Common use of Suspension and Discharge Clause in Contracts

Suspension and Discharge. Section 16.01. The maintenance of discipline is the responsibility of the Company and to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month of the employees who have been disciplined along with what level of discipline the employee received. Section 16.02. In the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present. (a) The employee and the Union will be notified, in writing, at least two (2) days prior to the meeting. The notification will include the date and time of the meeting, a statement describing the employee’s performance problem(s), and a statement to the employee (b) The Union office will be notified as soon as reasonably possible when an employee is notified of the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.

Suspension and Discharge. Section 16.01A permanent employee, who in the opinion of the Employer, is not performing her duties satisfactorily will be given a verbal warning in the presence of a shop xxxxxxx, if any notation is to be made in her record, indicating her performance is not satisfactory. The maintenance of discipline warning will include the manner in which the performance is unsatisfactory, the responsibility remedial action desired by the Employer, and an indication of the Company time within which the performance is to be brought up to asatisfactory level. If the performance of employee continues to unsatisfactory after the time period required in the verbal warning, or if the performance is deemed as unsatisfactory as to require stronger action the employee and to that end the Company may discipline employees for cause. A copy secretary of all disciplinary actions issued to Bargaining Unit employees the union will be forwarded notified in writing that her work within thirty (30) days of the unsatisfactory performance becoming known to the Unionsupervisor. This notice will include particulars of the work performance deemed unsatisfactory, the remedial action sought by the supervisor and the time within which the action is to be accomplished. The Company employee's reply to a notice will also provide a list be in writing within five (5) working days of her receipt of the notice. The supervisor's notice and employee's reply will become part of the employee's record. Failure of the employee to follow this procedure will be regarded as an acceptance of the expression of dissatisfaction and the notice will remain in the employee's record. Failure of an employee to improve her performance to an acceptable level within the time limit may result in suspension or discharge subject to the Union each month right of the employees who have been disciplined along with what level employee to grieve. The notice of discipline dissatisfaction in the employee's record shall not be used in a manner detrimental to the employee received. Section 16.02. In in the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present.follow instances: (a) The employee and the Union will be notified, in writing, at least two when eighteen (218) days prior to the meeting. The notification will include the date and time months have elapsed since a suspension provided there has been no recurrence of the meetingsame, a statement describing the employee’s performance problem(s), and a statement to the employee (b) The Union office will be notified as soon as reasonably possible when an employee is notified of the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed similar any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.other infraction;

Suspension and Discharge. Section 16.01. The maintenance of discipline is A permanent employee, who in the responsibility opinion of the Company Employer, is not performing her duties satisfactorilywill be given a verbal in the presence xxxxxxx, if any notation is to be made in her record, indicatingher performance is not satisfactory The warning will include the manner in which the performance is unsatisfactory, the remedial action desired by the Employer, and to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month an indication of the employees who have been disciplined along with what level of discipline time within which the employee received. Section 16.02. In the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears performance is to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present.brought up to a (a) The If the performance of a permanent employeecontinuesto be unsatisfactory the time period required in the verbal warning, or if the performance is deemed as sufficiently unsatisfactory as to require stronger action the employee and the Union secretary of the union will be notified, notified in writing, at least two writing that her work is unsatisfactory within thirty (230) days prior of the unsatisfactoryperformance becoming known to the supervisor. This notice will include particulars of the work performance deemed unsatisfactory, the remedial action sought by the supervisor and the time within which the remedial action is to be accomplished. The employee's reply to a notice will be in writing within five working days of her receipt of the notice. The supervisor's notice and employee's reply will become part of the employee's record. Failure of the employee to follow this procedure will be regarded as an acceptance of the expression of dissatisfaction and the notice will remain in the employee's record. Dismissal or Suspension Dismissal or Suspension grievance shall be defined as the grievance of an Employee who claims that has been dismissed or suspended without just cause. This grievance shall proceed directly to Step At the time formal discipline is imposed or at stage of the grievance procedure, including the complaint stage, an Employee is entitled to be represented by her or his Union Representative. In the of suspension or discharge, the Employer shall notify the Employee of this right in advance. The Employer agrees that where an Employee is required to attend a meeting with the Employer that may lead to disciplinary action, as a good labour relations practice, they will inform the Employee of the purpose of the meeting. The notification will include Failure of an employee to improve her performance to an acceptable level within the date and time limit may result in suspension or discharge subject to the right of the meeting, a statement describing employeeto grieve. The notice of dissatisfaction in the employee’s performance problem(s), and 's record shall not be used in a statement manner detrimental to the employee (b) The Union office will be notified as soon as reasonably possible when an employee is notified of in the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number.follow instances: (a) It when eighteen 8) months have elapsed since a suspension provided there has been no recurrence of the same, a similar any other infraction; when (12) months have elapsed since the issuance of a letter of reprimand provided there has no recurrence of the same, a similar or any other infraction. Corrective action may vary according to the seventy of the problem. A probationary employee is understood not a permanent employee and agreed that may be terminated on a Crisis Suspension does not necessitate lesser standard than a meeting before permanent employee based on performance and/or ability to do thejob, including skills, suitability and availability. The termination of employee shall be subject to the employee’s Director (procedure if the probationary employee is released for reasons which are arbitrary. or designated Representative) unless that suspension in bad faith. Reason for termination of a probationary employee be provided to the union at their request. If a permanent employee is expected suspended or discharged, reason for such action shall be provided to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union in writing. If the employee believes she has been treated unjustly, she shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a have her grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of taken up under the Grievance Procedure, Article 17Procedure starting at Step if the is presented in writing within three (3) days the suspension or discharge.

