Common use of Suspension and Discharge Procedure Clause in Contracts

Suspension and Discharge Procedure. (1) An Employee shall not be peremptorily discharged. In all cases in which the Company may conclude that an Employee’s conduct may justify suspension or discharge, he shall be suspended initially for not more than five (5) calendar days. (2) Before imposing a suspension or discharge, the Company shall give written notice of the suspension or suspension subject to discharge to the affected Employee. A copy of the discharge or suspension notice shall be promptly furnished to such Employee’s Grievance Committeeman. (3) If such initial suspension is for 5 calendar days and if the Employee affected believes he has been unjustly dealt with, he may request and shall be granted, during this period, a preliminary hearing and a statement of the offense. The Employee may choose to have the Grievance Committeeman present at the hearing, (4) The pertinent facts concerning the suspension, including copies of written statements relied upon by either party which are available at the time of the hearing, shall be made available and discussed by each party at the preliminary hearing. (5) After the preliminary hearing, or if no such hearing is requested, the Company may affirm, revoke, extend or modify the suspension or convert the suspension to a discharge. The Company shall provide notice of its decision to the affected Employee and the Grievance Chair within five (5) days of the preliminary hearing, or, if no hearing is requested, within five (5) days of the expiration of the time to request such hearing. (6) The affected Employee may file a grievance directly to Step 2 within five (5) days of receiving notice of the Company’s decision. Thereafter, the grievance will be processed in accordance with the regular Grievance Procedure described in Article Five, Section I(3).

Suspension and Discharge Procedure. (1) An Employee shall not be peremptorily discharged. In all cases in which the Company may conclude that an Employee’s conduct may justify suspension or discharge, he shall be suspended initially for not more than five (5) calendar days. (2) Before imposing a suspension or discharge, the Company shall give written notice of the suspension or suspension subject to discharge to the affected Employee. A copy of the discharge or suspension notice shall be promptly furnished to such Employee’s Grievance Committeeman. (3) If such initial suspension is for 5 calendar days and if the The affected Employee affected believes he has been unjustly dealt with, he may request in writing and shall be granted, during this period, granted a preliminary hearing and a statement within five (5) days of the offenseissuance of the notice of suspension. Such hearing shall be held within five (5) days after the Company receives the Employee’s request. The Employee may choose to have the Grievance Committeeman present at the hearing,. (4) The pertinent facts concerning the suspension, including copies of written statements relied upon by either party which are available at the time of the hearing, suspension shall be made available and discussed by each party at the preliminary hearing. (5) After the preliminary hearing, or if no such hearing is requested, the Company may affirm, revoke, extend or modify the suspension or convert the suspension to a discharge. The Company shall provide notice of its decision to the affected Employee and the Grievance Chair within five (5) days of the preliminary hearing, or, if no hearing is requested, within five (5) days of the expiration of the time to request such hearing. (6) The affected Employee may file a grievance directly to Step 2 within five (5) days of receiving notice of the Company’s decision. Thereafter, the grievance will be processed in accordance with the regular Grievance Procedure described in Article Five, Section I(3).

Suspension and Discharge Procedure. (1) An Employee shall not be peremptorily discharged. In all cases in which the Company may conclude that an Employee’s conduct may justify suspension or discharge, he shall be suspended initially for not more than five (5) calendar days. (2) Before imposing a suspension or discharge, the Company shall give written notice of the suspension or suspension subject to discharge to the affected Employee. A copy of the discharge or suspension notice shall be promptly furnished to such Employee’s Grievance Committeeman. (3) If such initial suspension is for 5 calendar days and if the The affected Employee affected believes he has been unjustly dealt with, he may request in writing and shall be granted, during this period, granted a preliminary hearing and a statement within five (5) days of the offenseissuance of the notice of suspension. Such hearing shall be held within five (5) days after the Company receives the Employee’s request. The Employee may choose to have the Grievance Committeeman present at the hearing, (4) The pertinent facts concerning the suspension, including copies of written statements relied upon by either party which are available at the time of the hearing, shall be made available and discussed by each party at the preliminary hearing. (5) After the preliminary hearing, or if no such hearing is requested, the Company may affirm, revoke, extend or modify the suspension or convert the suspension to a discharge. The Company shall provide notice of its decision to the affected Employee and the Grievance Chair within five (5) days of the preliminary hearing, or, if no hearing is requested, within five (5) days of the expiration of the time to request such hearing. (6) The affected Employee may file a grievance directly to Step 2 within five (5) days of receiving notice of the Company’s decision. Thereafter, the grievance will be processed in accordance with the regular Grievance Procedure described in Article Five, Section I(3).