Administration of Discipline. At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.
Administration of Discipline. 43.01 No seniority employee shall be disciplined, suspended or discharged except for just cause and subject to the right of an employee to lodge a grievance as provided for in this Agreement.
43.02 An employee will be accompanied by a Union Representative when called to a meeting or when interviewed in the course of any disciplinary investigation or proceeding. The Employer shall establish the time and place for any such meeting, allowing for sufficient time to ensure the presence of the employees Union Representative.
43.03 In addition to the aforementioned provisions, when the Employer contemplates or intends to suspend or discharge an employee the Employer will;
(i) Provide written notice to the employee, along with a copy to the appropriate Union Representative, outlining the reasons for considering the action, prior to the imposition of any suspension or discharge.
(ii) The Union Representative will be provided a reasonable period of time (not to exceed two (2) working days), to investigate and make representation to the Employer on behalf of the employee.
(iii) Any notice of suspension or discharge subsequently issued by the Employer shall include reasons and details for the Employers decision. A copy of the notice will be forwarded to the appropriate Union Representative.
(iv) The Employer will impose discipline within five (5) working days from the date of the alleged infraction became known or ought to have became known to the Employer.
(v) The parties may extend any time limits by mutual consent, the request for the extension and the response to be in writing. The request shall not be unreasonably denied.
(vi) The provisions established in this Article are regarded as mandatory and failure by the Employer to comply with any of these provisions without the mutual consent of the Union shall render the discipline null and void.
43.04 For the purpose of this Article 43, working days shall be defined to exclude Saturdays, Sundays and paid holidays.
43.05 Disciplinary action shall remain against the record of an employee for a period of twelve (12) calendar months, after which time it shall be removed. When this has occurred the disciplinary record will not be used against her in any manner.
Administration of Discipline. When a team member is called to a disciplinary interview by a member of supervision, the team member will be so informed before the interview and will be advised of entitlement to Union representation during the interview. Should a team member elect Union representation, the interview will not proceed until the Union representative is present. At the time a team member is called to a disciplinary interview, the member of supervision will identify the specific nature of the concern to the team member. No disciplinary action shall remain against a team member’s record for a period longer than twelve (12) months.
Administration of Discipline. Discipline deals with unsatisfactory job performance or misconduct. Except as provided in this article, the University agrees to administer all discipline and discharge actions for Just Cause and in accordance with due process.
Administration of Discipline. Discipline shall be administered in a manner which will not unduly embarrass the employee, consistent with the circumstances involved.
Administration of Discipline. 14.01 When an employee is removed from his/her work to the desk or office of a supervisor or general superintendent or is called to an interview by a member of the staff of the human resources office for the purpose of investigating alleged misconduct which may result in suspension or discharge of such employee, he/she shall be notified that, at such interview, if he/she desires:
(a) In the case of an interview by a supervisor or general superintendent, a Windsor or Oakville employee may require the presence of his/her xxxxxxx, and a Bramalea or St. Xxxxxx employee may require the presence of his/her committeeperson, and
(b) In the case of an interview by a member of the staff of the human resources office, a Windsor or Oakville employee may require the presence of his/her committeeperson, a Bramalea employee may require the presence of the chairperson of the local negotiating committee, and a St. Xxxxxx employee may require the presence of the chairperson or his/her committeeperson.
14.02 If, following such investigation, an employee is suspended or given a warning, he/she will be given written notice of such suspension or warning as soon as possible after the investigation has been completed. If the employee was represented at an interview held under the provisions of section
14.01 by a xxxxxxx, committeeperson or chairperson the company will, on the request of the chairperson concerned, furnish the chairperson with a copy of such notice of suspension or warning.
14.03 When the company contemplates disciplinary action for failure to meet an established production standard, the employee will be so notified and the xxxxxxx will be promptly advised that the employee has been notified and the reasons for such notification. At St. Xxxxxx the employee's committeeperson will be so advised.
Administration of Discipline. 11.01 (a) When an employee is called to an interview by Human Resources/designated representative for the purpose of investigating alleged misconduct, the Chairperson and/or designated representative will be present at such meeting.