Suspension and Discharge. Section 16.01The Employer shall not discipline, suspend or discharge an Employee without just and sufficient cause. The maintenance Employer and the Union recognize the principle of progressive discipline by adopting the procedures set forth below. When an Employee is to be disciplined (i.e. documented oral warning, written warning, suspension or discharge),. such discipline shall only be imposed at a meeting with the responsibility of the Company Supervisor specifically convened for this purpose. Employees will be given hours notice and advised that they are entitled to that end the Company may discipline employees for causebe accompanied at this meeting by a Union representative. A copy of all any disciplinary actions issued letter shall be provided to Bargaining Unit employees the Union within three (3) Days of such a meeting. A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty, position abandonment, or gross misconduct, and an Employee shall be given a set and reasonable time period in which to demonstrate the required sustained improvement in the area of concern. In cases involving alleged serious insubordination or the perception of a continuing threat to the safety of a person or property, the Xxxx of the Faculty in which the Employee works may suspend an Employee with pay during the period that the Employer investigates the alleged action or behaviour prior to holding a meeting under Article This step is precautionary and not itself considered to be disciplinary. The Employee will be forwarded receive a letter advising of the matter being investigated, any restrictions placed on access to individuals or to the University campus, and advising of the right to consult with a representative of the Union. The Company Union shall also be provided with a copy of this letter. In these circumstances, the Employer will also provide proceed as expeditiously as possible with a list view to minimizing the period of time of the suspension. The precautionary suspension shall continue only until the Supervisor has returned decision following the meeting held under Article Employees shall be given an opportunity to acknowledge that has received a disciplinary letter by signing the copy to be filed. The Employee may attach comments to the Union each month of the employees who have been disciplined along with what level of discipline the employee received. Section 16.02letter. In the event the Company believes It is agreed that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will disciplinary warning letter within an Employee's employment file shall be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present. (a) The employee deemed null and void and removed from the Union will be notified, in writing, at least file after the completion of two (2) days prior to Terms of employment, excluding the meeting. The notification will include Term in disciplinary letter was issued, or a twelve month period, whichever is shorter, from the date and time of the meeting, a statement describing the employee’s performance problem(s), letter and a statement to the employee (b) The Union office will be notified as soon as reasonably possible when an employee is notified of the meeting. (c) The purpose of the meeting is to assure provided that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee no further discipline has been placed on Crisis Suspension or Excused With Payrecorded within the period noted above. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.

Suspension and Discharge. Section 16.01. The maintenance of discipline is the responsibility of the Company and to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month of the employees who have been disciplined along with what level of discipline the employee received. Section 16.02. In the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated designated representative); other Company representatives may also be present. (a) The employee and the Union will be notified, in writing, at least two (2) days prior to the meeting. The notification will include the date and time of the meeting, a statement describing the employee’s performance problem(s), and a statement to the employeeemployee advising of his/her right to Union representation (also included will be the Union’s telephone number). (b) The Union office will be notified as soon as reasonably possible when an employee is notified of the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.

