Reprimands. 24.01 When an employee in the bargaining unit is subjected to a disciplinary interview (where the Co-operative intends to discipline the employee, such as to be given a written reprimand, suspension or discharge), said employee shall have a Shop Xxxxxxx present, or, in the absence of a Shop Xxxxxxx, an employee from their store in the bargaining unit, of the employee’s own choice, from the commencement of the interview.
24.02 A copy of such disciplinary notice shall be faxed or emailed to the Union office. If a Shop Xxxxxxx or member is not present as required the resulting discipline shall not be valid and may not be utilized by the Co-operative. If a Shop Xxxxxxx is present they must be provided with a copy of the disciplinary notice, or the resulting discipline shall not be valid and may not be utilized by the Co-operative.
24.03 Sub-articles 24.01 and 24.02 above are not intended to prevent Management from investigating the circumstances, or inquiring, on a matter that may lead to discipline.
24.04 The employee will be given a copy of such disciplinary notice which is to be entered on the employee’s personnel file. A copy of the disciplinary notice will be faxed or emailed to the Union office within forty-eight (48) hours of it being issued. In unusual circumstances, where it is necessary for the Co-operative to advise an employee by mail of discharge, the Union office will be faxed or emailed a copy of the discharge. Failure to fax or email the discipline within forty-eight (48) hours does not invalidate the discipline under sub-article 24.02.
24.05 The signing of disciplinary notices and/or reprimands by Shop Stewards or employees does not mean that they are in agreement, or that they support the content of the reprimand or the disciplinary notice, but is an acknowledgment that they have received said disciplinary notice and/or reprimand.
Reprimands. A written reprimand or a written record of an oral reprimand which is placed in an employee’s official personnel file and which is not merged in the service rating next following shall be treated in accordance with the Personnel Record Article.
Reprimands. As used in this Article, the term “reprimand” shall refer to any written communication from an Appropriate Administrator to an employee that criticizes or otherwise comments negatively upon the personal/professional conduct and/or job performance of the employee if that written communication is placed in the official personnel file. Performance evaluations or notices of performance expectations or rules and regulations do not constitute a reprimand.
Reprimands. A reprimand is a written description of an unacceptable conduct. It is placed in the official personnel file for purposes of documentation.
Reprimands. 25
25.01 When an employee in the bargaining unit is subjected to a disciplinary interview (where the Company intends to discipline the employee, such as to be given a written reprimand, suspension, or discharge), said employee shall have a Shop Xxxxxxx present, or, in the absence of a Shop Xxxxxxx, an employee from their store, in the bargaining unit, of the employee’s own choice, from the commencement of the interview.
25.02 A copy of such disciplinary notice or notice of discharge shall be given to a Shop Xxxxxxx in the store or be mailed or faxed to the Union office. If a Shop Xxxxxxx or member is not present as required, or a copy of disciplinary notice is not given to the Shop Xxxxxxx in the store, or mailed or faxed to the Union office, the resulting discipline shall not be valid and may not be utilized by the Company. Representation shall not be required in the case of probationary employees or in the event of a suspension pending investigation where no disciplinary interview is held.
25.03 The employee will be given a copy of such reprimand which is to be entered on the employee’s personnel file. The Employer will allow the Shop Xxxxxxx to fax a copy of the reprimand to the Union office. If no Shop Xxxxxxx is present at the discipline, the Company will keep a copy of the reprimand in the Managers office and it will be given to the xxxxxxx when they next come to work so they can fax it to the Union. In unusual circumstances, where it is necessary for the Company to advise an employee by mail of discharge, the Union office will be mailed a copy of such notice by registered mail or transmitted to the Union office by facsimile.
Reprimands. 32.01 The Shop Xxxxxxx, or in the absence of a Shop Xxxxxxx, another employee in the bargaining unit selected by the employee, shall be present when a member of the bargaining unit;
(a) is given a reprimand which is to be entered on the employee's personnel file;
(b) is suspended or discharged.
32.02 Any employee who is called to a meeting regarding his or her layoff, demotion, reduction to part-time, reduction in hours of work, change of classification, change of job duties and/or any other matter which may affect their employment shall, at his or her discretion, be accompanied at said meeting by a Union Representative and/or Shop Xxxxxxx.
32.03 When an employee is discharged from employment, or laid off, demoted or disciplined or discharged, the Employer agrees to give the reason in writing to said employee, with a copy faxed or emailed to the Union within twenty-four (24) hours.
32.04 The Employer also agrees not to discharge, discipline, transfer or lay off employees without just and sufficient cause.
32.05 The Employer agrees that any reprimand, suspension or disciplinary notice, shall be removed from the employee's personnel record after twelve (12) months provided no additional adverse reports for the same or similar offence are written within the twelve (12) month period. If any adverse reports for the same or similar offence are written within the twelve (12) month period, all adverse reports will remain on file for a twelve (12) month period from the date of the latest report. Once removed said reprimand, suspension or discipline notice cannot be referred to or used against the employee at a later date.
Reprimands. An employee may receive from an appropriate administrator an oral warning and/or written reprimand. Such a warning or reprimand shall be confidential and given within a reasonable time of event(s) giving rise to the warning or reprimand. As used in this Agreement, the term “reprimand” shall refer to any written communication from an appropriate administrator to an employee that criticizes or otherwise comments negatively upon the personal/professional conduct and/or job performance of the employee if that written communication is placed in the official personnel file, but does not include performance evaluations or notices of performance expectations or rules and regulations.
Reprimands. 1. Any reprimand shall be given in private.
Reprimands. 25.01 An employee is entitled, prior to the imposition of discipline or discharge, to be notified at a meeting with management of the reasons for considering such action. Unless the employee indicates otherwise in the presence of a Union Representative and/or Shop Xxxxxxx, he or she shall be accompanied by a Union Representative and/or Shop Xxxxxxx who shall be advised in advance by management of the time and place of the meeting.
25.02 The affected employee and the Union will be given a copy of any reprimand which is to be entered on the employee's personnel file. The affected employee and the Union will also be given a copy of any discharge or suspension notice given to the employee along with reasons for same. Said notice or reprimand shall be given to the employee immediately, and a copy of the reprimand or notice shall be mailed/faxed to the Union office within five (5) calendar days of the event.
25.03 The Company agrees that any written reprimand, suspension or discipline shall be removed from the employee's personnel file after nine (9) calendar months. Said written reprimand, suspension or discipline cannot be used against the employee at a later date. This time frame of nine (9) calendar months shall not include periods of layoff or periods of leaves of absence without pay.
25.04 Employees covered by this Agreement shall have access to their own personnel file once per calendar year or more often if necessitated by the filing of a grievance, upon written request by the employee involved. Employees shall be able to obtain copies of their personnel file when requested and a copy of an employee's reply to any document contained in his or her personnel file shall be placed in the employee's personnel file. The Company shall keep only one (1) personnel file per employee.
