SUSPENSION AND. An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or or reporting for work under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer's the refusal by the employee to abide by the requirements of the Employer's rules, regulations, and practices. Such suspension or discharge subject to the Grievance procedure. When the attitude or performance of an employee calls for a by the Employer, such a warning be noted by will inform the Union Xxxxxxx of the within twenty-four (24) hours. ninety-seven and This agreement be effective the first day of January, hundred and thirty-first day of May, two of one (1) year unless be given by either party of the desire to delete, change, or amend any of the provisions herein, within the from one hundred twenty (120) to sixty days prior to the renewal date. Should neither of the parties give such notice, this Agreement renew for a of one (1) year. Should negotiations not be completed to the expiration date of this Agreement negotiated items will retroactive from the date of signing to the expiration date of the expired a agreement has concluded provisions in this remain in force and effect. CLASSIFICATIONS AND HOURLY WAGES
SUSPENSION AND. When an employee is dismissed or suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such measure. The Employer shall endeavour to give such notification at the time of dismissal or suspension.
SUSPENSION AND. In the event of a proposed suspension without pay of a duration of three (3)days or longer, or a proposed termination, the following procedures shall be followed. The Committee shall meet to review any proposed disciplinary action and shall attempt to resolve the matter within four (4) days of the proposed disciplinary action. The Employer the right to remove an employee from the workplace for a safety or security issue. Failing a suitable resolution by the Committee, in addition to the normal grievance and arbitration procedure in Article the employee will, at his or her option, be entitled to a "provisional arbitration" to be held within one (1) week of the meeting of the Committee, or a later date mutually agreed upon. The "Provisional Arbitrator" will be mutually agreed upon by the Employer and the Union. If agreement can not be reached a "Provisional Arbitrator" will be appointed as specified by the appropriate legislation. The "Provisional Arbitrator" will be heard in unless in the interest of expediency a different location is mutually agreed upon. An immediate verbal decision will be given by the "Provisional following the case presentation. This decision will be without prejudice to the ultimate arbitration under Article The "Provisional Arbitrator" will be empowered to order that the employee be reinstated to work at his or her current level of pay and benefits or to uphold the decision on an interim basis. Should the "Provisional Arbitrator" decide to reinstate an employee, and the Arbitrator in the ultimate arbitration hearing provided for in Article decide against the employee, the employee shall not be ordered nor required to pay back any amount of money.
SUSPENSION AND cancellation Suspend or cancel access licences in accordance with statutory requirements. Sections 77A, 78 and 78A of WMA Conferred function for WNSW customers – s77A(5), 78(1)(c) (except that the power to suspend or cancel under s 78(1)(c) may only be exercised on grounds that fees, charges, interest or rates imposed in respect of the licence have not been paid) Conferred for all persons – 78(1), (but only to the extent that WNSW may suspend a licence for failure to pay fees and charges imposed by WNSW), 78A(1), 78A(1A) Gives notification to DPIE Water (under section 78A) in relation to any proposed action on licences held by WAMC or the Minister for Water. Delegated function Undertakes suspension and cancellation tasks with respect to NRAR customers, in relation to unpaid fees and charges. This is in addition to suspension and cancellation actions that result from compliance activities, which NRAR undertakes with respect to all persons. WNSW DPIE NRAR
SUSPENSION AND. When employees are to be suspended or discharged from duty, the Employer shall notify the employee in writing of the reasons for such suspension or discharge within twenty-four (24) hours of the suspension or discharge in sufficient detail that the employee may defend against it. The Employer shall notify the representative of the Union that a discharge has occurred or is to occur. When employees are required to attend a meeting where a disciplinary decision them is to be taken by the Employer, or a representative of the Employer, the employees are entitled to have a representative of the Union attend the meeting. The Employer shall notify employees of right to have a representative of the Union in attendance prior to the meeting. Inthe event of a suspension without pay of thirty (30)days or a termination the Committee shall meet to review the action and shall attempt to resolve the matter within four (4) days of the disciplinary action.
SUSPENSION AND. CANCELLATION; REPAYMENT; TERMINATION
SUSPENSION AND. No Employee shall be disciplined, suspended or discharged, except for just cause. It is recognized that the Employer has the right to discipline, suspend, or discharge. An Employee may request that they have a union representative present during the imposition of discipline, suspension or discharge and the Employer shall make every reasonable effort to accommodate this request. An Employee shall be given as much notice as is reasonably possible of a disciplinary meeting and shall be advised of right to have a representative of the union in attendance at such meeting. The Union will also be notified. In the event that an Employee is disciplined, the Employee shall be notified in writing of the reasons for the imposition of discipline and the resulting decision. Where it is determined, through the grievance process, that an Employee has been unjustly disciplined, suspended or discharged, the Board shall forthwith compensate the Employee for any amounts as agreed between the parties or as determined by arbitration, including, where appropriate, reinstatement. If following a full hearing on the merits of the grievance, the is fully exonerated from any wrongdoing; all records held by the Employer dealing with such discipline, suspension or discharge will be removed from the personnel file and destroyed.
SUSPENSION AND. An employee who completed his proba- tionary period may be suspended or dis- charged for just cause and the authority of Employer. A Department or desig- nate may suspend an employee, but shall, as possible, report such action to the Administrator or Such employee the Union shall be advised promptly, in writing, by Employer discharge or suspension. become part of record of an employee shall not against him fol- lowing any disciplinary (including let- ters of reprimand or any adverse pro- vided twenty-four (24) months have passed and has been no similar or during twenty-four (24) month An employee considered by the Union to be wrongfully or unjustly discharged or shall be entitled to a hearing under Article and be Grievance Procedure of in such cases.
SUSPENSION AND. In the event of suspension or discharge, the employee concerned shall have the right to representation by a member of the Association during any meeting or investigation of grievance as a result of the suspension or discharge.
SUSPENSION AND. Notice of suspension and dismissal shall be in writing and shall set forth the for the suspension or dismissal. Suspension and dismissal shall only be for cause.
