Termination During Employment a) The employment of an Employee, shall be terminated only in one of the following ways:
(i) resignation;
(ii) retirement, early or otherwise;
(iii) dismissal for cause;
(iv) abandonment of position;
(v) death;
(vi) failure to return from an approved leave of absence;
(vii) expiration of recall rights as provided in this Agreement;
(viii) failure to return to work within eight (8) working days of being notified of recall; and
(ix) in the case of an Auxiliary Employee – has not worked auxiliary hours for more than six (6) consecutive calendar months; and
(x) As provided elsewhere in this Agreement.
b) An Employee who fails to report for duty for five (5) consecutive working days without informing the Employee's supervisor of the reasons for the absence, shall be understood to have abandoned the Employee's position. The Employee shall be afforded the opportunity to rebut such decision and to demonstrate that there was just cause for not having informed the Employer.
c) The Employer may terminate any probationary Employee for cause. The test of cause for rejection shall be attest of suitability of the probationary Employee for continued employment in the position to which the Employee has been appointed.
d) Where an Employee disagrees with the Employer’s decision to terminate said Employee during the probationary period the Employee shall do so through the grievance procedure set out in Article 4.
