SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 6 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 17.01 Prior to any discipline being imposedan employee receiving notification, when an employee is suspended from duty or discharged, the Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur except in the case of physical violence, immediate safety hazard or theft. The Employer agrees to meet with the Union and discuss the matter as soon as possible after the fact. The employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion deemed suspended with pay until the meeting between the employee Employer and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employeeUnion takes place.
21.03 17.02 When an employee is required to attend a meetingsuspended from duty, or discharged, the purpose of which is Employer undertakes to render a disciplinary decision concerning him or her, notify the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company reason within a reasonable period of time. An employee who does not receive the written reason for suspension, or discharge, at the time of that action having been takenhis or her suspension, or discharge, shall be deemed suspended with pay until the written notice is received.
21.05 When an 17.03 The Employer will initiate any disciplinary investigation no later than seven (7) business days after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee is required to attend a meetinginvolved, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative that such investigation will commence. The employee shall also be advised of the Association attend nature of the meetingincident. The local President, or designate, may contact the Employer representative for further information regarding the incident. The Employer shall endeavour to handle the investigation in a timely manner. The Employer shall advise the Union and the employee of the result in writing. An employee may be disciplined for just cause. Discipline, when imposed, shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employee's file. Where practicable, the employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within seven (7) business days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to conclusion of the discipline imposed investigation, then no such report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of that document or statement within a reasonable period before that hearingany disciplinary report placed on the employee's file.
21.08 17.04 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee employee, shall be removed and destroyed after two twelve (212) years months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 17.05 The NAV CANADA Code employee shall be advised of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards right to have a Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct of the professional body to which employee. In the event the employee belongselects to have Union representation, he or she will be allowed to meet with a Union representative prior to the disciplinary meeting.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied .01 Where it appears during any meeting with an Employee, that the nature of such a meeting must change to an investigation which would likely result in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposedthe disciplining of that Employee, the employee will be given notice in writing to attend a meeting, during which there Company shall be an opportunity for full discussion between advise the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised Employee of his/her right to have an Association representative attend as an advisor. The management representative also has the their right to have a labour relations representative Representative of the Union attend as an advisorthat meeting. At If the Employee requests the presence of a Union Representative, and no Union Representative is available in person or by telephone, the meeting must be immediately terminated.
.02 Where disciplinary or discharge action is considered, the employee Employee involved may, where necessary, be held out of service pending investigation to provide the Company sufficient time to investigate and consider all factors. This investigation will take place as soon as possible and shall not take more than fourteen (14) calendar days. Additional time may be granted through mutual agreement between the Company and the Association representative may make representations and ask questions concerning Union prior to the events and circumstances. Unless otherwise agreedexpiry of the fourteen (14) calendar days.
.03 During any investigations or hearings, the unavailability Employee involved may request the presence of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employeea Union Representative(s).
21.03 .04 When an employee Employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a disciplinary decision concerning him or herthat Employee, the employee is entitled The Company shall advise an Employee of their right to have, at his or her request, have a representative Representative of the Association Union attend the meeting. Where practicable, and in a non-urgent situation, the employee shall receive a minimum of Company will make its best efforts to give at least one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall .05 No Employee will be notified in writing of any disciplinary action except disciplined without just cause. When an oral warningEmployee is suspended from duty or discharged, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required undertakes to attend a meetingnotify the Employee in writing, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy (in a sealed envelope) to the Union Local President of that document the reason for such suspension or statement within a reasonable period before that hearingdischarge. The Company will give such notification at the time of the suspension or discharge.
21.08 Any document .06 Grievances relating to suspension or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee discharge shall be removed and 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. The Employer shall inform the employee in writing filed at Step 2 of the destruction of any document or written statement related grievance procedure. If the grievance is not satisfactorily settled at Step 2 then the grievance may be referred to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, expedited arbitration in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.accordance with Article 64 – Grievance and
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where 12.01 The Employer agrees that it will not suspend, discharge, or otherwise discipline an Employee who as completed their probationary period without just cause exists cause. Wherever the Employer deems it necessary to suspend or discharge an Employee, the Employer shall notify the Employee and will be levied the Union of such suspension or discharge in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in naturewriting.
21.02 Prior to any discipline being imposed12.02 When an Employee is suspended from duty, the employee will be given notice Employer undertakes to notify the Employee, in writing to attend a meetingwriting, during which there shall be an opportunity of the reason for full discussion between the employee and the employee’s Managersuch suspension. The notice will contain the subject matter Employer shall endeavour to be discussed give such notification at the meeting and the employee shall be advised time of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employeesuspension.
21.03 12.03 The Employer shall notify the local Representative of the Alliance that such suspension has occurred.
12.04 When an employee Employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or herthem, the employee Employee is entitled to have, at his or her their request, a representative Representative of the Association Alliance attend the meeting. Where practicable, the employee Employee shall receive a minimum of one (1) day’s notice of such a meeting. .
12.05 The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence evidence, in a hearing relating to disciplinary action action, any document or written statement concerning from the conduct file of an employee unless that employee has been provided with a copy Employee, the content of that document which the Employee was not aware of at the time of filing or statement within a reasonable period before that hearingthereafter.
21.08 12.06 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee Employee, shall be removed and destroyed after two twenty-four (224) years months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation, which could result in the formal disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashionimmediately terminated. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a formal disciplinary decision concerning him or herthat employee, the employee is entitled to have, at his or her their request, ,’ a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one twenty-four (124) day’s hours written notice (including reasons) of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified advised of their right to have a union representative present at any formal disciplinary meeting or at any meeting held with to investigate alleged misconduct of the No employee will be disciplined without just and sufficient cause. The timing of the imposition of such discipline shall be exercised in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 accordance with Article When an employee is required to attend a meetingsuspended from duty or discharged, the purpose of which is Authority undertakes to demote or terminate him/her for non-disciplinary reasonsthe employee, he/she is entitled to havein writing, at his/her request, a representative of the Association attend reason for such suspension or discharge. The Authority will give such notification at the meetingtime of the suspension or discharge. Where practicableIf the Authority does not give the written reason for such suspension or discharge, the employee shall receive a minimum of one (1) day’s be deemed to be suspended with pay until the written notice of such a meetingis delivered to the employee or, when the employee is unavailable, delivered to the Local President. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA Authority agrees not to introduce as into evidence in a hearing relating to disciplinary action any document or written statement concerning from the conduct file of an employee unless that employee has been provided with employee, a copy of that document which the employee was not provided with at or statement before the time of placement in the employee’s personnel file or within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of time thereafter. If an employee shall be removed and destroyed after two files a grievance against a written reprimand, suspension or discharge in accordance with Article the Authority may, in its discretion (2) years have elapsed since exercised in accordancewith Article postpone the imposition of the disciplinary action was takenuntil the grievance is resolved In order of severity, provided that no further the types of disciplinary action has been recorded during this period. The Employer to be considered in a progressive manner shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.be:
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline An employee may be imposed where disciplined for just cause exists and will be levied in a timely fashioncause. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meetingsuspended from dis- charged, the purpose Employer undertakes to notify the employeein writing of which is to render the reason within a disciplinary decision concerning him reasonable of time. An employee who not receivethe written reason for suspension. or her, discharge,at the employee is entitled to have, at time of his or her requestsuspension, a representative or discharge, shall be deemed suspended with pay until the written notice is received. The Employer notify the President of the Association attend Alliance such suspension, or discharge, occurred, preferably at the meetingtime but in any case no later than (48) hoursafter the suspension or Discipline. Where practicable, the when imposed. shall be imposed in a timely manner. An employee shall receive a minimum be made aware of one (1) day’s notice all reportsthat Where theemployee been of such a meeting. The Employer will agree where possible to an additional day report within fourteen of extension where the Association representative is unavailable.
