Common use of SUSPENSION AND DISCIPLINE Clause in Contracts

SUSPENSION AND DISCIPLINE. 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 immediately terminated. 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 concerning that employee, the employee is entitled to have, at their request, a representative of the PSAC attend the meeting. Where practicable, the employee shall receive a minimum of twenty-four (24) hours written notice, including reasons, of such a 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 employee(s). 12.4 No employee will be disciplined without just, reasonable and sufficient cause. The timing of the imposition of such discipline shall be exercised in accordance with Article 3. When an employee is suspended from duty or discharged, the Employer undertakes to notify the employee, in writing, of the reason(s) for such suspension or discharge. The Employer will give such notification at the time of the suspension or discharge. If the Employer does not give the written reason(s) for such suspension or discharge, the employee shall be deemed to be suspended with pay and benefits until the written notice is received by the employee. 12.5 The Employer agrees not to introduce into evidence in a hearing relating to disciplinary action any document from the file of an employee, a copy of which the employee was not provided with, either at, or before, the time of placement in the employee's personnel file. 12.6 If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article 11, the Employer may, in its discretion and exercised in accordance with Article 3, postpone the imposition of the disciplinary action until the grievance is resolved.

SUSPENSION AND DISCIPLINE. 12.1 Where it appears during any meeting with an employee employee, that the nature of such a meeting must change to an investigation, investigation which could result in the formal disciplining of that employee, that meeting must be immediately terminated. 12.2 . When an employee is required to attend a meeting, the purpose of which is to conduct an investigation investigation, or to render a formal disciplinary decision concerning decision, that employee, the employee is entitled to have, at their request, a representative of the PSAC Alliance attend the meeting. Where practicable, the employee shall receive a minimum of twenty-four two (242) hours written notice, including reasons, days' notice of such a meeting. 12.3 The employee(s) shall be advised of their right to have , and the written reasons for such a union representative present at any formal disciplinary meeting or at any meeting held with employee(s) to investigate alleged misconduct of the employee(s). 12.4 meeting. No employee will be disciplined without just, reasonable just and sufficient cause. The timing of the imposition of such discipline shall be exercised in accordance with Article 3. When an employee is suspended from duty or discharged, the Employer undertakes to notify the employee, in writing, writing of the reason(s) reason for such suspension or discharge. The Employer will give such notification at the time of the suspension or discharge. If the Employer employee does not give receive the written reason(s) reason for such suspension or discharge, the employee shall be deemed to be suspended with pay and benefits until the written notice is received by received. 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. 12.5 The Employer agrees 's file. Where the employee has not to introduce into been made 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 any document from the file of an employee, action. An employee shall receive a copy of which the employee was not provided with, either at, any disciplinary report or before, the time of placement in written reprimand placed on the employee's personnel file. 12.6 . If an employee files a grievance against a written reprimand, suspension suspension,. or discharge in accordance with Article 11, the Employer may, in its discretion and exercised in accordance with Article 3, will postpone the imposition of the that disciplinary action until the grievance is resolved.resolved except when the President CEO has determined that there has been a theft, breach of trust or serious misconduct. In order of severity, the of disciplinary action shall be: Counselling; Oral reprimand; Written reprimand; Suspension;

SUSPENSION AND DISCIPLINE. 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 immediately terminated. 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 concerning that employee, the employee is entitled to have, at their request, a representative of the PSAC attend the meeting. Where practicable, the employee shall receive a minimum of twenty-twenty- four (24) hours written notice, including reasons, of such a 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 employee(s). 12.4 No employee will be disciplined without just, reasonable and sufficient cause. The timing of the imposition of such discipline shall be exercised in accordance with Article 3. When an employee is suspended from duty or discharged, the Employer undertakes to notify the employee, in writing, of the reason(s) for such suspension or discharge. The Employer will give such notification at the time of the suspension or discharge. If the Employer does not give the written reason(s) for such suspension or discharge, the employee shall be deemed to be suspended with pay and benefits until the written notice is received by the employee. 12.5 The Employer agrees not to introduce into evidence in a hearing relating to disciplinary action any document from the file of an employee, a copy of which the employee was not provided with, either at, or before, the time of placement in the employee's personnel file. 12.6 If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article 11, the Employer may, in its discretion and exercised in accordance with Article 3, postpone the imposition of the disciplinary action until the grievance is resolved.

SUSPENSION AND DISCIPLINE. 12.1 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 immediately terminated. 12.2 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 concerning that employee, the employee is entitled to have, at their request, a representative of the PSAC attend the meeting. Where practicable, the employee shall receive a minimum of twenty-four (24) hours written notice, notice (including reasons, ) of such a meeting. 12.3 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 employee(s). 12.4 12.04 No employee will be disciplined without just, reasonable just and sufficient cause. The timing of the imposition of such discipline shall be exercised in accordance with Article 3. When an employee is suspended from duty or discharged, the Employer Authority undertakes to notify the employee, in writing, of the reason(s) reason for such suspension or discharge. The Employer Authority will give such notification at the time of the suspension or discharge. If the Employer Authority does not give the written reason(s) reason for such suspension or discharge, the employee shall be deemed to be suspended with pay and benefits until the written notice is received by delivered to the employeeemployee or, when the employee is unavailable, delivered to the Local President. 12.5 12.05 The Employer Authority agrees not to introduce into evidence in a hearing relating to disciplinary action any document from the file of an employee, a copy of which the employee was not provided with, either at, with at or before, before the time of placement in the employee's ’s personnel filefile or within a reasonable time thereafter. 12.6 12.06 If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article 11, the Employer Authority may, in its discretion and (exercised in accordance with Article 3), postpone the imposition of the disciplinary action until the grievance is resolved 12.07 In order of severity, the types of disciplinary action 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 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. 12.09 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 eighteen (18) months has elapsed since the disciplinary action was 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. 12.10 Grievances relating to suspension or discharge shall be filed at Step 2 of the grievance procedure. 12.11 No employee will be disciplined nor treated in such a manner as to violate Article 13 for “whistle- blowing"- ie. reporting any abuse of office, financial or otherwise.