issue removed and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has requests the documents be returned to them for their disposal. LOI/WIDs shall be issued generally within thirty (30) days but no more than forty-five (45) days from when the incident occurred or from date of discovery of the incident that forms the basis for the LOI/WID. The employee shall have the right to submit a subsequent warning for an offence during that periodrebuttal to any LOI/WID. The rebuttal shall be submitted no later than thirty (30) days after issuance of the LOI/WID to the employee. This section does not apply to performance reports, probationary reports, or adverse actions. 11:06 All disciplinary investigations C. LOI/WIDs shall be treated as confidentialissued generally within thirty (30) days but no more than forty- five (45) days from when the incident occurred or from date of discovery of the incident that forms the basis for the LOI/WID. The employee shall have the right to submit a rebuttal to any LOI/WID. The rebuttal shall be submitted no later than thirty (30) days after issuance of the LOI/WID to the employee. This section does not apply to performance reports, probationary reports, or adverse actions. 11:07 Nothing D. In cases where departmental staff are investigating an employee in a situation which adverse action potentially may follow, and the decision is made to give the employee an LOI/WID, the LOI/WID shall be issued within thirty (30) days but no more than forty-five (45) days from the decision to give the employee an LOI/WID. This will not prevent the parties from negotiating a formal adverse action down to an LOI/WID. E. Any dispute pertaining to this section may be appealed to the third step of the grievance and arbitration procedure in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of workcontract. The supervisor may investigate, identify, decision at the third step is final and comment binding on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:all parties.

Progressive Discipline. 11:01 The Employer purpose of this section is to set forth the procedures and conditions under which teachers may be disciplined. All disciplinary actions shall be for just cause and, except in the case of oral reprimand, subject to the grievance procedure. A. Teacher discipline shall be administered by appropriate District administrative personnel. Discipline beyond step two shall be administered solely by the Superintendent. B. Discipline, except in the case of termination, shall have correction and improvement as its goal. C. If the charges against the teacher are severe to the degree they necessitate a suspension of the teacher, such suspension shall be with pay during the investigation phase but could result in suspension without pay if the allegations are found to be true. The School District may suspend a teacher with pay during an investigation into a matter which may result in discipline. Suspension with pay is not discipline without just cause, considered disciplinary action and shall have due regard for only occur while an investigation is pending and while the School District is considering the investigation results and appropriate action to be taken, if any. D. Discipline shall be generally applied progressively and shall be consistent with the accepted principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through Such action shall use the following steps: 1. Oral reprimand (no record of which will be placed in the personnel file) 2. Written reprimand 3. Suspension without pay (not more than five days) 4. Letter of deficiency 5. Termination (consistent with M.S. 122A.40) If an infraction is of such a degree of severity to warrant it, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness disciplinary action may start at any of the issue and above steps. During any disciplinary actions, a teacher shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves have the right to skip one or more steps outlined aboveLocal #710 representation, having regard for which may be any available trained member rights representative of Local #710 chosen by the severity of teacher. A Local #710 representative will be notified when a pre-disciplinary meeting is scheduled by the conduct in question and School District. Whenever possible, the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined District shall receive a copy of discuss with the teacher any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter concern which is likely to may lead to disciplinary action which will and shall offer constructive suggestions for correction before any disciplinary action is initiated. E. Notice of discipline shall be recorded in sent by the employee’s employment file, appropriate administrator to the Chair or Designated Authority will inform the employee in writing teacher with a copy to Local #710. The notice shall contain a statement of the employee’s right to have grounds for the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussedproposed action. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article section shall prevent a teacher from proceeding directly to arbitration if he/she desires. F. Teachers shall be construed in such a manner as entitled to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance due process of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:law.