Suspension and Discharge. Section 16.011. An employee will not be discharged without just cause, and if an employee who is discharged feels unjustly discharged, the employee may follow the steps of the Grievance and Arbitration procedures of this Agreement. The maintenance of discipline is the responsibility of the Company and to that end the Company may discipline employees for cause. A copy Union will be promptly advised of all disciplinary actions issued discharges. Section 2. The Company reserves the right to Bargaining Unit discharge any employee for just cause, which shall include but not be limited to dishonesty, incompetency, insubordination, drinking alcoholic beverages during working hours, or causing a preventable accident that results in major property damage and/or personal injury due to the willful or wanton disregard of applicable safety considerations. A. For reasonably minor infractions of work rules not in conflict with this Agreement, employees will be forwarded given the benefit of the following disciplinary procedure before discharge: For the first such infraction of a work rule, the employee will be given a noted verbal warning. For the second similar reasonably minor infraction, the employee will be given a warning notice in writing, with a copy to the UnionUnion and the union xxxxxxx. For the third similar reasonably minor infraction, the employee may be suspended for one (1) to three (3) days without pay. For the fourth similar reasonably minor infraction, the employee may be discharged. All written warnings shall be signed by the Sr. VP of Operations and Planning or his designee. Similarity of infractions shall not be limited to a single rule, but shall be determined by the nature and type of the infraction involved. (1) Written warnings issued for reasons other than specified in Subsection B(2) shall be of no further effect after six (6) months from the date of said warning notice, if the employee has not received any additional written warnings during that period. The six (6) month period with respect to a written warning issued because of attendance violations only should not include any period for which the employee is on a leave of absence. (2) With respect to discipline issued in connection with preventable vehicle accidents, a noted verbal warning shall be of no further effect after six (6) months from the date of said warning; a written warning shall be of no further effect after twelve (12) months from the date of said warning notice, if the employee has not received any additional written warnings during that period; and a suspension shall be of no further effect after twelve (12) months from the date of said suspension notice, if the employee has not received any additional written warnings or suspensions during that period. Section 4. The Company will also provide a list to discuss proposed new or amended rules or policies with the Union each month of the employees who have been disciplined along with what level of discipline the employee received. Section 16.02. In the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present. (a) The employee and the Union will be notified, in writing, at least two (2) days prior weeks before the rules or policies are to be effective. If agreement is not reached, The Company may implement the meeting. The notification will include the date rule or policy and time of the meeting, a statement describing the employee’s performance problem(s), and a statement to the employee (b) The Union office will be notified as soon as reasonably possible when an employee is notified of the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of invoke the grievance process pursuant to Article 17procedure on the question of reasonableness. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.

Suspension and Discharge. Section 16.01A permanent employee, who in the opinion of Employer, is not performing her duties satisfactorily will be given a verbal warning in the presence of a shop xxxxxxx, if any notation is to be made in her record, indicating her performance is not satisfactory. The maintenance of discipline warning will include the manner in which the performance is unsatisfactory. the responsibility remedial action desired by the Employer, and an indication of the Company and time within which the performance is to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued be brought up to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month of the employees who have been disciplined along with what level of discipline the employee received. Section 16.02. In the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be presentsatisfactory level. (a) The If the performance of a permanent employee continues to be unsatisfactory the time period required in the verbal warning, or performance is deemed as sufficiently unsatisfactory as to require stronger action the employee and the Union secretary of the union will be notified, notified in writing, at least two writing that her work is unsatisfactory within thirty (230) days prior of the unsatisfactory performance becoming known to the supervisor. This notice will include particulars of the work performance deemed unsatisfactory, the remedial action sought by the supervisor and the time within which the remedial action is to be accomplished. The employee's reply to a written notice will be in writing within five working days of her receipt of the notice. The supervisor's notice and employee's reply will become part of the employee's record. Failure of the employee to follow this procedure will be regarded as an acceptance of the expression of dissatisfaction and the notice will remain in the employee's record. or Dismissal or Suspension grievance shall be defined as the grievance of an Employee who claims that has been dismissed or suspended without just cause. This grievance shall proceed directly to Step At the time formal discipline is imposed or at any stage of the grievance procedure, including the complaint stage, an Employee is entitled to be represented by her or his Union Representative. In the case of suspension or discharge, Employer shall notify the Employee of this right in advance. The Employer agrees that where an Employee is required to attend a meeting with the that may lead to disciplinary action, as a good labour relations practice, they will inform the Employee of the purpose of the meeting. Failure of an employee to improve her performance to an acceptable level within the time limit may result in suspension or discharge subject to the right ofthe employee to grieve. The notification will include the date and time notice of the meeting, a statement describing dissatisfaction in the employee’s performance problem(s), and 's record shall not be used in a statement manner detrimental to the employee (b) The Union office will be notified as soon as reasonably possible when an employee is notified of in the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number.follow instances: (a) It is understood and agreed that when eighteen (18) months have elapsed since a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step provided there has been no recurrence of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Proceduresame, Article 17.a similar and/or any other infraction;