21.04 The employee and the Association representative investigation, then no such report shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating todisciplinary An employee shall receive copy of tiny disciplinary report placedon the employee’s file. The Employer will initiate disciplinary investigation no later fifteen (I5) days after the xxxx comes to disciplinary action any document the Presidentthat such investigationhas commenced. or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary todisciplinary action, . which may have been placed on the NAV CANADA file of be destroyed after twenty-four (24) months elapsed since action provided no further disciplinary been recorded during EMPLOYEE PERFORMANCE REVIEW The purpose of an employee shall be removed and 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. The Employer shall inform performancereview is to discuss with the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing perform- ance in relation to the duties required in position. The review is intendedto be developmen- tal in will includediscussionof Should the employeenot meet the standardsof performanceexpectedof him or her, these standards willbediscussed and recommendationsmade toimprove performance, with periodic the employee and the immediate taking place on follow-up basis. In cases where an xxxxxxxxxxx worked on several projects on a project managementbasis, input from the ethical standards more than one manager will form part of the professional body to which employee's performanceappraisal. When a formal assessment of an employee's performanceis made, the employee belongs.
21.10 NAV CANADA agrees concernedshall be given an opportunity the assessment form in question upon its completion to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct indicate that its contents read. thecompletedassessment form will be provided lotheemployees that time. An on will only its contentshave been and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting indicate employee's concurrence statements containedon the violationform.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an employee, that the nature of such meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be imposed where just cause exists immediately terminated and the following procedures will be levied in a timely fashionimplemented. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her their request, a representative of the Association Union attend the meeting. Where practicableNo employee will be disciplined without just and sufficient cause. When an employee is suspended from duty, the Employer will notify the employee in writing of the reason for such suspension. The Employer will give such notification at the time of suspension or discharge. If the employee does not receive the written reason for such suspension or discharge, the employee shall receive be deemed to be Suspended with pay until the written notice is received. Discipline, when imposed, shall be imposed in a minimum timely manner. An employee shall be made aware of one (1) dayall disciplinary reports that have been placed on the employee’s notice file. Where the employee has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.04 The employee and conclusion of the Association representative investigation, then no such report shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of any disciplinary report or written reprimand placed on the employee’s file. If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with the grievance procedure (Article the Employer will postpone that document disciplinary action until the grievance is resolved except when the Employer has determined that there has been a theft, breach of trust or statement within serious misconduct. The Employer agrees that discipline should be corrective in nature and depending upon the nature of the infraction should normally impose a reasonable period verbal or written warning before that hearing.
21.08 imposing a suspension or resorting to discharge. In cases of written reprimand, suspension or dismissal, the Employer shall provide the Local President with a written record of any disciplinary action taken against the employee including the for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President. Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after one year provided that no other disciplinary action has occurred. If the other disciplinary action has been noted in the employee's file the record shall be maintained for two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this periodyears. The Employer Grievances relating to Suspension or discipline shall inform the employee in writing be filed at step of the destruction of any document or written statement related grievance procedure. If the grievance is not satisfactorily settled at step then the grievance may be referred to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, Expedited Arbitration in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.accordance with Article Whistle blowing protection
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied .01 Where it appears during any meeting with an Employee, that the nature of such a meeting must change to an investigation which would likely result in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposedthe disciplining of that Employee, the employee will be given notice in writing to attend a meeting, during which there Employer shall be an opportunity for full discussion between advise the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised Employee of his/her right to have an Association a representative of the Union attend as an advisorthat meeting. The management If the Employee requests the presence of a Union representative, and no Union representative also has the right to have a labour relations representative attend as an advisor. At is available in person or by telephone, the meeting must be immediately terminated.
.02 Where disciplinary or discharge action is considered, the employee Flight Attendant involved may, where necessary, be held out of service pending investigation to provide the Company sufficient time to investigate and consider all factors. This investigation will take place as soon as possible and shall not take more than fourteen (14) Calendar Days. Additional time may be granted through mutual agreement between the Company and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification Union prior to the employeeexpiry of the fourteen (14) Calendar Days.
21.03 .03 During any investigations or hearings the Flight Attendant involved may request the presence of a Union representative(s).
.04 When an employee Employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a disciplinary decision decision, concerning him or herthat Employee, the employee is entitled Employer shall advise an Employee of his/her right to have, at his or her request, have a representative of the Association Union attend the meeting. Where practicable, and in a non-urgent situation, the employee shall receive a minimum of Employer will make its best efforts to give at least one (1) day’s days’ notice of such a meeting.
.05 No Employee will be disciplined without just cause. When an Employee is suspended from duty or discharged, the Employer undertakes to notify the Employee in writing, with a copy (in a sealed envelope) to the Local President of the reason for such suspension or discharge. The Employer will agree where possible to an additional day give such notification at the time of extension where the Association representative is unavailablesuspension or discharge.
21.04 The employee and the Association representative .06 Grievances relating to suspension or discharge shall be notified filed at Step 2 of the grievance procedure. If the grievance is not satisfactorily settled at Step 2 then the grievance may be referred to Expedited Arbitration in writing accordance with Article 32.
.07 In order of any severity, the types of disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence considered in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee progressive manner shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.be:
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 20.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 20.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 20.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 20.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 20.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 20.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 20.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning from the conduct file of an employee unless that the content of which the employee has been provided with a copy was not aware of that document at the time of filing or statement within a reasonable period before that hearingthereafter.
21.08 20.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline The Employer agrees that discipline should be progressive and corrective in nature and, depending upon the nature of the infraction, should normally commence with a verbal warning or counseling. The parties agree that the only forms of discipline that may be imposed where just cause exists upon an employee are: verbal or counseling, a recorded reprimand, a written warning, a formal warning, unpaid and will paid suspension and discharge. Where it appears during any meeting with an employee, that the nature of such a meeting must change to an investigation which could result in the disciplining of that employee, that employee must be levied in a timely fashioninformed of their rights to union representation and the implication of refusing. Generally, discipline When an employee is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing required to attend a meeting, during the purpose of which there shall be is to conduct an opportunity for full discussion between investigation and the probable outcome of which will result in disciplinary action, the employee and is entitled to have, at request, a representative of the employee’s ManagerUnion attend the meeting. The notice will contain the subject matter to be discussed at the meeting and Where practical, the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than receive one (1) working day from days notice of such a meeting. The employee will be advised the date of notification to the employee.
21.03 reasons for such a meeting. When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association Union attend the meeting. Where practicablepractical, the employee shall receive a minimum of one (1) day’s days notice of such a meeting. The Employer employee will agree where possible to an additional day of extension where be advised the Association representative is unavailable.
21.04 The reasons for such a meeting. No employee will be disciplined without just and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 cause. When an employee is required to attend a meetingsuspended from duty, the purpose of which is Employer undertakes to demote or terminate him/her for non-disciplinary reasonsnotify the employee in writing, he/she is entitled to havewithin one week, at his/her request, a representative of the Association attend the meetingreason for such suspension. Where practicableDiscipline, the when imposed, shall be imposed in a timely manner. An employee shall receive a minimum be made aware of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless reports that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee’s file. An employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction receive a copy of any document disciplinary report or written statement related to disciplinary actionreprimand placed on the employee’s file.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied .01 Where it appears during any meeting with an Employee, that the nature of such a meeting must change to an investigation which would likely result in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposedthe disciplining of that Employee, the employee will be given notice in writing to attend a meeting, during which there Employer shall be an opportunity for full discussion between advise the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised Employee of his/her right to have an Association a representative of the Union attend as an advisorthat meeting. The management If the Employee requests the presence of a Union representative, and no Union representative also has the right to have a labour relations representative attend as an advisor. At is available in person or by telephone, the meeting must be immediately terminated.
.02 Where disciplinary or discharge action is considered, the employee Flight Attendant involved may, where necessary, be held out of service pending investigation to provide the Company sufficient time to investigate and consider all factors. This investigation will take place as soon as possible and shall not take more than fourteen (14) Calendar Days. Additional time may be granted through mutual agreement between the Company and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification Union prior to the employeeexpiry of the fourteen (14) Calendar Days.
21.03 .03 During any investigations or hearings the Flight Attendant involved may request the presence of a Union representative(s).
.04 When an employee Employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a disciplinary decision decision, concerning him or herthat Employee, the employee is entitled Employer shall advise an Employee of his/her right to have, at his or her request, have a representative of the Association Union attend the meeting. Where practicable, and in a non-urgent situation, the employee shall receive a minimum of Employer will make its best efforts to give at least one (1) day’s days’ notice of such a meeting.
