Suspension of Employees. 2.17.1 We may suspend your employment at any time:
Suspension of Employees dated January 6, 2004 During 2003 local negotiations the Company and Union discussed the suspension of employees, and in particular, the suspension of employees for threatening people working at the plant, at other company locations, or associated with the company. This letter is not meant to list every instance when suspension of an employee may be warranted, but as a guideline for the type of actions that merit suspension from work: • Threatening a person at the plant or associated with the plant or company • Sabotage • Under the influence of alcohol or drugs • Possession and/or use of alcohol or drugs on company property • Theft of property from company, co-worker or vendor Additionally, there may be instances where the severity of the situation and emotional climate merit suspension or “job refusal”.
Suspension of Employees. An employee who is a commission earner, who is suspended pending a disciplinary hearing, shall receive his remuneration in the event that he is not found guilty. For the purposes of this clause, remuneration shall be calculated as provided in Clause 5.1(1)(iii), i.e. an employee found not guilty will be paid basic wages plus average commission earned as calculated in terms of Clause 5.1(1)(iii).
Suspension of Employees. Employees shall be discharged or suspended only for just cause. A claim by an employee that the employee has been discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Company within one (I)week after notice of suspension or discharge is given. Step No. of the Grievance Procedure shall be omitted in such cases. Where an employee is called to a meeting for purposes of receiving discipline to be imposed, the Company will arrange to have a Xxxxxxx present at the meeting. In cases of suspension or discharge, the Company will arrange to have a Committee person present at the meeting if a Committee person is present in the plant at the time when the discipline is to be imposed. If no Committee person is present during the shift on which the employee will receive the discipline, the Company agrees to wait until shift changeover so that the Committee person, if present, can attend the meeting. Such a right shall not apply where the employee's conduct is such that it becomes necessary, in the opinion of the Employer acting reasonably, that the employee leave the Employer's premises immediately. An employee, who has been discharged or suspended without notice shall have the right to interview the employee's xxxxxxx privately for a reasonable period of time before leaving the plant premises. Such special grievance may be settled by confirming the Company's action in dismissing the employee or by reinstating the employee with full wage compensation for time lost, or by any other wage arrangement which is just and equitable in the opinion of the conferring parties or of the Arbitrator. Copies of disciplinary notices will be issued to the Unit Chairperson and Committee Notations of discipline on an employee file will not be referred to and/or used by the Company after a period of twenty-four (24) months dating from the day the discipline was issued to the employee.
Suspension of Employees. Murgonlea may suspend an Employee without pay for a maximum of ten (10) working days or work periods for any misdemeanor or form of misconduct.
Suspension of Employees. 3.9.1 For misdemeanors warranting action less than dismissal, the employer may suspend without pay an employee for a maximum of 10 working days.
Suspension of Employees. Nothing in this clause prevents the suspension with or without pay, provided that the employee is first given an opportunity to state a case against suspension temporary placement on other duties, or summary dismissal in the case of allegations of serious misconduct. Where an employee has been suspended and the allegation is subsequently found to be without substance, the employee must be entitled to resume the position from which he/she was suspended and be reimbursed for any loss of pay.