Suspension and Discharge. Section 16.01. The maintenance 10.01 Disciplinary action shall mean any action taken by the Employer against an employee which results in a written reprimand, suspension, discharge or financial penalty imposed as discipline. 10.02 Pending investigation of discipline is an incident, an employee may be relieved of duties and required to leave the responsibility premises of the Company and establishment in which he works during which time he shall continue to that end be paid. Unless the Company may discipline employees for cause. A copy investigation results in disciplinary action, no record of all disciplinary actions issued to Bargaining Unit employees the incident will be forwarded to placed in the Union. The Company will also provide a list to the Union each month employee’s personal file. 10.03 When an employee claims he has been unjustly suspended or discharged, he may within fifteen (15) working days of the employees who have days of his suspension or discharge, invoke the grievance procedure at Step 1, including arbitration as set out in this Agreement. 10.04 Where it is determined that an employee has been disciplined along with what level of discipline without just cause, the employee receivedshall be immediately reinstated in his former position without loss of seniority or any other benefits which would have accrued to him if he had not been suspended or discharged. One of the benefits which he shall not lose is his regular pay during the period of suspension or discharge, which shall be paid to him at the end of the next complete pay period following his reinstatement, or by any other arrangement as to compensation, which is just and equitable in the opinion of the Arbitration Board, if the matter is referred to arbitration. Section 16.02. In 10.05 Where an employee is suspended without pay or discharged, the event Employer shall within ten (10) working days of the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, suspension or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present. (a) The notify the employee and the Secretary-Treasurer of the Union will be notified, in writing, at least two (2stating the reason(s) days prior to the meetingfor such suspension or discharge. The notification will include the date and time of the meeting, a statement describing the employee’s performance problem(s), and a statement to the employee (b) The Union office will employee shall be notified as soon as reasonably possible when an employee is notified of the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriateby registered letter or personal service; if by personal service, the employee will be advisedacknowledge receipt of such notice. 10.06 Where an employee is disciplined other than by suspension or discharge, in writing, and a written reprimand is placed against the record of the Company’s final determination. A copy of that determination employee, such notation will be forwarded to the Unionprepared in triplicate. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when One copy shall be initialed by the employee is notified. In as the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will Employer’s receipt and shall be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before placed into the employee’s Director (personal file and two copies shall be given to the employee or designated Representative) unless that suspension is expected sent to be converted the employee’s last address on record by registered mail. If the employee wishes to discharge. Howeverreply in writing to such written reprimand, in the event a Crisis Suspension extends past he shall reply within ten (10) days, the Union working days and such reply shall have the right to request a meeting. In the event become part of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment statuspersonal file. Nothing in this provision shall prevent an employee from grieving a written reprimand. Section 16.0410.07 Upon request, an employee shall be given an opportunity to read and receive a copy of these documents in his personal file that relates to an assessment of his conduct, work performance and warning. In If the event employee wishes, he may be accompanied by a Union representative. 10.08 A record of disciplinary action shall not be used against an employee after the Union disagrees with expiration of a Company decision period of twelve (12) months after the disciplinary action was taken, provided the employee does not commit a similar offence. 10.09 When a supervisor intends to discharge a Bargaining Unit take disciplinary action against an employee which will be recorded on the employee’s personal file, the Union may file a grievance directly to supervisor shall notify the second step employee in advance regarding the nature of the grievance process pursuant meeting and advise that he/she may contact his/her Union Representative to Article 17be present at the interview. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.