.05 No Employee will be disciplined without just cause. When an Employee is suspended from duty or discharged, the Employer undertakes to notify the Employee in writing, with a copy (in a sealed envelope) to the Local President of the reason for such suspension or discharge. The Employer will agree where possible to an additional day give such notification at the time of extension where the Association representative is unavailablesuspension or discharge.
21.04 The employee and the Association representative .06 Grievances relating to suspension or discharge shall be notified filed at Step 2 of the grievance procedure. If the grievance is not satisfactorily settled at Step 2 then the grievance may be referred to Expedited Arbitration in writing accordance with Article 32.
.07 In order of any severity, the types of disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence considered in a hearing relating to disciplinary action any document or progressive manner shall be: verbal reprimand written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 reprimand suspension discharge .08 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee Employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.eighteen
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may 12.01 Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation which could result in the formal disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in natureimmediately terminated.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 12.02 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a formal disciplinary decision decision, concerning him or herthat employee, the employee is entitled to have, at his or her their request, a representative of the Association Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one thirty-six (136) day’s hours written notice (including reasons) of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The 12.03 No employee will be disciplined without just and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 sufficient cause. When an employee is required to attend a meetingsuspended from duty or discharged, the purpose of which is Airport Authority undertakes to demote or terminate him/her for non-disciplinary reasonsnotify the employee, he/she is entitled to have, at his/her request, a representative in writing of the Association attend reason for such suspension or discharge. The Authority will give such notification at the meetingtime of the suspension or discharge. If the Authority does not give the written reason for such suspension or discharge, it shall be with pay until the written notice is received.
12.04 Discipline when imposed shall be imposed in a timely manner. An employee shall be made aware of all disciplinary decisions that have been placed on the employee’s file. Where practicable, the an employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day decision in advance of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed a hearing, then no such decision, and/or supporting document or report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning action. If requested by the conduct of an employee unless that employee has been provided with employee, a copy of that such decision, and/or supporting document or statement within a reasonable period before that hearingreport will be made available to him.
21.08 12.05 If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article 11, the Airport Authority will postpone that disciplinary action until such grievance is resolved except where the President & CEO has determined there has been a theft, breach of trust or serious misconduct.
12.06 The Airport Authority recognizes the principle of progressive discipline. In order of severity, the types of disciplinary action normally to be considered in a progressive manner shall be: - Oral reprimand - Written reprimand - Suspension - Dismissal
12.07 In cases of written reprimand, suspension or dismissal the Authority shall provide the Local President with a written record of any disciplinary action taken against the employee including the reason(s) for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President.
12.08 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after two eighteen (218) years have months has elapsed since the disciplinary action was taken, taken provided that no further disciplinary action regarding the same or a similar matter referred to in this document or written statement has been recorded during this period. The Employer .
12.09 Grievances relating to suspension or discharge shall inform the employee in writing be filed at Step 2 of the destruction of any document or written statement related grievance procedure. If the grievance is not satisfactorily settled at Step 2, then the grievance may be referred to disciplinary actionExpedited Arbitration in accordance with Article 11.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an 12.10 No employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected or treated in such a matter as a result to violate Article 13 for Whistle blowing, i.e. reporting any abuse of reporting the violationoffice, financial or otherwise.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may 24.01 Where it appears during any meeting with an employee, that the nature of such meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be imposed where just cause exists immediately terminated and the following procedures will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in natureimplemented.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 24.02 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a disciplinary decision concerning him or him/her, the employee is entitled to have, at his or her their request, a representative of the Association Union attend the meeting.
24.03 No employee will be disciplined without just and sufficient cause. Where practicableWhen an employee is suspended from duty, the Employer will notify the employee in writing of the reason for such suspension. The Employer will give such notification at the time of suspension or discharge. If the employee does not receive the written reason for such suspension or discharge, the employee shall receive be deemed to be Suspended with pay until the written notice is received.
24.04 Discipline, when imposed, shall be imposed in a minimum timely manner. An employee shall be made aware of one (1) dayall disciplinary reports that have been placed on the employee’s notice file. Where the employee has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.04 The employee and conclusion of the Association representative investigation, then no such report shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of that document any disciplinary report or statement within a reasonable period before that hearingwritten reprimand placed on the employee’s file.
21.08 24.05 If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with the grievance procedure (Article 27), the Employer will postpone that disciplinary action until the grievance is resolved except when the Employer has determined that there has been a theft, breach of trust or serious misconduct.
24.06 The Employer agrees that discipline should be corrective in nature and depending upon the nature of the infraction should normally impose a verbal or written warning before imposing a suspension or resorting to discharge.
24.07 In cases of written reprimand, suspension or dismissal, the Employer shall provide the Local President with a written record of any disciplinary action taken against the employee including the reason(s) for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President.
24.08 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after one (1) year provided that no other disciplinary action has occurred. If the other disciplinary action has been noted in the employee’s file the record shall be maintained for two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer years.
24.09 Grievances relating to Suspension or discipline shall inform the employee in writing be filed at step 2 of the destruction of any document or written statement related grievance procedure. If the grievance is not satisfactorily settled at step 2, then the grievance may be referred to disciplinary actionExpedited Arbitration in accordance with Article 27.
21.09 The NAV CANADA Code of Business Conduct 24.10 Whistle blowing protection No employee will not be interpreted as restricting an employee from exercising his disciplined for reporting any abuse by the Employer or her obligations flowing from the ethical standards any representative of the professional body to which the employee belongsEmployer.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the No employee will be given notice disciplined without just and sufficient cause. When an employee is suspended or discharged from duty, the Airport Authority undertakes to notify the employee in writing of the reason for suspension or discharge. The Airport Authority shall endeavour to attend a meeting, during which there shall be an opportunity for full discussion between give such notification at the time of suspension or discharge. If the employee and does receive the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and written reason for suspension or discharge, the employee shall be advised of his/her right deemed to have an Association representative attend as an advisorbe suspended with pay until the written notice is received. The management representative also Airport Authority shall notify the local President or designate that such an action has occurred at the right to have a labour relations representative attend as an advisortime of the suspension or discharge. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation which could result in a disciplinary action or render a disciplinary decision decision, concerning him or herthat employee, the employee is entitled to have, at his or her their request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one twenty-four (124) day’s hours notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee , and the Association representative written reasons for such a meeting. In order of severity, and as determined by management dependent on both the action to be disciplined and the provisions of the collective agreement, the types of disciplinary action shall be notified in writing be: Oral reprimand; Written reprimand; Suspension; Dismissal. In cases of written reprimand, suspension or dismissal the Airport Authority shall provide the Local President with a written record of any disciplinary action except an oral warning, taken against the employee by including the Company within for the disciplinary action. At the employee’s request a reasonable period copy of time the related written report shall be forwarded under confidential cover to the Local President Where it appears during any meeting with an employee that the nature of such meeting must change to an investigation which could result in the disciplining of that action having employee, that meeting must be immediately terminated. Discipline, when imposed, shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been taken.
21.05 When an employee is required to attend a meeting, placed on the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meetingemployee’s file. Where practicable, the employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to conclusion of the discipline imposed investigation and the completion of the report, then no such report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of that document any disciplinary report or statement within a reasonable period before that hearing.
21.08 written reprimand placed on the employee’s file. Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.two
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation, which could result in the formal disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashionimmediately terminated. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a formal disciplinary decision concerning him or herthat employee, the employee is entitled to have, at his or her their request, a representative of the Association Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one twenty-four (124) day’s hours written notice (including reasons) of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified advised of their right to have a union representative present at any formal disciplinary meeting or at any meeting held with to investigate alleged misconduct of the No employee will be disciplined without just and cause. The timing of the imposition of such discipline shall be exercised in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 accordance with Article When an employee is required to attend a meetingsuspended from duty or discharged, the purpose of which is Authority undertakes to demote or terminate him/her for non-disciplinary reasonsnotify the employee, he/she is entitled to havein writing, at his/her request, a representative of the Association attend reason for such suspension or discharge. The Authority will give such notification at the meetingtime of the suspension or discharge. Where practicableIf the Authority does not give the written reason for such suspension or discharge, the employee shall receive a minimum of one (1) day’s be deemed to be suspended with pay until the written notice of such a meetingis delivered to the employee or, when the employee is unavailable, delivered to the Local President. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA Authority agrees not to introduce as into evidence in a hearing relating to disciplinary action any document or written statement concerning from the conduct file of an employee unless that employee has been provided with employee, a copy of that document which the employee was not provided with at or statement before the time of placement in the employee’s personnel file or within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of time thereafter. If an employee shall be removed and destroyed after two files a grievance against a written reprimand, suspension or discharge in accordance with Article the Authority may, in its discretion (2) years have elapsed since exercised in accordance with Article postpone the imposition of the disciplinary action was takenuntil the grievance is resolved In order of severity, provided that no further disciplinary action has been recorded during this period. The Employer the types of disciplinaryaction to be considered in a progressive manner shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.be:
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and 12.01 No Employee will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in naturedisciplined without just and sufficient cause.
21.02 Prior to any discipline being imposed12.02 When an Employee is suspended from duty with pay, pending investigation, the employee will be given notice in writing Employer undertakes to attend a meetingnotify the Employee, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. Bargaining Agent, in writing, of the reason for the suspension within ten (10) calendar days.
12.03 The notice will contain Employer shall notify the subject matter to be discussed at Local Representative of the meeting Alliance immediately that such a suspension has occurred, and the employee purpose of the investigation.
12.04 The Employer shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has notify, in writing, the right to have a labour relations representative attend as an advisor. At the meeting the employee Bargaining Agent, and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreedEmployee, the unavailability results of an advisor will not delay the meeting for more than one investigation within ten (110) working day from calendar days, following completion of the date of notification to the employeeinvestigation.
21.03 12.05 When an employee Employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him him, or her, the employee is entitled to have, at his or her request, Employee shall have a representative of the Association attend Bargaining Agent in attendance to represent the Employee at the meeting. Where practicable, The Employee and the employee Bargaining Agent shall receive a minimum of at least one (1) day’s notice of such a meeting. .
12.06 The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action action, any document or written statement concerning from the conduct file of an employee unless that employee has been provided with a copy Employee, the content of that document which the Employee was not aware of at the time of filing, or statement within a reasonable period before that hearingthereafter. The Employee or the Alliance Representative will acknowledge receipt of any such document upon Management’s request.
21.08 12.07 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA Personnel File of an Employee shall be handled in the following way: A Level 1 disciplinary action is a formal letter of reprimand, or a notice on file of an employee shall a verbal warning, but no suspension. The record of such action will be removed and destroyed from the Personnel File after two twelve (212) years have elapsed since the disciplinary action was taken, provided that months if no further disciplinary action has been recorded during this occurs in that period. A Level 2 disciplinary action is a suspension without pay for a period of up to five (5) calendar days. The Employer shall inform record of such action will be removed from the employee Personnel File after twenty-four (24) months, if no further disciplinary action occurs in writing that period. A Level 3 disciplinary action is a suspension without pay for a period in excess of five (5) calendar days. The record of such action will be removed from the Personnel file after thirty- six (36) months if no further disciplinary action occurs in that period. A Level 4 disciplinary action is dismissal. The Union will be notified when the notice of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing action is removed from the ethical standards of the professional body to which the employee belongsEmployee’s Personnel File.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 17.01 Prior to any discipline being imposedan employee receiving notification, when an employee is suspended from duty or discharged, the Employer shall notify the local President of the Alliance, or his or her designate, that such suspension, or discharge, will occur except in the case of physical violence, immediate safety hazard or theft. The Employer agrees to meet with the Union and discuss the matter as soon as possible after the fact. The employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion deemed suspended with pay until the meeting between the employee Employer and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employeeUnion takes place.
21.03 17.02 When an employee is required to attend a meetingsuspended from duty, or discharged, the purpose of which is Employer undertakes to render a disciplinary decision concerning him or her, notify the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company reason within a reasonable period of time. An employee who does not receive the written reason for suspension, or discharge, at the time of that action having been takenhis or her suspension, or discharge, shall be deemed suspended with pay until the written notice is received.
21.05 When an 17.03 The Employer will initiate any disciplinary investigation no later than seven (7) business days after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee is required to attend a meetinginvolved, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative that such investigation has commenced. The employee shall also be advised of the Association attend nature of the meetingincident. The local president, or designate, may contact the Employer representative for further information regarding the incident. The Employer shall endeavour to handle the investigation in a timely manner. The Employer shall advise the Union and the employee of the result in writing. An employee may be disciplined for just cause. Discipline, when imposed, shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employee's file. Where practicable, the employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within seven (7) business days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to conclusion of the discipline imposed investigation, then no such report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of that document or statement within a reasonable period before that hearingany disciplinary report placed on the employee's file.
21.08 17.04 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee employee, shall be removed and destroyed after two twelve (212) years months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 17.05 The NAV CANADA Code employee shall be advised of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards right to have a Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct of the professional body to which employee. In the event the employee belongselects to have Union representation, he or she will be allowed to meet with a Union representative prior to the disciplinary meeting.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashionimmediately terminated. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a disciplinary decision decision, concerning him or herthat employee, the employee is entitled to have, at his or her their request, a representative of the Association Union attend the meeting. Where practicable, the employee shall receive a minimum of one two (12) day’s 's notice of such a meeting, and the written reasons for such a meeting. No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty or discharged, the Employer undertakes to notify the employee, in writing of the reason for such suspension or discharge. The Employer will agree where possible to an additional day give such notification at the time of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against suspension or discharge. If the employee by does not receive the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote written reason for such suspension or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicabledischarge, the employee shall receive be deemed to be suspended with pay until the written notice is received. Discipline, when imposed, shall be imposed in a minimum timely manner. An employee shall be made aware of one (1) day’s notice all disciplinary reports that have been placed on the employee's file. Where the employee has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to conclusion of the discipline imposed investigation, then no such report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document any disciplinary report or written statement to disciplinary action, which may have been reprimand placed on the NAV CANADA file of employee's file. If an employee shall be removed and destroyed after two (2) years have elapsed since files a grievance against a written reprimand, suspension, or discharge in accordance with Article the Employer will postpone that disciplinary action was takenuntil the grievance is resolved except when the President CEO has determined that there has been a theft, provided that no further breach of trust or serious misconduct lo In order of severity, the types of disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.be: Counselling; Oral reprimand; Written reprimand;
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an employee, that the nature of such a meeting must change to an investigation which could result in the formal disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashionimmediately terminated. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a formal disciplinary decision decision, concerning him or herthat employee, the employee is entitled to have, at his or her their request, a representative of the Association Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one thirty-six (136) day’s hours written notice (including reasons) of such a meeting. The Employer No employee will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee be disciplined without just and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 sufficient cause. When an employee is required to attend a meetingsuspended duty or discharged, the purpose of which is Airport Authority undertakes to demote or terminate him/her for non-disciplinary reasonsnotify the employee, he/she is entitled to have, at his/her request, a representative in writing of the Association attend reason for such suspension or discharge. The Authority will give such notification at the meetingtime of the suspension or discharge. Where practicableIf the Authority does not give the written reason for such suspension or discharge, the employee shall receive be deemed to be suspended with pay until the written notice is received. Discipline when imposed, shall be imposed in a minimum timely manner. employee shall be made aware of one (1) dayall disciplinary decisions that have been placed on the employee’s notice file. Where an employee has not been made aware of such a meeting. The Employer will agree where possible to an additional day decision in advance of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed a hearing, then no such decision, and/or supporting document or report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning action. If requested by the conduct of an employee unless that employee has been provided with employee, a copy of that such decision, and/or supporting document or statement within report will be made available to him. If an employee files a reasonable period before grievance against a written reprimand, suspension or discharge in accordance with Article the Airport Authority will postpone that hearing.
21.08 disciplinary action until such grievance is resolved except where the President CEO has determined there has been a theft, breach of trust or serious misconduct. The Airport Authority recognizes the principle of progressive discipline. In order of severity, the types of disciplinary action normally to be considered in a progressive manner shall be: Oral reprimand Written reprimand Suspension Dismissal In cases of written reprimand, suspension or dismissal the Authority shall provide the Local President with a written record of any disciplinary action taken against the employee including the for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President. Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after two eighteen (2) years have 1 8) months has elapsed since the disciplinary action was taken, taken provided that no further disciplinary action regarding the same or a similar matter referred to in this document or written statement has been recorded during this period. The Employer Grievances relating to suspension or discharge shall inform the employee in writing be filed at Step of the destruction of any document or written statement related grievance procedure. If the grievance is not satisfactorily settled at Step then the grievance may be referred to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an Expedited Arbitration in accordance with Article No employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected or treated in such a matter as a result to violate Article for “Whistle blowing”, reporting any abuse of reporting the violationoffice, financial or otherwise.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, 40.01 The Employer shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as warn of suspension with or without pay and/or discharge an advisor. At Employee for just and sufficient cause.
40.02 When Employees are to be suspended or discharged from duty, the meeting Employer shall notify the Employee in writing of the reasons for such suspension or discharge within twenty-four (24) hours of the suspension in sufficient detail that the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employeedefend himself/herself against it.
21.03 40.03 When an employee is Employees are required to attend a meeting, the purpose of which is to render meeting where a disciplinary decision concerning him them is to be taken by the Employer, or hera representative of the Employer, the employee is employees are entitled to have, at his or her their request, a representative of the Association Union attend the meetingmeeting and shall be advised of the meeting and their rights under this article 24 hours prior to the meeting taking place.
40.04 In the event of a suspension without pay of a duration of thirty (30) days or longer, or termination, the following procedure shall be followed:
(a) The Labour Management Committee shall meet to review the disciplinary action and shall attempt to resolve the matter within four (4) days of the disciplinary action.
(b) Failing a suitable resolution through the Labour Management Committee, in addition to the normal grievance and arbitration procedure in Article 34, the employee will, at his or her option, be entitled to a ―provisional arbitration‖ to be held within one week of the meeting of the Labour Management Committee, or at a later date mutually agreed upon.
40.05 The ―provisional arbitrator‖ will be chosen from a list, agreed upon by the parties. Where practicableIt is mutually agreed that the parties will attempt to agree upon names of persons residing in the Northwest Territories to act as Arbitrators and, upon agreement being reached in this regard the list of Arbitrators will be amended during the life of this Agreement.
40.06 The ―provisional arbitration‖ will be heard in the Town of Hay River unless in the interest of expediency a different location is mutually agreed upon.
40.07 An immediate verbal decision will be given by the ―provisional arbitrator‖ following the presentation of the case. This decision will be without prejudice to the ultimate arbitration under Article 34.
40.08 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 Employer‘s decision on an interim basis.
40.09 Should the ―provisional arbitrator‖ decide to reinstate an employee, and the arbitrator in the ultimate arbitration hearing provided for in Article 32 decide against the employee, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall not be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is ordered nor required to attend a meeting, the purpose pay back any amount of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailablemoney.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and 12.01 No Employee will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in naturedisciplined without just and sufficient cause.
21.02 Prior to any discipline being imposed12.02 When an Employee is suspended from duty with pay, pending investigation, the employee will be given notice in writing Employer undertakes to attend a meetingnotify the Employee, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. Bargaining Agent, in writing, of the reason for the suspension within ten (10) calendar days.
12.03 The notice will contain Employer shall notify the subject matter to be discussed at Local Representative of the meeting Alliance immediately that such a suspension has occurred, and the employee purpose of the investigation.
12.04 The Employer shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has notify, in writing, the right to have a labour relations representative attend as an advisor. At the meeting the employee Bargaining Agent, and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreedEmployee, the unavailability results of an advisor will not delay the meeting for more than one investigation within ten (110) working day from calendar days, following completion of the date of notification to the employeeinvestigation.
21.03 12.05 When an employee Employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him him, or her, the employee is entitled to have, at his or her request, Employee shall have a representative of the Association attend Bargaining Agent in attendance to represent the Employee at the meeting. Where practicable, The Employee and the employee Bargaining Agent shall receive a minimum of at least one (1) day’s notice of such a meeting. .
12.06 The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action action, any document or written statement concerning from the conduct file of an employee unless that employee has been provided with a copy Employee, the content of that document which the Employee was not aware of at the time of filing, or statement within a reasonable period before that hearingthereafter. The Employee or the Alliance Representative will acknowledge receipt of any such document upon Management’s request.
21.08 12.07 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA Personnel File of an Employee shall be handled in the following way:
A Level 1 disciplinary action is a formal letter of reprimand, or a notice on file of an employee shall a verbal warning, but no suspension. The record of such action will be removed and destroyed from the Personnel File after two twelve (212) years have elapsed since the disciplinary action was taken, provided that months if no further disciplinary action has been recorded during this occurs in that period. A Level 2 disciplinary action is a suspension without pay for a period of up to five (5) calendar days. The Employer shall inform the employee in writing record of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct such action will not be interpreted as restricting an employee from exercising his or her obligations flowing removed from the ethical standards Personnel File after twenty-four (24) months, if no further disciplinary action occurs in that period. A Level 3 disciplinary action is a suspension without pay for a period in excess of five (5) calendar days. The record of such action will be removed from the professional body to which the employee belongsPersonnel file after forty- eight (48) months if no further disciplinary action occurs in that period.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 . Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 . When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 . The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 . When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 . When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV . CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 . Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 , The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV . CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 . Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an employee, that the nature of such meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be imposed where just cause exists immediately terminated and the following procedures will be levied in a timely fashionimplemented. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association Union attend the meeting. Where practicableNo employee will be disciplined without just and sufficient cause. When an employee is suspended from duty, the Employer will notify the employee in writing of the reason for such suspension, The Employer will give such notification at the time of suspension or discharge. If the employee does not receive the written reason for such suspension or discharge, the employee shall receive be deemed to be Suspended with pay until the written notice is received. Discipline, when imposed, shall be imposed in a minimum timely manner. An employee shall be made aware of one (1) dayall disciplinary reports that have been placed on the employee’s notice file. Where the employee has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.04 The employee and conclusion of the Association representative investigation, then no such report shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action action. An employee shall receive a copy’ of any document disciplinary report or written statement concerning reprimand placed on the conduct of employee’s file. If an employee unless files a grievance against a written reprimand, suspension, or discharge in accordance with the grievance procedure (Article the Employer will postpone that employee disciplinary action until the grievance is resolved except when the Employer has determined that there has been provided a theft, breach of trust or serious misconduct. The Employer agrees that discipline should be corrective in nature and depending upon the nature of the infraction should normally impose a verbal or written warning before imposing a suspension or resorting to discharge. In cases of written reprimand, suspension or dismissal, the Employer shall provide the Local President with a written record of any disciplinary action taken against the employee including the for the disciplinary action. At the employee’s request a copy of that document or statement within a reasonable period before that hearing.
21.08 the related written report shall be forwarded under confidential cover to the Local President. Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after one year provided that no other disciplinary action has occurred. If the other disciplinary action has been noted in the employee’s file the record shall be maintained for two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this periodyears. The Employer Grievances relating to Suspension or discipline shall inform the employee in writing be filed at step of the destruction of grievance procedure. If the grievance is not satisfactorily settled at step then the grievance may be referred to Expedited Arbitration in accordance with Article Whistle blowing protection No employee will be disciplined for reporting any document abuse by the Employer or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards any representative of the professional body to which the employee belongsEmployer.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may 12.01 Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in natureimmediately terminated.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 12.02 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a disciplinary decision decision, concerning him or herthat employee, the employee is entitled to have, at his or her their request, a representative of the Association Union attend the meeting. Where practicable, the employee shall receive a minimum of one two (12) day’s 's notice of such a meeting, and the written reasons for such a meeting.
12.03 No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty or discharged, the Employer undertakes to notify the employee, in writing of the reason for such suspension or discharge. The Employer will agree where possible to an additional day give such notification at the time of extension where the Association representative is unavailablesuspension or discharge.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against · If the employee by does not receive the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote written reason for such suspension or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicabledischarge, the employee shall receive be deemed to be suspended with pay until the written notice is received.
12.04 Discipline, when imposed, shall be imposed in a minimum timely manner. An employee shall be made aware of one (1) day’s notice all disciplinary reports that have been placed on the employee's file. Where the employee has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to conclusion of the discipline imposed investigation, then no such report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of that document any disciplinary report or statement within a reasonable period before that hearingwritten reprimand placed on the employee's file.
