Common use of STANDARDS OF DISCIPLINE Clause in Contracts

STANDARDS OF DISCIPLINE. 36.01 Where written standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute. 36.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 Where an employee is required to attend a meeting on disciplinary matters, the Employer shall notify the employee that the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive a minimum of two (2) working days’ notice of such meeting. 36.04 When an employee is suspended from duty or terminated, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. 36.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. 36.07 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

STANDARDS OF DISCIPLINE. 36.01 C11.01 Where written standards of discipline are developed or amendeddeveloped, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute. 36.02 C11.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 C11.03 Where an employee is required to attend a meeting on disciplinary matters, the Employer shall notify the employee that matters the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive a minimum of two (2) working days’ notice of such meeting. 36.04 C11.04 When an employee is suspended from duty or terminatedterminated for disciplinary reasons, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. 36.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 C11.05 The Employer agrees not to introduce as evidence in a hearing relating related to disciplinary action any document or written statement concerning the conduct or performance of an employee the existence unless that employee has been provided with a copy of which the employee was not aware at the time of filing that document or statement within a reasonable time thereafterperiod before that hearing. 36.07 C11.06 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, taken provided that no further disciplinary action has been recorded during this period. With the exception of written reprimands, this period will be extended by the length of any single period of leave without pay in excess of six (6) months.

STANDARDS OF DISCIPLINE. 36.01 Where written standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute. 36.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 Where an employee is required to attend a meeting on disciplinary matters, the Employer shall notify the employee that the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive a minimum of two (2) working days’ notice of such meeting. 36.04 When an employee is suspended from duty or terminated, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. 36.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. 36.07 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

STANDARDS OF DISCIPLINE. 36.01 Where written standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute. 36.02 . The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The , Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 . Where an employee is required to attend a meeting on disciplinary matters, the Employer shall notify the employee that the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive a minimum of two one (21) working days’ day’s notice of such meeting. 36.04 When an employee is suspended from duty or terminatedduty, the Employer undertakes to notify the employee in writing of the reason for such suspension or terminationsuspension. The Employer shall endeavour to give such notification at the time of suspension or termination. 36.05 suspension. The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 . The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. 36.07 . Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

STANDARDS OF DISCIPLINE. 36.01 37.01 Where written standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute. 36.02 37.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 37.03 Where an employee is required to attend a meeting on disciplinary matters, the Employer shall notify the employee that the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive a minimum of two one (21) working days’ day’s notice of such meeting. 36.04 37.04 When an employee is suspended from duty or terminatedduty, the Employer undertakes to notify the employee in writing of the reason for such suspension or terminationsuspension. The Employer shall endeavour to give such notification at the time of suspension or terminationsuspension. 36.05 37.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 37.06 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. 36.07 37.07 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

STANDARDS OF DISCIPLINE. 36.01 ‌ 37.01 The employer shall not dismiss or discipline an employee bound by this agreement except for just and reasonable cause. 37.01 Where written departmental standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the InstituteUnion. 36.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 Where 37.02 When an employee is required to attend a meeting on disciplinary mattersmeeting, the Employer shall notify the employee that purpose of which is to conduct a disciplinary hearing concerning him or to render a disciplinary decision concerning him, the employee is entitled to have have, at his request, a representative of the Institute Union attend the meeting when the representative is readily availablemeeting. Where practicable, the employee shall receive a minimum of two (2) working days’ notice of such meetinga meeting as well as its purpose. 36.04 When 37.03 At any administrative inquiry, hearing or investigation conducted by the Employer, where the actions of an employee is suspended from duty may have had a bearing on the events or terminatedcircumstances 37.04 Subject to the Access to Information Act and Privacy Act, the Employer undertakes to notify shall provide the employee in writing of access to the reason for such suspension or termination. The Employer shall endeavour to give such notification at information used during the time of suspension or terminationdisciplinary investigation. 36.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 37.05 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. 36.07 37.06 When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. 37.07 The Employer shall notify the local representative of the Union as soon as possible that such suspension or termination has occurred. 37.08 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, taken provided that no further disciplinary action has been recorded during this period.

STANDARDS OF DISCIPLINE. 36.01 37.01 Where written departmental standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute. 36.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter. 36.03 Where 37.02 When an employee is required to attend a meeting on disciplinary mattersmeeting, the Employer shall notify the employee that purpose of which is to conduct a disciplinary hearing concerning him or to render a disciplinary decision concerning him, the employee is entitled to have have, at his request, a representative of the Institute attend the meeting when the representative is readily availablemeeting. Where practicable, the 37.03 At any administrative inquiry, hearing or investigation conducted by the Employer, where the actions of an employee may have had a bearing on the events or circumstances leading thereto, and the employee shall receive is required to appear at the administrative inquiry, hearing or investigation being conducted, he may be accompanied by a minimum representative of two the Institute. The unavailability of the representative will not delay the inquiry, hearing or investigation more than forty -eight (248) working days’ notice hours from the time of such meetingnotification to the employee. 36.04 When an employee is suspended from duty or terminated37.04 Subject to the Access to Information Act and Privacy Act, the Employer undertakes to notify shall provide the employee in writing of access to the reason for such suspension or termination. The Employer shall endeavour to give such notification at information used during the time of suspension or terminationdisciplinary investigation. 36.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred. 36.06 37.05 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. 36.07 37.06 When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. 37.07 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, taken provided that no further disciplinary action has been recorded during this period.