Reprimand, Suspension and Dismissal. A.8.1 An academic librarian may be reprimanded or suspended without loss of pay for inability or refusal to carry out, or misconduct in carrying out, his/her University duties and responsibilities.
Reprimand, Suspension and Dismissal. B.1.1 A faculty member may be reprimanded or suspended without loss of pay for inability or refusal to carry out, or misconduct in carrying out his/her University duties and responsibilities.
Reprimand, Suspension and Dismissal.
16:01 For the purpose of this section “oral reprimand” shall be defined as an oral reprimand given by the Executive Director or her designate where a notation
16:02 Employees may be disciplined, discharged or suspended for just cause only, subject to the following:
16:03 The employee shall be notified in writing outlining the circumstances which made the disciplinary action necessary.
16:04 When a meeting is required between the Employer and the employee for the purpose of investigating a discharge or disciplinary offence, the Executive Director or her designate will inform the employee in advance of the meeting. The employee will be advised of the nature of the complaint and that she has a right to have a Union Representative present at such meeting. It is understood that the Employer, the Union and the employee will co-operate in the prompt disclosure of all details.
16:05 For the purpose of this Article there shall be only one (1) official personnel file. An employee shall have the right upon written request to review her personnel file. The employee shall have the right to respond in writing to any document contained therein. Such response shall become part of the file.
16:06 Where a written report is to be placed on an employees’ file, the employee shall be given the opportunity to sign the report indicating that she has read it. Upon signing the employee shall receive a copy of such a report.
16:07 All letters of discipline and reprimand shall be removed from an employee’s personnel file after twenty-four (24) months if the offence giving rise to the letter is not repeated.
Reprimand, Suspension and Dismissal. 12.01 The Employer shall not discipline or dismiss any employee covered by this Agreement except for just cause.
12.02 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Both parties agree that disciplinary measures should be appropriate to the cause and to the principles of progressive discipline.
12.03 All disciplinary action shall be in writing with a copy to the Sask. Joint Board, Retail, Wholesale and Department Store Union Representative and the Unit Xxxxxxx.
12.04 The Employer, at its discretion, may suspend an employee pending an investigation. The period of such a suspension shall be with pay and with no loss of benefits and the period of the suspension shall, in itself, not be considered disciplinary action.
12.05 Subject to a suspension with pay pending an investigation when the Employer is considering disciplinary action, the following shall occur:
(A) The Employer shall inform the employee concerned and the Union of the complaint and will advise both the employee and the Union that a meeting will be held at a time and place determined by the Employer;
(B) The employee affected will be given the opportunity to make representation at the meeting on his/her own behalf, either personally or with the assistance of a Union representative if he/she so desires;
(C) The Union and the employee shall be advised within a reasonable period of time of the decision of the Employer arising out of the meeting.
12.06 An employee may elect to be accompanied by a Union representative at any meeting with the Employer where disciplinary action is being considered, as in Article 12.05, or is to be taken.
12.07 Any disciplinary action taken shall be in writing to the employee.
12.08 An employee shall have the right to reasonable access to his/her personnel file and the right to respond in writing to any documents contained therein. Any written responses shall become part of the permanent record.
Reprimand, Suspension and Dismissal. 12:01 Where appropriate, employees shall receive oral reprimands as a first step in the disciplinary process but such reprimands do not constitute disciplinary action, are not noted in the personnel file, and are not grievable.
12:02 An employee may be disciplined, discharged or suspended for just cause only, subject to Article 13.03.
12:03 The employee shall be notified in writing outlining the circumstances which made the disciplinary action necessary.
12:04 When a meeting is required between the Employer and employee for the purpose of investigating a suspected discharge or disciplinary offense, the supervisor will inform the employee affected that she has the right to have a Union Xxxxxxx or Officer present at such a meeting. It is understood that the Employer, the Union and the employee will cooperate in the prompt disclosure of all relevant facts.
12:05 The affected employee, shall within ten (10) calendar days of the event be forwarded a copy of any disciplinary/discharge notice which is to be entered on the employee’s file.
12:06 An employee shall have the right, upon written request, to review her personnel file. The employee shall have the right to respond in writing to any document contained therein. Such response shall become part of the file. An employee shall have the right to a copy of any material contained in her personnel file. An employee is allowed to bring a Union Representative if the employee wishes.
12:07 The Employer agrees that all written documents of a disciplinary nature placed in an employee’s personnel file shall be removed from the file after twelve (12) months provided the employee has not been further disciplined with cause in that twelve (12) months.