21.08 12.05 If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with Article 11, the Employer will postpone that disciplinary action until the grievance is resolved except when the President & CEO has determined that there has been a theft, breach of trust or serious misconduct. 10 WINNIPEG �r•.t1u11111 "11'tl1:illlh1'
12.06 In order of severity, the types of disciplinary action shall be: Counselling; Oral reprimand; Written reprimand; Suspension; Dismissal.
12.07 In cases of written reprimand, suspension or dismissal the Employer shall provide the Local President with a. written record of any disciplinary action taken against the employee including the reason(s) for the disciplinary action. At the employee's request a copy of the related written report shall be forwarded under confidential cover to the Local President.
12.08 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after two eighteen (218) years have months has elapsed since the disciplinary action was taken, taken provided that no further disciplinary action regarding the matter referred to in this document or written statement has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline 16.01 An employee may be imposed where disciplined for just cause exists and will be levied in a timely fashioncause. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meetingsuspended from duty, or discharged, the purpose of which is Employer will undertake to render a disciplinary decision concerning him or her, notify the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company reason within a reasonable period of time. A copy of the written notification will be provided to the Union Local. If the employee is not at work, written notification in the form of a registered letter will be sent to the employee's last known address and will be effective three (3) calendar days from the date of mailing. An employee who does not receive a written reason for suspension, or discharge, at the time of that action having been takenhis or her suspension, or discharge, shall be deemed suspended with pay until the written notice is provided.
21.05 When an 16.02 Prior to the employee is required to attend a meetingreceiving notification, the purpose of which is to demote Employer will notify (by email or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative other means) the local President of the Association attend Alliance, or his or her designate, that such suspension, or discharge, will occur.
16.03 An employee shall be made aware of all formal disciplinary documents and reports that have been placed in the meetingemployee's personnel file. Where practicable, the employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day memos, documents and reports within fourteen (14) days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all conclusion of the investigation, then no such memos, documents referring to the discipline imposed and reports shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of any disciplinary memos, documents and reports placed in the employee's file. The Employer will initiate any disciplinary investigation as soon as practical but no later than ten (10) days after the incident comes to the Employer's attention. The Employer will attempt to advise both the local President, or designate, and the employee involved, that document such investigation has commenced. The employee shall also be advised of the nature of the incident. The local President, or statement within designate, may contact the Employer representative for further information regarding the incident. The Employer shall endeavour to handle the investigation in a reasonable period before that hearingtimely manner. The Employer shall advise the Union and the employee of the result in writing.
21.08 16.04 In considering appropriate disciplinary action, the Employer shall not consider past written warnings where the employee has gone twelve (12) clear months without further discipline and shall not consider past suspensions where the employee has gone twenty four (24) clear months without further suspensions. Any document or written statement relating to disciplinary action, which may have been placed on action will be removed from the NAV CANADA employee's file of an when it will no longer be considered.
16.05 The employee shall be removed and 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. The Employer shall inform the employee in writing advised of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards right to have a Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct of the professional body employee. The employee will be allowed to which meet with the employee belongsUnion representative prior to the disciplinary meeting.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her their right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or herthem, the employee is entitled to have, at his or her their request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s days’ notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her them for non-disciplinary reasons, he/she is they are entitled to have, at his/her their request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s days’ notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her their obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline 25.01 The Employer agrees that discipline should be progressive and corrective in nature and, depending upon the nature of the infraction, should normally commence with a verbal warning or counseling.
25.02 The parties agree that the only forms of discipline that may be imposed where just cause exists upon an employee are: verbal warning or counseling, a recorded reprimand, a written warning, a formal warning, unpaid and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in naturepaid suspension and discharge.
21.02 Prior 25.03 Where it appears during any meeting with an employee, that the nature of such a meeting must change to any discipline being imposedan investigation which could result in the disciplining of that employee, that employee must be informed of their rights to union representation and the implication of refusing.
(i) When an employee will be given notice in writing is required to attend a meeting, during the purpose of which there shall be is to conduct an opportunity for full discussion between investigation and the probable outcome of which will result in disciplinary action, the employee and is entitled to have, at his/her request, a representative of the employee’s ManagerUnion attend the meeting. The notice will contain the subject matter to be discussed at the meeting and Where practical, the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than receive one (1) working day from days notice of such a meeting. The employee will be advised the date of notification to the employeereasons for such a meeting.
21.03 (ii) When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or him/her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association Union attend the meeting. Where practicablepractical, the employee shall receive a minimum of one (1) day’s days notice of such a meeting. The Employer employee will agree where possible to an additional day of extension where be advised the Association representative is unavailablereasons for such a meeting.
21.06 25.05 No employee will be disciplined without just and reasonable cause. When any discipline an employee is found suspended from duty, the Employer undertakes to be unjustified all documents referring to notify the discipline imposed employee in writing, within one week, of the reason for such suspension.
25.06 Discipline, when imposed, shall be removed as soon as reasonably possible from imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an file. An employee unless that employee has been provided with shall receive a copy of that document any disciplinary report or statement within a reasonable period before that hearingwritten reprimand placed on the employee’s file.
21.08 25.07 In cases of Formal Warning, paid and unpaid suspension or dismissal, the Employer shall notify the Local President. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President.
25.08 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall employee, cannot be removed and destroyed used for further disciplinary action after a period of two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer years.
25.09 Grievances relating to Suspension or discipline shall inform the employee in writing be filed at Step 2 of the destruction of any document or written statement related to disciplinary actiongrievance procedure in accordance with Article 29.
21.09 The NAV CANADA Code of Business Conduct will not 25.10 Employees shall be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongsconsidered at work and paid at their straight- time rate for actual hours in attendance at disciplinary meetings called by management.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may Where it appears during any meeting with an Employee, that the nature of such a meeting must change to an investigation, which could result in the disciplining of that Employee, that meeting must be imposed where just cause exists and will be levied in a timely fashionimmediately terminated. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee Employee is required to attend a meeting, the purpose of which is to conduct an investigation or to render a disciplinary decision concerning him or her, the employee Employee is entitled to have, at his or her request, a representative of the Association Union attend the meeting. Where practicable, the employee Employee shall receive a minimum of one twenty-four (124) day’s hours notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee meeting and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her written reasons for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The No Employee will be disciplined without just and reasonable cause. When an Employee is suspended from duty, the Employer will agree where possible undertakes to an additional day notify the Employee in writing of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed reason for such suspension within hours. Discipline, when imposed, shall be removed as soon as reasonably possible from imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employeeEmployee’s record and destroyed.
21.07 NAV CANADA agrees performance file. The Corps shall not to introduce as evidence in a hearing relating related to disciplinary action discipline or discharge any document or written statement concerning from the conduct file of an employee unless that employee has been provided with a copy Employee the contents of that document or statement which the Employee was not aware of at the time of filing, within a reasonable period before thereafter. The Employer agrees that hearing.
21.08 Any document discipline should be corrective in nature and depending upon the nature of the infraction should normally impose a verbal or written statement warning before imposing a suspension or resorting to termination. In cases of written reprimand, suspension or dismissal, the Employer shall provide the Local President with a written record of any disciplinary action, which may have been placed on action taken against the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since Employee including the for the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing within seventy-two (72) hours of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline An employee may be imposed where disciplined for just cause exists and will be levied in a timely fashioncause. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meetingsuspended from duty, or discharged, the purpose of which is Employer undertakes to render a disciplinary decision concerning him or her, notify the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company reason within a reasonable period of time. An employee who does not receive the written reason for suspension, or discharge, at the time of that action having been taken.
21.05 When an his or her suspension, or discharge, shall be deemed suspended with pay until the written notice is received. Prior to the employee is required to attend a meetingreceiving notification, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative Employer shall notify the local President of the Association attend Alliance, or his or her designate, that such suspension, or discharge, will occur except in the meetingcase of physical violence, immediate safety hazard or theft. The Employer agrees to meet with the Union and discuss the matter as soon as possible after the fact. The employee will be deemed suspended with pay until the meeting between the Employer and the Union takes place. Discipline, when imposed, shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employee's file. Where practicable, the employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within seven (7) business days of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to conclusion of the discipline imposed investigation, then no such report shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of any disciplinary report placed on the employee's file. The Employer will initiate any disciplinary investigation no later than seven (7) business days after the incident comes to the Employer's attention and shall advise both the local Fuel Services Inc. Expiry March President, or designate, and the employee involved, that document such investigation has commenced. The employee shall also be advised of the nature of the incident. The local President, or statement within designate, may contact the Employer representative for further information regarding the incident. The Employer shall endeavour to handle the investigation in a reasonable period before that hearing.