Administration of Discipline. 8.1 The maintenance of discipline is essential to the satisfactory operation of the plant and the Company has the right to discipline for just cause, up to and including discharge. The Company will notify an employee of their right to have a Committeeperson present at any interview concerning discipline, and will notify, in writing, a Union Representative of discipline issued to an employee. Discipline will normally be issued within five working days from the date the Company learned of the incident(s) requiring possible disciplinary action. This period may be extended by the Company, in which case the Union shall be informed of the reason for the extension, and the investigation will proceed and a decision made as soon as reasonably possible.
8.2 Employees under final warning of discharge shall have their disciplinary record cleared after 12 months of active service without a disciplinary offence following the final warning.
8.3 Should an employee be instructed to leave the plant pending an investigation, the investigation should be completed within three working days, when possible. If an employee is instructed to leave the plant, the employee will be provided with a Union Representative before the employee is required to leave the plant. The Company agrees to remove an employee's disciplinary record after 18 months of active service, providing a similar offence is not repeated by the employee within the 18 months.
8.4 The Company will supply a copy of a reprimand to the employee concerned. In the event the employee chooses to provide the Union with a copy of the reprimand, it shall be used for no other purpose than the processing of a grievance related to this reprimand only.
8.5 The Company will supply a written explanation to the Union and employee regarding suspensions and discharges.
8.6 The Company will not discipline an employee following a period of five years of employment as a result of misinformation contained in the employee’s Application for Employment.
8.7 Employees hired after February 21, 1982, who reach the Initial Counselling stage in the Attendance Program during the first 12 months of employment can be given a warning of nondisciplinary termination due to poor attendance without the necessity of previous corrective action. An Initial Counselling will take place prior to the letter being given. However, there is no obligation for any further action prior to the issuance of the Termination Warning Letter following at least the Initial C...
Administration of Discipline. 13.01 Where an employee is subject to a suspension or discharge penalty, he or she shall be entitled upon his or her request to have a Xxxxxxx or Union Committee person present when the disciplinary action is taken. It is the Employer’s responsibility to inform the employee of his or her right to request such representation.
13.02 Discipline is defined as a verbal or written warning, reprimand, suspension, dismissal or other disciplinary action to an employee. No disciplinary action shall remain against an employee’s record for a period longer than eighteen (18) months from the date of occurrence.
13.03 It is agreed that the Union Chairperson or designate will be present at the discipline of any employee within the bargaining unit.
Administration of Discipline. 12.01 A Xxxxxxx or Committeeperson will be present when an employee is disciplined, suspended or discharged. Any reprimand, warning or disciplinary measure that becomes part of an employee’s record regarding his/her work or conduct will be confirmed in writing. All verbal warnings will be reduced to writing. The Employer will forward to the employee and the Xxxxxxx/Committeeperson a copy within ten (10) calendar days of the infraction, with the provision that an extension of time limits will be granted by the Xxxxxxx/Committeeperson, or in his/her absence, another member of the Committee, where extenuating circumstances can be demonstrated. In the case of standards, discipline will be imposed within ten (10) calendar day of the two (2) week cycle the company uses to collect the data. The report will be run no later than the Monday following the two week cycle. When an employee is called to an interview by a member of supervision and the subject of the interview is discipline, the employee and the Xxxxxxx/Committeeperson will be so informed before and the interview will not proceed until the Xxxxxxx/Committee person is present. In the event an employee’s employment is to be terminated by registered mail, the Chairperson, or in his/her absence, the Committeeperson, shall be notified in advance of such letter being sent. Employees shall have the right to choose their union xxxxxxx on their particular shift provided they are available.
12.02 A disciplinary action shall be removed from an employee’s active record after a period of twelve (12) month’s of employment, provided that the employee has no further discipline in that 12-month period in that particular stream. The four streams shall be standards, absenteeism, general, and health and safety.
12.03 Discipline is defined as a verbal warning, written warning, suspension, or discharge to an employee. A copy of any discipline must be given to the Committeeperson.
