SUSPENSION AND DISCHARGE CASES. Any claim by an Employee who has acquired seniority that she has been unjustly suspended or discharged will be treated as a STEP 2 grievance if a written statement of such grievance is lodged by the Employee with the Executive Director within five (5) days after written notice of such discharge or suspension has been given to the employee. Such grievance will be taken up at a special meeting between the Union and the Executive Director within (5) five days after it is lodged and failing settlement, within ten (10) days following the final decision of the Executive Director, be referred to Arbitration.
SUSPENSION AND DISCHARGE CASES. 11:01 a) A claim by an employee that the employee has been unjustly suspended or discharged shall be treated as a grievance if a written statement of such grievance is lodged by the employee with the Administrator of the Home or the Administrator’s designate within five (5) working days after the employee has received the notice. Such grievance will be taken up at a special meeting with the Management Committee within ten
SUSPENSION AND DISCHARGE CASES a. Suspensions of Four Days or Less
SUSPENSION AND DISCHARGE CASES. 6.01 It is recognized and agreed that probationary employees may be terminated during their probationary period for failure to meet acceptable standards as determined by the Company. Performance standards shall be applied and administered in a manner that is not arbitrary or discriminatory.
SUSPENSION AND DISCHARGE CASES. 12.01 In the event of an Employee, who has attained seniority, being suspended or discharged from employment and the Employee believed that the suspension or discharge is without cause, the case may be taken up as a grievance at Step No. 1 of the grievance procedure.
SUSPENSION AND DISCHARGE CASES. 13.01 A claim by a seniority employee that they have been suspended and/or discharged without just cause shall be treated as a grievance and shall commence at Article l0.03 provided a written grievance signed by the employee is presented to the Human Resources Director within five (5) working days after the suspension of discharge. A staff representative of the Union will be permitted to attend at the meeting held pursuant thereto with the Human Resources Director. The discharge of any probationary employee shall not be the subject of a grievance and shall not be arbitrable.
SUSPENSION AND DISCHARGE CASES. 8.06 Any nurse who is to be interviewed concerning possible discipline, a suspension or discharge, will be removed from their work area. The employer will advise the nurse that the nurse may request the presence of their Representative to represent the nurse during such interview. The Representative will be called promptly.
SUSPENSION AND DISCHARGE CASES. SECTION 10.01 A claim by an employee that he has been unjustly suspended or discharged from his employment shall be treated as a grievance if a written statement of such grievance is lodged within three (3) working days after the suspension or discharge. In such a case, the grievance shall start with Step No. 3 of the Grievance Procedure. Such grievances may be settled under the grievance or arbitration procedure, as follows:
SUSPENSION AND DISCHARGE CASES. (a) The employee concerned has the right to be present at any discussion or scheduled meeting prior to the imposition of a suspension or discharge. Union Xxxxxxx shall be given twenty- four (24) hours notice of this discipline meeting and may attend with the employee at the employee’s discretion.
SUSPENSION AND DISCHARGE CASES. SECTION 1 - PROCEDURE - DISCHARGES In the exercise of its rights as set forth in Article Fifteen - Management - of this Agreement, the Company agrees that no Employee shall be peremptorily discharged from and after the date hereof but that in all instances in which the Company may conclude that an Employee's conduct may justify discharge he shall be first provisionally discharged. Such provisional discharge shall be for not more than 5 calendar days (excluding Saturdays, Sundays, and holidays). During this period of provisional discharge the Employee may, if he believes that he has been unjustly dealt with, request a hearing and a statement of the offense before his Plant Superintendent or his representative with or without the member or members of the Grievance Committee present as he may choose. Such hearing shall be held within 5 calendar days (excluding Saturdays, Sundays, and holidays) after the date of such request. If any such Employee shall not request a hearing within the 5-day provisional discharge period his discharge shall become final. The notice of provisional discharge shall be given in writing to the Employee affected and his grievance committeeman. At any such hearing the facts concerning the case shall be made available to both parties. After such hearing, the Company shall conclude within 5 calendar days (excluding Saturdays, Sundays, and holidays) whether the discharge shall become final or, dependent upon the facts of the case, that such discharge shall be revoked. If the discharge is revoked the Employee shall be returned to employment and receive compensation on the basis of an equitable lump sum payment mutually agreed to by the parties or, in the absence of agreement, shall be made whole in the manner set forth below, unless it is agreed by the parties hereto that such Employee shall be disciplined without pay as a condition of such revocation. If the discharge of the Employee is affirmed, the Employee may within 5 calendar days (excluding Saturdays, Sundays, and holidays) after such disposition, file a grievance at Step 2 of the procedure for adjustment of complaints and grievances set forth in Article Eleven of this Agreement and such grievance shall thereafter be handled in accordance with the provisions of such Article Eleven and Appendix D of this Agreement. If any such Employee shall not file a grievance within such 5-day period, his discharge shall become final. Grievances involving discharge which are appealed to arbitratio...