21.08 timely manner. The Employer shall advise the Union and the employee of the result in writing. Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee employee, shall be removed and destroyed after two twelve (212) years months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer employee shall inform the employee in writing be advised of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from right to have a Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct of the ethical employee. In the event the employee elects to have Union representation, he or she will be allowed to meet with a Union representative prior to the disciplinary meeting. The purpose of an employee performance review is to discuss with the employee performance in relation to the duties required in position. The review is intended to be developmental in nature and will include discussion of strengths and opportunity areas for improved performance. Should the employee not meet reasonable standards of the professional body performance expected of their performance will be discussed and recommendations made to which improve performance, with periodic reviews between the employee belongs.
21.10 NAV CANADA agrees and the immediate Manager taking place on a follow-up basis. When a formal assessment of an employee's performance is made, the employee shall be given an opportunity to make available sign the assessment form in question upon its completion to each employee covered by this agreement indicate that its contents have been read. A copy of the NAV CANADA Code of Business Conduct completed assessment form will be provided to the employees at that time. An employee's signature on assessment form will be considered as an indication only that its contents have been read and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting indicate the violationemployee's concurrence with the statements contained on the form.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline
D9.01 When an employee is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposedsuspended from duty, the employee will be given notice in writing to attend a meeting, during which there Corporation shall be an opportunity for full discussion between notify the employee and the employee’s Manager. The notice will contain Bargaining Agent in writing of the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting reason for more than one (1) working day from the date of notification to the employeesuch suspension.
21.03 D9.02 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or him/her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association Bargaining Agent or, if preferred by the employee, a Xxxxxxx or a member of the CCC Group Executive attend the meeting. Where practicableThe employee shall receive the minimum of two (2) day’s written notice of such meeting with reasons for the meeting. If the Xxxxxxx or a member of the CCC Group Executive of the employee’s choice is not available, the meeting shall be rescheduled. The unavailability of a Xxxxxxx or a member of the CCC Group Executive shall not unduly delay the meeting. ** On mutual consent, the Corporation and employee may schedule a meeting within the notice period. In such circumstance, the employee remains entitled to a Bargaining Agent Representative. **
D9.03 Discharge and discipline shall receive a minimum of one (1) day’s notice of such a meetingbe for just cause. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to Cause shall be unjustified all documents referring limited to the discipline imposed grounds stated in the discharge or disciplinary notice to the employee
(a) Employees shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document any report, notice, letter or statement other documentation regarding disciplinary action placed upon an employee’s personal file within a reasonable period before that hearingof time of the date of such document.
21.08 (b) Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and 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. The Employer .
D9.05 Grievances relating to suspension or discharge shall inform be filed at the employee in writing Final Level of the destruction of any document or written statement related grievance procedure. If the grievance is not satisfactorily settled at the Final Level then the grievance may be referred to disciplinary actionarbitration in accordance with article D-6.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied .01 Where it appears during any meeting with an Employee, that the nature of such a meeting must change to an investigation which would likely result in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposedthe disciplining of that Employee, the employee will be given notice in writing to attend a meeting, during which there Employer shall be an opportunity for full discussion between advise the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised Employee of his/her right to have an Association a representative of the Union attend as an advisorthat meeting. The management If the Employee requests the presence of a Union representative, and no Union representative also has the right to have a labour relations representative attend as an advisor. At is available in person or by telephone, the meeting must be immediately terminated.
.02 Where disciplinary or discharge action is considered, the employee Flight Attendant involved may, where necessary, be held out of service pending investigation to provide the Company sufficient time to investigate and consider all factors. This investigation will take place as soon as possible and shall not take more than fourteen (14) Calendar Days. Additional time may be granted through mutual agreement between the Company and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification Union prior to the employeeexpiry of the fourteen (14) Calendar Days.
21.03 .03 During any investigations or hearings the Flight Attendant involved may request the presence of a Union representative(s).
.04 When an employee Employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a disciplinary decision decision, concerning him or herthat Employee, the employee is entitled Employer shall advise an Employee of his/her right to have, at his or her request, have a representative of the Association Union attend the meeting. Where practicable, and in a non-urgent situation, the employee shall receive a minimum of Employer will make its best efforts to give at least one (1) day’s days’ notice of such a meeting.
.05 No Employee will be disciplined without just cause. When an Employee is suspended from duty or discharged, the Employer undertakes to notify the Employee in writing, with a copy (in a sealed envelope) to the Local President of the reason for such suspension or discharge. The Employer will agree where possible to an additional day give such notification at the time of extension where the Association representative is unavailablesuspension or discharge.
21.04 The employee and the Association representative .06 Grievances relating to suspension or discharge shall be notified filed at Step 2 of the grievance procedure. If the grievance is not satisfactorily settled at Step 2 then the grievance may be referred to Expedited Arbitration in writing accordance with Article 32.
.07 In order of any severity, the types of disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence considered in a hearing relating to disciplinary action any document or progressive manner shall be: ■ verbal reprimand ■ written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 reprimand ■ suspension ■ discharge .08 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee Employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.eighteen
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may 12.1 Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation, which could result in the formal disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in natureimmediately terminated.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 12.2 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a formal disciplinary decision decision, concerning him or herthat employee, the employee shall, where practicable, receive a minimum of twenty-four (24) hours written notice, including reasons, for such a meeting. The employee is entitled to have, at his or her their request, a representative of PSAC attend this meeting.
12.3 The employee(s) shall be advised of their right to have a union representative present at any formal disciplinary meeting or at any meeting held with employee(s) to investigate alleged misconduct of the Association attend employee(s).
12.4 No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty or discharged, the meetingFIAA undertakes to notify the employee, in writing of the reason for such suspension or discharge. Where practicableThe FIAA will give such notification at the time of the suspension or discharge. If the FIAA does not give the written reason for such suspension or discharge, the employee shall receive a minimum of one (1) day’s be deemed to be suspended with pay until the written notice of such a meeting. The Employer will agree where possible is delivered to an additional day of extension where the Association representative employee or, when the employee is unavailable, delivered to the Local President.
21.04 12.5 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA FIAA agrees not to introduce as into evidence in a hearing relating to disciplinary action any document or written statement concerning from the conduct file of an employee unless that employee has been provided with employee, a copy of that document which the employee was not provided with at or statement before the time of placement in the employee’s personnel file or within a reasonable period before that hearingtime thereafter.
21.08 12.6 If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with Article 11, the FIAA may, in its discretion (exercised in accordance with Article 3) postpone the imposition of the disciplinary action until the grievance is resolved.
12.7 The FIAA recognizes the principles of progressive discipline. In order of severity, the types of disciplinary action normally to be considered in a progressive manner shall be: Oral reprimand Written reprimand Suspension, Discharge.
12.8 In cases of written reprimand, suspension or discharge the FIAA shall provide the Local President with a written record of any disciplinary action taken against the employee including the reason(s) for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President.
12.9 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after two eighteen (218) years have months has elapsed since the disciplinary action was taken, taken provided that no further disciplinary action regarding the same or a similar matter referred to in this document or written statement has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the 13.1 An employee shall be advised of his/his or her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of PSAC present at any formal disciplinary meeting or at any meeting held to investigate alleged misconduct of the Association attend the meetingemployee. Where practicable, the The employee shall will receive a minimum of one twenty-four hours notice in writing (1including reason(s)) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and 13.2 Prior to the Association representative shall be notified in writing commencement of any formal disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a investigation or meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a employee under formal investigation and the PSAC representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or all written and/or oral evidence which has been recorded and which has a bearing on the employee's involvement. A copy of the employee's own statement within a reasonable period before that hearingshall be provided.
21.08 13.3 The employee(s) shall be advised of their right to have a union representative present at any meeting to render a formal disciplinary decision.
13.4 An employee may be disciplined for just cause. When an employee is suspended from duty, or discharged, the Employer undertakes to notify the employee in writing with a copy to the local PSAC President. An employee who does not receive the written reason for suspension, or discharge, at the time of his or her suspension, or discharge, shall be deemed suspended with pay until the written notice is delivered to the employee or, when the employee is unavailable, delivered to the Local President.
13.5 The investigation file will be placed on the employee's personnel file when a copy has been provided to the employee. It is understood that records in respect to harassment investigation will be maintained in a confidential file. All document(s) or written statement(s) contained in such files may be introduced into evidence provided the document(s) or written statement(s) have been provided to the employee or the PSAC representative in accordance with this article.
13.6 If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article 11, Marine Atlantic Inc. may, in its discretion postpone the imposition of the disciplinary action until the grievance is resolved.
13.7 The following steps outline a system of progressive discipline, or can be individual discipline actions on their own up to and including discharge as may be appropriate to the circumstances of the infraction - verbal warning - written warning - suspension - discharge
13.8 In cases of written warning, suspension or discharge, Marine Atlantic Inc. shall provide the Local President with a copy of the disciplinary letter. At the request of the employee, the Local President shall be provided with all evidence relating to this disciplinary action.
13.9 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed from the personnel file after two twelve (212) years have elapsed months has lapsed since the disciplinary action was taken, provided that no further disciplinary action has been was recorded during this period. The Employer .
13.10 Grievances relating to suspension or discharge shall inform the employee in writing be filed at Step 2 of the destruction of any document or written statement related to disciplinary actiongrievance procedure.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where A claim by an employee who has completed the probationary period that he/she has been suspended, demoted or discharged without just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will treated as a grievance and shall be given notice presented in writing to attend a meetingthe Director of Education or designate at Step 2 of the grievance procedure, during which there shall within ten working days of the incident that caused the suspension, demotion or discharge. Such special grievance may be an opportunity for full discussion between settled by: confirming the Employer’s action in suspending, demoting or discharging the employee; or reinstating the employee with full compensation for all lost wages and seniority; or any other arrangement including benefits which is just and equitable in the employee’s Manageropinion of the conferring parties. The notice will contain the subject matter to be discussed at the meeting and the record of disciplinary action against an employee shall be advised of as filed in his/her right file in the Human Resources Department, shall not be used against him/her in any subsequent proceeding providing there has been no recurrence of disciplinary action with respect to that employee for eighteen months. A Supervisor shall give an employee twenty-four hours advance notice of an interview concerning disciplinary action that may lead to suspension, demotion or discharge unless he/she is of danger to himself/herself or others in order that the employee may contact the Xxxxxxx to be present at the interview. Except in circumstances requiring the imposition of immediate discipline, an employee shall have an Association representative attend as an advisor. The management representative also has the right to consult with a xxxxxxx and/or National representative and to have him/her present in any discussion with supervisory personnel relating to a labour relations representative attend as an advisorproposed disciplinary action provided that no unreasonable delay is occasioned thereby. At the meeting the An employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee whose job performance is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.04 The employee and the Association representative considered unsatisfactory shall be notified in writing of any disciplinary action except an oral warning, taken against the particulars of the complaint. Such employee by the Company within shall be provided a reasonable period of time of that action having been taken.
21.05 When an employee is required time, not less than thirty working days, to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at improve his/her requestperformance to a satisfactory standard. The employee’s supervisor shall indicate such assistance as may be required to help the employee return to a satisfactory level of performance. In the event the employer interviews an employee with the view of investigating an incident, a representative of the Association attend the meeting. Where practicablewhich could result in discipline or discharge, the employee shall receive have the option of having a minimum shop xxxxxxx and/or executive member of one (1) day’s the union present. An employee on twenty-four hours notice shall have the right to access the contents of such his/her personnel file and to make copies of any documents contained therein. An employee may request that any documentation other than a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found disciplinary record considered to be unjustified all documents referring to the discipline imposed shall negative in nature be removed as soon as reasonably possible from the employee’s record and destroyedhis/her file.
21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline may 12.01 Where it appears during any meeting with an employee, that the nature of such a meeting must change to an investigation, which could result in the formal disciplining of that employee, that meeting must be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in natureimmediately terminated.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 12.02 When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a formal disciplinary decision decision, concerning him or herthat employee, the employee shall, where practicable, receive a minimum of twenty-four (24) hours written notice, including reasons, for such a meeting. The employee is entitled to have, at his or her their request, a representative of PSAC attend this meeting.
12.03 The employee(s) shall be advised of their right to have a union representative present at any formal disciplinary meeting or at any meeting held with employee(s) to investigate alleged misconduct of the Association attend employee(s).
12.04 No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty or discharged, the meetingFIAA undertakes to notify the employee, in writing of the reason for such suspension or discharge. Where practicableThe FIAA will give such notification at the time of the suspension or discharge. If the FIAA does not give the written reason for such suspension or discharge, the employee shall receive a minimum of one (1) day’s be deemed to be suspended with pay until the written notice of such a meeting. The Employer will agree where possible is delivered to an additional day of extension where the Association representative employee or, when the employee is unavailable, delivered to the Local President.
21.04 12.05 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA FIAA agrees not to introduce as into evidence in a hearing relating to disciplinary action any document or written statement concerning from the conduct file of an employee unless that employee has been provided with employee, a copy of that document which the employee was not provided with at or statement before the time of placement in the employee’s personnel file or within a reasonable period before that hearingtime thereafter.
21.08 12.06 If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with Article 11, the FIAA may, in its discretion (exercised in accordance with Article 3) postpone the imposition of the disciplinary action until the grievance is resolved.
12.07 The FIAA recognizes the principles of progressive discipline. In order of severity, the types of disciplinary action normally to be considered in a progressive manner shall be: Oral reprimand Written reprimand Suspension, Discharge.
12.08 In cases of written reprimand, suspension or discharge the FIAA shall provide the Local President with a written record of any disciplinary action taken against the employee including the reason(s) for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President.
12.09 Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after two eighteen (218) years have months has elapsed since the disciplinary action was taken, taken provided that no further disciplinary action regarding the same or a similar matter referred to in this document or written statement has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
SUSPENSION AND DISCIPLINE. 21.01 Discipline An employee may be imposed where disciplined for just cause. Just cause exists and will be levied in a timely fashionshall include, but is not limited to unsatisfactory work performance. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee.
21.03 When an employee is required to attend a meetingsuspended from duty, or discharged, the purpose of which is Employer undertakes to render a disciplinary decision concerning him or her, notify the employee is entitled to havein writing by Registered Mail of the reason within a three-day period. An employee who does not receive the written reason for suspension, or discharge, at the time of his or her requestsuspension, a representative or discharge, shall be deemed suspended with pay until the written notice is received. The Employer shall notify the local President of the Association attend Alliance, or his or her designee, that such suspension, or discharge, has occurred, preferably at the meetingtime but in any case no later than forty-eight (48) hours after the suspension or discharge. An employee shall be made aware of all disciplinary reports that have been placed on the employee’s file. Where practicable, the employee shall receive a minimum of one (1) day’s notice has not been made aware of such a meeting. The Employer will agree where possible to an additional day report within fourteen (14) days of extension where the Association representative is unavailable.
21.04 The employee and conclusion of the Association representative investigation, then no such report shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken.
21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable.
21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed.
21.07 NAV CANADA agrees not to introduce introduced as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an action. An employee unless that employee has been provided with shall receive a copy of any disciplinary report placed on the employee’s file. The Employer will initiate any disciplinary investigation no later than fifteen (15) days the incident comes to the Employer’s attention and shall advise the local President, or his or her designee, that document or statement within a reasonable period before that hearing.
21.08 such investigation has commenced. Any document or written statement related to disciplinary action, which may have been placed on the NAV CANADA personnel file of an employee shall be removed and destroyed after two (2) years twenty-four months have elapsed since the disciplinary action was taken, provided providing that no further disciplinary action regarding the same or similar matter referred to in this document or written statement has been recorded during this period. The Employer employee shall inform the employee in writing be advised of the destruction of any document or written statement related to disciplinary action.
21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards right to have a Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct of the professional body to which employee. In the event the employee belongselects to have Union representation, he or she will be allowed to meet with a Union representative prior to the disciplinary meeting. The employee will receive a minimum of one day’s notice of a disciplinary meeting.
21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto.
21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.
Appears in 1 contract
Samples: Collective Agreement