Progressive Discipline. 11:01 The Employer shall not 12:01 Progressive discipline without just causerefers to the concept of disciplinary measures being corrective in nature, proportional to the seriousness of the issue, and shall have due regard for may increase in severity in the principles event of progressive disciplinerepetition of the same or similar occurrences. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I: 1) Oral Warning warning Step II: 2) Written warning or letter of reprimand reprimand Step III: 3) Unpaid short suspension or change in assignment Step IV: 4) Unpaid long suspension or change in assignment Step V: Discharge 11:02 5) Discharge Disciplinary measures shall be proportional to the seriousness of the issue and shall normally may increase in severity with repetition further incidents of the same or similar occurrencesmisconduct. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 (a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty-six (36) months, unless there are further incidents of a similar nature during that period. (b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 12:04 All disciplinary investigations shall be treated as confidential. 11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1820:

Progressive Discipline. 11:01 10:01 The Employer shall not discipline without discipline, suspend, discharge and/or cancel subsequent appointments except for just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension Step V: Discharge 11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 10:02 When the Chair or Designated Authority of a Department summons an employee is summoned for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If . A meeting with the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record Employer as described above shall take place without undue delay as a necessary component of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary such disciplinary/discharge action was administered, whichever comes first, unless the employee has declines or is unable or unwilling to attend within a subsequent warning for an offence during that periodreasonable time frame. 11:06 10:03 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons for the disciplinary action. 10:04 Grievance of disciplinary action shall be initiated at Step 2 or Step 3 of the grievance procedure as appropriate. 10:05 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons therefor. The Union will receive a copy of the notification of discipline or written warning within one (1) working day (24 hours). 10:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. ‌ 12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I: 1) Oral Warning warning Step II: 2) Written warning or letter of reprimand reprimand Step III: Unpaid short suspension 3) Suspension (with or without pay), change in assignment Step IV: Unpaid long suspension Step V: 4) Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 (a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty-six (36) months, unless there are further incidents of a similar nature during that period. (b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 12:04 All disciplinary investigations shall be treated as confidential. 11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1820:

Progressive Discipline. 11:01 A. The Employer State will use progressive discipline to ensure that there is a fair and appropriate process for correcting employee performance. Progressive discipline is intended to identify problems with a Unit 16 employee's performance and provide the employee with an opportunity to bring the performance up to standard. The parties recognize that an employee's first time offense may require immediate adverse action and this section is not intended to conflict with any of the procedures set forth for disciplinary actions in Government Code Section 19570 et seq. B. Letters of Instruction (LOI)/Work Improvement Discussions (WIDs) (as well as counseling memos, informal letters of reprimand, letters of warning, etc.) shall contain a specified expiration date, not discipline without just causeto exceed one year if there has been no recurring behavior, upon which the employee may request the removal of the same. Upon request to the appointing authority of his/her designee, they shall be removed and destroyed, unless the employee requests the documents be returned to them for their disposal. C. LOI/WIDs shall be issued in a timely fashion, generally within thirty (30) days from when the incident occurred or from date of discovery of the incident that forms the basis for the LOI/WID. The employee shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity submit a rebuttal to any LOI/WID. The rebuttal shall be submitted no later than thirty (30) days after issuance of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent LOI/WID to the employee. 11:04 When the Chair or Designated Authority of a Department summons D. In cases where departmental staff are investigating an employee for in a situation which adverse action potentially may follow, and the decision is made to give the employee an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment fileLOI/WID, the Chair or Designated Authority will inform LOI/WID shall be issued in a timely fashion, generally within thirty (30) days from the decision to give the employee in writing an LOI/WID. This will not prevent the parties from negotiating a formal adverse action down to an LOI/WID. E. Any dispute pertaining to this section may be appealed to the third step of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, grievance and will inform the employee, arbitration procedure in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in naturethis contract. The Employer will remove warnings decision at the third step is final and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that periodbinding on all parties. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I1: Oral Warning or written warning Step II2: Written warning Letter of reprimand, suspension (with or letter without pay), change in assignment Step 3: Discharge or cancellation of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. An oral warning alone shall be used only in cases that appear minor or unlikely to proceed to Steps 2 and 3 of the discipline procedure. The Employer reserves the right in serious circumstances to skip one or more steps outlined above, having regard for the severity bypass Steps 1 and 2 of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 recommended procedure. An employee who is disciplined at Steps 2 and/or 3 shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 13:02 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame. 11:05 13:03 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 13:04 All disciplinary investigations shall be treated as confidential. 11:07 13:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:: Employee Evaluation and Records. 13:06 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Chair may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I1: Oral Warning or written warning Step II2: Written warning Letter of reprimand, suspension (with or letter without pay), change in assignment Step 3: Discharge or cancellation of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. An oral warning alone shall be used only in cases that appear minor or unlikely to proceed to Steps 2 and 3 of the discipline procedure. The Employer reserves the right in serious circumstances to skip one or more steps outlined above, having regard for the severity bypass Steps 1 and 2 of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 recommended procedure. An employee who is disciplined at Steps 2 and/or 3 shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 13:02 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame. 11:05 13:03 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 13:04 All disciplinary investigations shall be treated as confidential. 11:07 13:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:19: Employee Evaluation and Records. 13:06 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Chair may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 12.01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with . 12.02 Progressive discipline refers to the employeeconcept of disciplinary measures being corrective in nature, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue issue, and shall normally may increase in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if anyrespond to serious circumstances as necessary. 11:03 12.03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefortherefore. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 12.04 When the Chair or Designated Authority of a Department Employer summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 12.05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in from an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an a similar offence during that period. 11:06 12.06 All disciplinary investigations shall be treated as confidential. 11:07 12.07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. 12.08 The Principal, Vice-President, or designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. [See also Article 18:The Principal, Vice-President, or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 10:01 The Employer shall not discipline without discipline, suspend, discharge and/or cancel subsequent appointments except for just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge 11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 10:02 When the Chair or Designated Authority of a Department summons an employee is summoned for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Employer as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame. 11:05 10:03 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons for the disciplinary action. An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union Xxxxxxx (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union Xxxxxxx (or other Union Representative), the University will send for a Union Xxxxxxx (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a Xxxxxxx or other authorized Union Representative immediately and without undue delay. 10:04 Grievance of disciplinary action shall be initiated at Step 2 or Step 3 of the grievance procedure as appropriate. 10:05 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons therefor. The Union will receive a copy of the notification of discipline or written warning within one (1) working day (24 hours). 10:06 All disciplinary investigations shall be treated as confidential. 10:07 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtya period of twenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 10:08 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. 10:09 The University and the Union recognize that coaching letters are non-disciplinary. [See also Article 18:For clarity, coaching letters shall not form a step in the progressive discipline process and shall not be relied upon to increase the severity of discipline imposed. Coaching letters shall be removed from the employee’s file when twelve (12) months of active employment (i.e., months actually at work at the University in a bargaining unit position) have elapsed since the date of issue. For clarity, a new coaching letter may be issued at any time. All coaching letters shall be clearly identified as such in the subject line of the letter.

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. ‌ 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge 11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 13:02 All disciplinary investigations shall be treated as confidential. 13:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame. 11:05 13:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter. 13:05 An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union Xxxxxxx (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union Xxxxxxx (or other Union Representative), the University will send for a Union Xxxxxxx (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a Xxxxxxx or other authorized Union Representative immediately and without undue delay. 13:06 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtytwenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 13:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1819:

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge 11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 13:02 All disciplinary investigations shall be treated as confidential. 13:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame. 11:05 13:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter. 13:05 An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union Xxxxxxx (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union Xxxxxxx (or other Union Representative), the University will send for a Union Xxxxxxx (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a Xxxxxxx or other authorized Union Representative immediately and without undue delay. 13:06 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtytwenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 13:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1819:

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I: 1) Oral Warning or written warning Step II: Written warning 2) Letter of reprimand, suspension (with or letter of reprimand without pay), change in assignment Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: 3) Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 (a) If the investigation and/or meeting does not result in disciplinary actionac‑ tion, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be non-disciplinary clearly indicated as non‑disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty‑six (36) months, unless there are further incidents of a similar nature during that period. (b) The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six that are more than thirty‑six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 12:04 All disciplinary investigations shall be treated as confidential. 11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigatein‑ vestigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:17: Employee Evaluation and Records. 12:06 The Principal or Designate shall be the sole authority responsible for is‑ suing warnings, reprimands, or more serious disciplinary sanctions. The Principal or Designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension Step V: Discharge 11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 13:02 All disciplinary investigations shall be treated as confidential. 13:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame. 11:05 13:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter. 13:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 13:06 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:19: Employee Evaluation and Records.

