Common use of SUSPENSION AND DISCIPLINE Clause in Contracts

SUSPENSION AND DISCIPLINE. 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 of the reason within a reasonable period of time. 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 received. Prior to the employee receiving notification, the Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur. 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 the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee 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 after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee involved, that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The employee shall be advised of his or her 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 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.

SUSPENSION AND DISCIPLINE. An employee may be disciplined for just cause. Just cause shall include, but is not limited to unsatisfactory work performance. When an employee is suspended from duty, or discharged, the Employer undertakes to notify the employee in writing by Registered Mail of the reason within a reasonable period of timethree-day period. 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 received. Prior to the employee receiving notification, the The Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur. Disciplinehas occurred, when imposed, shall be imposed preferably at the time but in a timely mannerany 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 ’s file. Where the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report placed on the employee's ’s file. The Employer will initiate any disciplinary investigation no later than fifteen (15) days after the incident comes to the Employer's ’s attention and shall advise both the local President, or designate, and the employee involvedhis or her designee, that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, employee shall be destroyed after twenty-four (24) 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 employee shall be advised of his or her 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 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 employee will receive a minimum of one day’s notice of a disciplinary meeting.

SUSPENSION AND DISCIPLINE. 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 of the reason within a reasonable period of time. 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 received. Prior to the employee receiving notification, the The Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occurhas occurred, preferably at the time but in any case no later than forty-eight (48)hours after the suspension or discharge. 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 the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee 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 after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee involvedhis or her designee, that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, employee shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The employee shall be advised of his or her 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 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.

SUSPENSION AND DISCIPLINE. An Where it appears during any meeting with an employee may 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 immediately terminated. 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 that employee, the employee is entitled to have, at their request, a representative of the Union attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day's notice of such a meeting, and the written reasons for such a meeting. No employee will be disciplined for without just and sufficient cause. When an employee is suspended from duty, duty or discharged, the Employer undertakes to notify the employee employee, in writing of the reason within a reasonable period for such suspension or discharge. The Employer will give such notification at the time of timethe suspension or discharge. An If the employee who does not receive the written reason for suspension, such suspension or discharge, at the time of his or her suspension, or discharge, employee shall be deemed to be suspended with pay until the written notice is received. Prior to the employee receiving notification, the Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur. 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 the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report or written reprimand placed on the employee's file. The If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with Article the Employer will initiate any disciplinary investigation no later than fifteen (15) days after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee involved, postpone that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after twenty-four (24) months have elapsed since the 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 employee shall be advised of his or her 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 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.be: Counselling; Oral reprimand; Written reprimand;

SUSPENSION AND DISCIPLINE. An 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 immediately terminated. When an employee may is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a formal disciplinary decision, concerning that employee, the employee is entitled to have, at their request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of thirty-six (36) hours written notice (including reasons) of such a meeting. No employee will be disciplined for without just and sufficient cause. When an employee is suspended from duty, duty or discharged, the Employer Airport Authority undertakes to notify the employee employee, in writing of the reason within a reasonable period for such suspension or discharge. The Authority will give such notification at the time of timethe suspension or discharge. An employee who If the Authority does not receive give the written reason for suspension, such suspension or discharge, at the time of his or her suspension, or discharge, employee shall be deemed to be suspended with pay until the written notice is received. Prior to the employee receiving notification, the Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur. Discipline, Discipline when imposed, shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports decisions that have been placed on the employee's ’s file. Where the an employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days decision in advance of the conclusion of the investigationa hearing, then no such decision, and/or supporting document or report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive If requested by the employee, a copy of such decision, and/or supporting document or report will be made available to him. If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article 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. 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: Informal: Oral reprimand Formal: 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 report placed on action taken against the employee including the for the disciplinary action. At the employee's file. The Employer will initiate any disciplinary investigation no later than fifteen (15) days after ’s request a copy of the incident comes related written report shall be forwarded under confidential cover to the Employer's attention and shall advise both the local Local President, or designate, and the employee involved, that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, employee shall be destroyed after twenty-four eighteen (24) 1 8) months have 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 Grievances relating to suspension or discharge shall be filed at Step of the grievance procedure. If the grievance is not satisfactorily settled at Step then the grievance may be referred to Expedited Arbitration in accordance with Article No employee shall be advised disciplined or treated in such a matter as to violate Article for “Whistle blowing”, reporting any abuse of his office, financial or her 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 employeeotherwise. 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.ARTICLE

SUSPENSION AND DISCIPLINE. An employee Discipline may be disciplined 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. 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 just causefull 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 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 working day from the date of notification to the employee. When an employee is suspended from duty, or dischargedrequired to attend a meeting, the Employer undertakes purpose of which is to notify 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 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. The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the reason employee by the Company within a reasonable period of timetime of that action having been taken. An When an employee who does not receive is required to attend a meeting, the written reason purpose of which is to demote or terminate for suspensionnon-disciplinary reasons, or dischargeis entitled to have, at request, a representative of the time of his or her suspensionAssociation attend the meeting. Where practicable, or discharge, shall be deemed suspended with pay until the written notice is received. Prior to the employee receiving notification, the Employer shall notify the local President receive a minimum of the Alliance, or his or her designee, that such suspension, or discharge, will occur. 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 the employee has not been made GENERAL BARGAINING UNIT PAGE aware one (1) day’s notice of such a report within fourteen (14) days meeting. The Employer will agree where possible to an additional day of extension where the conclusion of Association representative is unavailable. When any discipline is found to be unjustified all documents referring to the investigation, then no such report discipline imposed shall be introduced removed as soon as reasonably possible from the employee’s record and destroyed. CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action. An action any document or written statement concerning the conduct of an employee shall receive unless that employee has been provided with 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 after the incident comes to the Employer's attention and shall advise both the local President, that document or designate, and the employee involved, statement within a reasonable period before that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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 writinghearing. Any document or written statement related to disciplinary action, which may have been placed on the personnel CANADA file of an employee, employee shall be removed and destroyed after twenty-four two (242) months 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 shall in writing of the destruction of any document or written statement related to disciplinary action, The CANADA Code of Business Conduct will not be advised of interpreted as restricting an employee from exercising his or her right to have a Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct 'obligations flowing from the ethical standards of the employee. In the event professional body to which the employee elects belongs. CANADA agrees to have Union representationmake available to each employee covered by this agreement the CANADA Code of Business Conduct and any subsequent amendments made thereto. Employees who, he in good faith, raise a concern or she will report any clear or suspected illegal, unethical or improper acts or activities shall not be allowed to meet with disciplined nor adversely affected as a Union representative prior to result of reporting the disciplinary meetingviolation.

SUSPENSION AND DISCIPLINE. An 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 immediately terminated. When an employee may is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a disciplinary decision, that employee, the employee is entitled to have, at their request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of two (2) days' notice of such a meeting, and the written reasons for such a meeting. No employee will be disciplined for without just and sufficient cause. When an employee is suspended from duty, duty or discharged, the Employer undertakes to notify the employee employee, in writing of the reason within a reasonable period for such suspension or discharge. The Employer will give such notification at the time of timethe suspension or discharge. An If the employee who does not receive the written reason for suspension, such suspension or discharge, at the time of his or her suspension, or discharge, employee shall be deemed to be suspended with pay until the written notice is received. Prior to the employee receiving notification, the Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur. 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 the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report or written reprimand placed on the employee's file. The If an employee files a grievance against a written reprimand, suspension,. or discharge in accordance with Article the Employer will initiate any disciplinary investigation no later than fifteen (15) days after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee involved, postpone that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after twenty-four (24) months have elapsed since the 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. In order of severity, the of disciplinary action has been recorded during this period. The employee shall be advised of his or her 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 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.be: Counselling; Oral reprimand; Written reprimand; Suspension;

SUSPENSION AND DISCIPLINE. An 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 immediately terminated and the following procedures will be implemented. When an employee may is required to attend a meeting, the purpose of which is to conduct an investigation or to render a disciplinary decision concerning the employee is entitled to have, at request, a representative of the Union attend the meeting. No employee will be disciplined for without just and sufficient cause. When an employee is suspended from duty, or discharged, the Employer undertakes to will notify the employee in writing of the reason within a reasonable period for such suspension, The Employer will give such notification at the time of timesuspension or discharge. An If the employee who does not receive the written reason for suspension, such suspension or discharge, at the time of his or her suspension, or discharge, employee shall be deemed suspended to be Suspended with pay until the written notice is received. Prior to the employee receiving notification, the Employer shall notify the local President of the Alliance, or his or her designee, that such suspension, or discharge, will occur. 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 ’s file. Where the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy copy’ of any disciplinary report or written reprimand placed on the employee's ’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 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. The Employer will initiate any disciplinary investigation no later than fifteen (15) days after the incident comes to the Employer's attention agrees that discipline should be corrective in nature and shall advise both the local President, or designate, and the employee involved, that such investigation has commenced. The employee shall also be advised of depending upon the nature of the incidentinfraction should normally impose a verbal or written warning before imposing a suspension or resorting to discharge. The local PresidentIn cases of written reprimand, suspension or designatedismissal, may contact the Employer representative for further information regarding shall provide the incident. The Employer shall endeavour to handle the investigation in Local President with a timely manner. The Employer shall advise the Union and 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 result in writingrelated 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 personnel file of an employee, employee shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, one year provided that no further other disciplinary action has occurred. If the other disciplinary action has been recorded during this period. The employee noted in the employee’s file the record shall be advised of his maintained for two (2) years. Grievances relating to Suspension or her right to have a Union representative present discipline shall be filed at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct 'step of the employeegrievance procedure. In If the event 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 elects to have Union representation, he or she will be allowed to meet with a Union disciplined for reporting any abuse by the Employer or any representative prior to of the disciplinary meeting.Employer. ARTICLE

SUSPENSION AND DISCIPLINE. An employee may be disciplined for just cause. When an employee is suspended from duty, or dischargeddis- charged, the Employer undertakes to notify the employee in employeein writing of the reason within a reasonable period of time. An employee who does not receive the receivethe 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 received. Prior to the employee receiving notification, the The Employer shall notify the local President of the Alliance, or his or her designee, that Alliance such suspension, or discharge, will occuroccurred, preferably at the time but in any case no later than (48) hoursafter the suspension or Discipline. Discipline, when imposed, . shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have reportsthat Where theemployee been placed on the employee's file. Where the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. todisciplinary An employee shall receive a copy of any tiny disciplinary report placed on placedon the employee's ’s file. The Employer will initiate any disciplinary investigation no later than fifteen (15I5) days after the incident xxxx comes to the Employer's attention and shall advise both the local President, or designate, and the employee involved, that Presidentthat such investigation has investigationhas commenced. The employee shall also be advised of the nature of the incidentthis period. 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. Any document or written statement related to disciplinary todisciplinary action, . which may have been placed on the personnel file of an employee, shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. EMPLOYEE PERFORMANCE REVIEW The purpose of an employee shall be advised of performancereview is to discuss with the employee his or her right perform- ance in relation to have 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 Union representative present at any disciplinary meeting or at any meeting held with bargaining unit employees to investigate alleged misconduct 'project managementbasis, input from more than one manager will form part of the employee's performanceappraisal. In the event When a formal assessment of an employee's performanceis made, the employee elects concernedshall be given an opportunity the assessment form in question upon its completion to have Union representation, he or she indicate that its contents read. thecompletedassessment form will be allowed to meet with a Union representative prior to provided lotheemployees that time. An on will only its contentshave been and shall not indicate employee's concurrence statements containedon the disciplinary meetingform.

SUSPENSION AND DISCIPLINE. An No employee may will be disciplined for without just and sufficient cause. When an employee is suspended or discharged from duty, or discharged, the Employer Airport Authority undertakes to notify the employee in writing of the reason within a reasonable period for suspension or discharge. The Airport Authority shall endeavour to give such notification at the time of timesuspension or discharge. An If the employee who does not receive the written reason for suspension, suspension or discharge, at the time of his or her suspension, or discharge, employee shall be deemed to be suspended with pay until the written notice is received. Prior to the employee receiving notification, the Employer The Airport Authority shall notify the local President or designate that such an action has occurred at the time of the Alliancesuspension or discharge. 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 his render a disciplinary decision, concerning that employee, the employee is entitled to have, at their request, a representative of the attend the meeting. Where practicable, the employee shall receive a minimum of twenty-four (24) hours notice of such a meeting, and the 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: Oral reprimand; Written reprimand; Suspension; Dismissal. In cases of written reprimand, suspension or her designeedismissal the Airport 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 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 such suspension, or discharge, will occurmeeting 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 placed on the employee's ’s file. Where the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigationinvestigation and the completion of the report, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report or written reprimand placed on the employee's ’s file. The Employer will initiate any disciplinary investigation no later than fifteen (15) days after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee involved, that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, employee shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The employee shall be advised of his or her 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 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.two

SUSPENSION AND DISCIPLINE. A claim by an employee who has completed the probationary period that he/she has been suspended, demoted or discharged without just cause shall be treated as a grievance and shall be presented in writing to the Director of Education or designate at Step 2 of the grievance procedure, within ten working days of the incident that caused the suspension, demotion or discharge. Such special grievance may be 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 opinion of the conferring parties. The record of disciplinary action against an employee as filed in his/her 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 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 proposed disciplinary action provided that no unreasonable delay is occasioned thereby. An employee may whose job performance is considered unsatisfactory shall be disciplined for just cause. When an employee is suspended from duty, or discharged, the Employer undertakes to notify the employee notified in writing of the reason within particulars of the complaint. Such employee shall be provided a reasonable period of time, not less than thirty working days, to improve his/her performance to a satisfactory standard. An employee who does not receive the written reason for suspension, or discharge, at the time of his or her suspension, or discharge, The employee’s supervisor shall indicate such assistance as may be deemed suspended with pay until the written notice is received. Prior required to help the employee receiving notification, the Employer shall notify the local President return to a satisfactory level of the Alliance, or his or her designee, that such suspension, or discharge, will occur. 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 the employee has not been made GENERAL BARGAINING UNIT PAGE aware of such a report within fourteen (14) days of the conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee 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 after the incident comes to the Employer's attention and shall advise both the local President, or designate, and the employee involved, that such investigation has commenced. The employee shall also be advised of the nature of the incident. 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. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The employee shall be advised of his or her 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 employeeperformance. In the event the employer interviews an employee elects with the view of investigating an incident, which could result in discipline or discharge, the employee shall have the option of having a shop xxxxxxx and/or executive member of the union present. An employee on twenty-four hours notice shall have the right to have Union representation, he or she will access the contents of his/her personnel file and to make copies of any documents contained therein. An employee may request that any documentation other than a disciplinary record considered to be allowed to meet with a Union representative prior to the disciplinary meetingnegative in nature be removed from his/her file.