Suspension and Discharge. Section 16.01Whenever an employee is requested to report for a discussion with supervisory personnel, to any disciplinary action being taken or a grievance being lodged, such employee shall have a Shop Xxxxxxx at such a meeting. The maintenance of discipline For the purposes ofthis provision, Shop Xxxxxxx mean the Xxxxxxx for the particular work area if not available, any xxxxxxx within the or, if not available, the If no representative is the responsibility of the Company and to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month of the employees who have been disciplined along with what level of discipline available, the employee received. Section 16.02shall not be disciplined but may be removed from the workplace with pay until a disciplinary discussion can be held. In Such removal from the event the Company believes that shall not be considered to be disciplinary action. Where a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present. (a) The discussion occurs between an employee and the Union will supervisor of such employee pertaining to any matter which may result In disciplinary action being such matter is brought to the attention of a member of the excluded group holding a the disciplinary from such discussion shall be notified, recorded in writing, at least writing and a copy thereof shall be furnished to the employed or forwarded by registered mall to the employee's address last known to within two (2) working days of such Where a meeting is arranged between an employee and a supervisor for the purpose of providing the employee with notice of discharge, suspension or issuance of a written reprimandto the employee, the employee shall have the Shop Xxxxxxx for the work location or another Union representative, as per Article at such meeting. shall forward a copy of any letter of to both the Recording Secretary of the Union and the Chief of Stewards. Where a discussion as defined in clause or is to take place, Is agreed that the Shop Xxxxxxx, or other Union representative, as per Article shall be provided with up to twenty (20) if requested, consult with the employee prior to the meeting. The notification will include the date and time of the meeting, a statement describing the employee’s performance problem(s), and a statement to the employee (b) The Union office will be notified as soon as reasonably possible when Where an employee is notified has received a disciplinary notationfor of the meeting. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) dayscalendar years, arrange to meet and discuss any disciplinary on the employee’s employment status's record shall be null and void, and shall be removed from the employee's file. it is understood that any period of disciplinary suspension without pay shall be deemed an approved leave of absence without pay for pension purposes. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.

Suspension and Discharge. Section 16.01. The maintenance of discipline is the responsibility of the Company and to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month This includes all Oral Reminders, Written Reminders, Decision Making Leaves (DML), and notices of the employees who have been disciplined along with what level meetings regarding continuation of discipline the employee receivedemployment (and resulting determinations from such meetings). Section 16.02. In the event the Company believes that a Bargaining Unit employee’s 's problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director General Manager (or des ignated designated representative); other Company representatives may also be present. (a) The employee and the Union will be notified, in writing, at least two (2) days prior to the meeting. The notification will include the date and time of the meeting, a statement describing the employee’s 's performance problem(s), and a statement to the employeeemployee advising of his/her right to Union representation (also included will be the Union's telephone number). (b) The Company will endeavor to assure that a Union office Steward is available when an exxxxxxx is notified of the meeting. In the event a Steward is not available, the Union xxxxxx will be notified as soon as reasonably possible when an employee is notified of the meetingpossible. (c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s 's continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting. (d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s 's final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s 's final determination determination, unless that employee has been placed on Crisis Suspension or Excused With Pay. Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided with the Union’s telephone number. (a) It is understood and agreed that a Crisis Suspension does not necessitate a meeting before the employee’s Director (or designated Representative) unless that suspension is expected to be converted to discharge. However, in the event a Crisis Suspension extends past ten (10) days, the Union shall have the right to request a meeting. In the event of such request, the parties shall, within two (2) days, arrange to meet and discuss the employee’s employment status. Section 16.04. In the event the Union disagrees with a Company decision to discharge a Bargaining Unit employee, the Union may file a grievance directly to the second step of the grievance process pursuant to Article 17. Section 16.05. Crisis suspensions may be appealed directly to Step 2 of the Grievance Procedure, Article 17.50