Progressive Discipline. 11:01 12.01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with . 12.02 Progressive discipline refers to the employeeconcept of disciplinary measures being corrective in nature, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue issue, and shall normally may increase in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, respond to serious circumstances as necessary having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. Discipline will normally follow investigation and discussion with the employee with the objective of resolving the matter and/or correcting the behaviour. Such steps may include warnings, suspensions, and/or discharge. 11:03 12.03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefortherefore. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 12.04 When the Chair or Designated Authority of a Department Employer summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 12.05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in from an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an a similar offence during that period. 11:06 12.06 All disciplinary investigations shall be treated as confidential. 11:07 12.07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. 12.08 The Principal, Vice-President, or designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. [See also Article 18:The Principal, Vice-President, or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 ‌ 12.01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with . 12.02 Progressive discipline refers to the employeeconcept of disciplinary measures being corrective in nature, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue issue, and shall normally may increase in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, respond to serious circumstances as necessary having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. Discipline will normally follow investigation and discussion with the employee with the objective of resolving the matter and/or correcting the behaviour. Such steps may include warnings, suspensions, and/or discharge. 11:03 12.03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefortherefore. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 12.04 When the Chair or Designated Authority of a Department Employer summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 12.05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in from an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an a similar offence during that period. 11:06 12.06 All disciplinary investigations shall be treated as confidential. 11:07 12.07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. 12.08 The Principal, Vice-President, or designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. [See also Article 18:The Principal, Vice-President, or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 10.01 Discipline normally will be considered in terms of appropriate progressive sanctions, except in cases of gross misconduct. 10.02 Progressive discipline is a process for dealing with performance and/or behaviour that does not meet expected standards. The Employer shall not discipline without just cause, and shall have due regard for the principles primary purpose of progressive disciplinediscipline is to assist the employee to understand that a performance and/or behavioural problem(s) exist and to be provided with the opportunity for improvement. Discipline Therefore, the Union and the University agree that any disciplinary action given to an employee will normally follow investigation be given within a reasonable amount of time of the supervisor/manager becoming aware of the performance and/or behaviour. 10.03 The process features increasingly formal efforts to provide feedback to the employee so he or she can correct the problem. 10.04 Progressive discipline may include the following interventions: Counsel the employee about performance, conduct or behaviour and to ascertain the employee’s understanding of these. Such intervention may include a discussion with to ascertain if there are any issues contributing to the poor performance, behaviour, or conduct that are not immediately obvious to the supervisor/manager. Verbally reprimand the employee for poor performance or inappropriate behaviour. Provide a written warning in the employee’s file, in an effort to improve employee performance. Suspend the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrenceswithout pay. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to Terminate the employee. 11:04 When 10.05 Termination of employment will be for just cause. 10.06 The University may take appropriate disciplinary measures and impose appropriate disciplinary sanctions. 10.07 If the Chair reason for discipline is related to conduct, performance or Designated Authority behaviour which is recurrent, continuous or is deemed to be seriously objectionable behaviour, and if it is considered that the discipline imposed may have a bearing upon retention in service or advancement of the employee, the concerns shall be communicated forthwith to him/her in writing with a copy to the Union. 10.08 The employee may respond to such written admonition in writing, with a copy to the Union and any such response shall become part of the same file on which the written admonition had been placed 10.09 A written admonition shall not be used as the basis of any action adverse to the employee if more than two (2) years have elapsed since it had been written, except where the written admonition concerns an offense of a Department summons an felonious or consistent recurring nature. 10.10 An employee for an interview shall be informed that he/she has the right to investigate have his/her xxxxxxx or union representative present at any meeting to which the employee is called to have a matter which is likely to lead to disciplinary action which will discussion or be recorded in counseled regarding the employee’s employment filebehaviour, conduct, attendance record or job performance. 10.11 Where a supervisor/manager intends to impose discipline in respect of an employee, the Chair or Designated Authority will inform supervisor/manager shall so notify the employee and a local union representative. The employee and the local union representative shall be advised, as far in writing advance as practicable under the circumstances, of the time, place, and subject of the meeting. 10.12 Notwithstanding Article 10.10 above, the supervisor/manager has the right to provide feedback to the employee, either orally or in writing, regarding the employee’s right performance and/or behaviour prior to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concernedany discipline being imposed. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I: 1) Oral Warning or written warning Step II: Written warning 2) Letter of reprimand, suspension (with or letter of reprimand without pay), change in assignment Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 3) Discharge Disciplinary measures shall be proportional to the seriousness of the issue and shall normally may increase in severity with repetition further incidents of misconduct. An oral warning alone shall be used only in cases that appear minor or unlikely to proceed to Steps 2 and 3 of the same or similar occurrencesdiscipline procedure. The Employer reserves the right in serious circumstances to skip one or more steps outlined above, having regard for the severity bypass Steps 1 and 2 of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 recommended procedure. An employee who is disciplined at Steps 2 and/or 3 shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause. 11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after 36 months, unless there are further incidents of a similar nature during that period. b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 12:04 All disciplinary investigations shall be treated as confidential. 11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:17: Employee Evaluation and Records. 12:06 The Principal or Designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Principal or Designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.

Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. ‌ 12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: : Step I: 1) Oral Warning or written warning Step II: Written warning 2) Letter of reprimand, suspension (with or letter of reprimand without pay), change in assignment Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: 3) Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 (a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty-six (36) months, unless there are further incidents of a similar nature during that period. (b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period. 11:06 12:04 All disciplinary investigations shall be treated as confidential. 11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1820:

Progressive Discipline. 11:01 The Employer accepts and gives effect to the principle of progressive discipline by adopting the procedures set forth below. The Employer recognizes that, prior to imposing discipline; an employee shall not be given a reasonable opportunity to correct the situation about which there has been a complaint. Notwithstanding the above, it is understood that the Employer reserves the right, in extreme situations, to discipline an employee for just cause without just causehaving first issued a Letter of Warning, subject to Articles 8 and 9. (a) Step 1 – Meeting Except in the extreme situations as presented above, prior to any consideration of discipline, the Employer shall notify the Employee and the Union, in writing, and schedule a meeting to be held within ten (10) working days. The notice shall have due regard state the reasons for the principles consideration of progressive discipline. Discipline will normally follow investigation Such a meeting shall be attended by the Employee involved, the Union Representative and discussion the Executive Director. The Employer must clearly explain: i) What the Employee has done such that discipline may be considered; ii) What is expected of the Employee to correct the problem; and iii) The time frame for corrective action. (b) Step 2 – Letter of Warning Except in the extreme situations as presented above, no discipline beyond step 1 may be imposed on any Employee who has not first been sent a Letter of Warning. Where a Letter of Warning is sent to an Employee, the Union and the Employee shall be the only parties to receive copies. The Letter of Warning shall state that disciplinary action may be imposed, in accordance with the employeeprocedures herein contained, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with a repetition of the same act or similar occurrences. The Employer reserves omissions which is the right to skip one or more steps outlined above, having regard for the severity subject matter of the conduct complaint and/or, where the complaint concerns the standard of the Employer’s work, if the Employee fails to bring their work up to a reasonable standard by a given date to be determined by the Employer. Such date shall give the Employee reasonable opportunity to correct the problem(s) referred to in question the Letter of Warning. (c) Step 3 – Notification and Action Before imposing discipline, the Employer shall notify the employee and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union Xxxxxxx (or other Union Representative) present, and will inform the employeeUnion, in writing, of their decision to impose discipline, and shall include the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union Xxxxxxx (or other Union Representative), the Chair or Designated Authority will arrange reasons for such representation without undue delay, and without further discussion of the matter with the employee concerneddecision. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18: