SUSPENSION/DISCHARGE CASES. 3 The District recognizes that an effort shall be made to remediate any 4 unsatisfactory job performance by employees prior to taking any “disciplinary action”. 5 "Disciplinary action" shall be defined as suspension without pay, demotion, reduction 6 of pay step in class or dismissal. The District will make employees aware of 7 employment standards, as well as the consequences for non-compliance with the 8 standards, prior to corrective or disciplinary steps. This shall include, but not be limited 9 to, new employee orientation, in-service. and/or hands-on training. In cases where a 10 Classified Bargaining Unit Member’s job performance becomes unsatisfactory due to 11 alcohol/chemical use or dependency, the District shall provide an opportunity for the 12 Classified Bargaining Unit Member to participate in an alcohol/chemical dependency 13 remediation program if the District determines in its sole discretion that the Classified 15 not in any way limit the District's right to implement lesser forms of discipline along 16 with participating in this remediation program. This recognition of progressive 17 discipline, however, shall not preclude the District from seeking immediate dismissal of 18 Classified Bargaining Unit Members for serious misconduct, which might include, but 19 not be limited to, recklessness, gross negligence, willful misconduct, and other 20 misconduct which might cause physical/emotional harm to others and/or loss of 21 property/money. 22 In the event that a Classified Bargaining Unit Member is alleged to have acted in 24 copy of the reason(s) for the action as set forth in District Administrative Regulation. At
SUSPENSION/DISCHARGE CASES. The claim by an employee, other than a probationary employee, that he has been sus- pended or discharged without just cause may be presented as a grievance within seven (7) calendar days after the employee has been noti- fied of his suspension or discharge and such grievance will be processed in the following manner:
SUSPENSION/DISCHARGE CASES.
11.01 All employees will have union representation present during any meeting with the Company, if the discussion is likely to result in discipline.
11.02 A claim by a suspended or discharged seniority employee that the suspension or discharge from employment is unjust, shall be considered a grievance and subject to the provisions of the grievance procedure, providing such grievance is lodged at the stage as referred to in Article 8.03.
11.03 Such special grievances may be settled by confirming the Company's action in suspending or dismissing the employee, or by reinstating the employee without loss of seniority with full compensation of time lost, or by any other arrangement which is mutually considered just and equitable by the parties hereto.
11.04 Failing satisfactory settlement, the matter may be submitted to arbitration, in accordance with Article 8.04. In such cases, the Arbitrator shall have the authority to confirm, revoke or modify the suspension or discharge so that, in the opinion of the Arbitrator, the result shall be just and equitable.
11.05 In the event of a termination or suspension, the Union will be supplied with the reasons for the Company's action in writing.
11.06 The Union's chairperson shall be provided with a copy of any disciplinary actions taken in respect to any employee.
11.07 Letters of reprimand will be removed from the employees' file after twenty-four (24) months of active employment from the date of issuance of the most recent disciplinary letter.
SUSPENSION/DISCHARGE CASES. 9.01 A claim by an employee who has completed her probationary period, that she has been unjustly suspended or discharged from her employment will be treated as a special grievance, commencing at Step No. 2 of the Grievance Procedure, provided the discharged person submits her written grievance, dated and signed within ten (10) working days after the notice is given in writing.
9.02 Such special grievances may be settled by confirming the discharge, or by reinstating the discharged person with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.
9.03 It is agreed that the Union Representative will be notified on the first business day or as soon as practicable of the dismissal of any employee in the bargaining unit.
SUSPENSION/DISCHARGE CASES. An employee who is discharged or suspended shall be given a reasonable opportunity to an interview with his committee person and/or plant chairperson, if requested, in a private area designated by the Employer before leaving the Employer’s premises. An employee who has completed their probationary period and who is suspended or discharged may file a grievance at Step of the Grievance Procedure within five (5) working days after such discharge or suspension. Where a grievance which is filed under Article is not settled and duly comes before an arbitrator, the arbitrator may make a ruling, subject to this Article and to Article 10:
SUSPENSION/DISCHARGE CASES. A claim by a seniority employee that he has been suspended and discharged without just cause shall be treated as a grievance and shall at Article provided a written grievance signed by the employee is presented to the Human Resources Director within five (5) days the suspension or discharge. A staff of the Union will be xxxxxxxxx.xx held pursuant thereto .the Resources The employee shall not be the subject matter of a grievance and shall not be arbitrable. When an arbitrator awards that a full-time employee be compensated for lost benefits, such compensation shall not exceed the premiums that the Company would have had to pay in accordance with Schedule "E" to provide the employee with the benefit plans set out therein for the period involved. Nothing herein shall limit the arbitrator's authority to award compensation for lost earnings provided that an arbitrator has no jurisdiction or authority under this Agreement to require the Company to pay an employee any loss of an absence of benefits. during a suspension or to award an employee an amount which directly or indirectly compensates him for interest on any loss or compensation awarded to him. Applies to part-time employees only in the case of bereavement leave as outlined in schedule E. The time limits and other procedural requirements set out in Articles and deemed to a complete waiver and abandonment.
(a) An employee will be considered on probation and will not be placed on a department or area seniority list until he or she has completed a total of three
SUSPENSION/DISCHARGE CASES. 3 The District recognizes that an effort shall be made to remediate any 4 unsatisfactory job performance by employees prior to taking any disciplinary action.
SUSPENSION/DISCHARGE CASES. (a) In the event of an employee being suspended or discharged from employment, and the employee feeling that an injustice has been done, the case may be taken up as a grievance. Notwithstanding an employee who has not attained seniority may only grieve a discharge if the discharge was done in a manner that was arbitrary, discriminatory, or in bad faith. All such cases shall be taken up within five (5) days and disposed of within seven (7) days (or such longer period as may be mutually agreed upon) of the date the employee is notified of suspension or discharge, except where a case is taken to arbitration. A claim by an employee that has been wrongly suspended or discharged from employment, shall be treated as a grievance as defined by Article if a written statement of such grievance is lodged with the Manager, Employee Services within five (5) days after the employee is notified of suspension or discharge, or within five (5) days after the employee ceases to work for the employer, whichever is the earlier. All steps of the grievance procedure prior to Step. No. may be omitted in such cases. Such special grievances may be settled by confirming the Employer’s action in suspending or dismissing the employee, or by reinstating the employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or the Board of Arbitration, as the case may be. The Union shall have the right to represent a member at a Board meeting when a recommendation for discharge of that member is being presented to the Board.
SUSPENSION/DISCHARGE CASES. An employee who is discharged or suspended shall be given a reasonable opportunity to an interview with his committee person and/or plant chairperson, if requested, in a private area designated by the Employer before leaving the Employer’s premises. An employee who has completed their probationary period and who is suspended or discharged may file a grievance at Step of the Grievance Procedure within five (5) working days after such discharge or suspension. The grievance will be heard within five (5) days of a non-workingsuspension or discharge. Where a grievance which is filed under Article is not settled and duly comes before an arbitrator, the arbitrator may make a ruling, subject to this Article and to Article 10:
SUSPENSION/DISCHARGE CASES. The claim by an employee, other than a probationary employee, that he ha5 been sus- pended or discharged without just cause may be presented as a grievancewithin seven (7) calendar days after the employee has been notified of his suspension or discharge and such grievance will be processed in the following manner:
