DISCHARGE AND DISCIPLINARY PROCEDURE.
7.01 The Company retains the right to discipline an employee for just and reasonable cause. When the Company has established that an infraction has been committed by an employee and that disciplinary action is warranted, he/she will be disciplined within ten (10) working days of the infraction.
7.02 The Company favours "Corrective Discipline" as opposed to "Punitive Discipline" so agrees to follow the procedure of progressive discipline, dependent on the employee’s disciplinary file and the severity of the infraction:
1. A Verbal Warning - in the presence of a Union representative;
2. A Written Warning - copy to Union;
3. A Suspension - copy of notice to Union;
4. Discharge - copy of notice to Union. A Union representative shall accompany the employee at any step of the disciplinary procedure, including the investigation. Should an employee refuse Union representation, he/she must sign a waiver with the Union and the Company. The Union shall receive all copies of disciplinary notices given to employees. All discipline shall be administered by the Company.
7.03 Except in cases of conduct which would support discharge such as dishonesty, falsification of records, insubordination, sexual harassment or culminating incidents supporting discharge, employee shall be allowed to grieve the discipline and remain on the job until the grievance is resolved. The discipline will be considered to be imposed at the time dispensed however the employee will serve the discipline (if a suspension has been
a) There shall be only one personnel file per employee. Employees will have access to their personnel file as follows:
b) The Company reserves the right to keep a copy of the personnel file at Head Office.
c) An employee may opt to have a Union representative review his/her file on their behalf after written permission has been granted.
7.05 Six (6) months after a first written reprimand has been issued, the reprimand so given shall not be considered in any subsequent disciplinary action and shall be removed from the employee's employment records. In cases where an employee has been given a record reprimand which involves disciplinary action before the first has been so removed from his/her employment record, such second reprimand shall not be considered in any disciplinary action after twelve (12) months from the date of issuance and shall be removed from the employee's employment records after the expiry of the said twelve (12) months.
7.06 In the event of a claim that a...
DISCHARGE AND DISCIPLINARY PROCEDURE. Management shall not take disciplinary action without first warning the employee unless circumstances justify immediate discipline or discharge. In the event of a claim that an employee has been discharged or disciplined unjustly or unreasonably, the grievance shall be filed under the second stage of the grievance procedure within five working days. In the event that a Bargaining Unit employee is suspended or discharged as the result of a non-violent or non-criminal act he shall be able, at his request, to immediately meet with his Xxxxxxx or a Grievance Committee member of choice at a mutually agreed upon place prior to leaving the plant. Warnings shall be given to an employee in writing in the presence of Union Xxxxxxx, unless the employee requests that no Xxxxxxx be present. The Company and The Union agree that disciplinary penalties shall not be imposed unreasonably or unjustly. Written warnings and derogatory notes shall be removed from the employee's file eighteen months after the original offence if no similar offence has been committed during that period. A copy of the written reprimand and/or warning will be given to the Union President. If it is determined or agreed at any step in the grievance procedure, or decided by the Arbitrator, that any employee has been disciplined or discharged unjustly, or that a penalty is too severe, the Managementshall put back on job in line with and with no loss of seniority, and they shall pay the employee the amount would have earned had been working, minus any compensation may have received in the interim period, or by any other arrangement as to compensation which isjust and equitable in the opinion of the Arbitrator under the terms of this Agreement. The Company shall make the reimbursement payment to the employee within fifteen working days of the receipt of the arbitration award or final grievance answer.
DISCHARGE AND DISCIPLINARY PROCEDURE. 8.01 A suspended or discharged seniority Employee or the Chief Xxxxxxx may present a grievance in writing to the Operations Manager or his/her designated representative at Step No. 2 of the grievance procedure. The Union will not question the dismissal of any probationary Employee nor shall the dismissal be the subject of a grievance unless the Employee alleges that he/she has been discriminated against in such discharge by reason of Union activity, and an arbitrator shall not reverse his/her discharge on any other grounds.
8.02 When an Employee has been suspended or dismissed without notice he /she shall have the right to interview his/her Xxxxxxx for a reasonable period of time before leaving the premises provided that in cases where it is necessary to immediately expel a discharged Employee from the operations, the Xxxxxxx shall be advised.
8.03 Such special grievance may be settled by confirming the Management's action in dismissing the Employee with or without compensation for time lost or by any other decision that is considered just and equitable in the opinion of the conferring parties.
8.04 Written notice of disciplinary action, to include a copy of attendance records in cases of discipline for absence, shall be given in the presence of a Union Xxxxxxx where possible, with a copy to the Union. The parties agree that past written disciplinary actions issued to an Employee that have exceeded 12 months will not be taken into consideration in administering discipline.
DISCHARGE AND DISCIPLINARY PROCEDURE. 7.01 A discharged seniority employee or the Office Xxxxxxx may present a grievance in writing to the Human Resources Department or his designated representative at Step No. 3
DISCHARGE AND DISCIPLINARY PROCEDURE a) The Company shall have the right to discipline or discharge Employees for proper cause.
b) Discharge may result from refusal to comply with Company rules, provided that such rules shall be posted in a conspicuous place where they may be read by all Employees, and further, that no changes in present rules or no additional rules shall be made that are inconsistent with this Agreement, and further provided that any existing or new rules or changes in rules may be the subject of discussion between the Union Standing Committee and the local Plant Manager, and in case of disagreement, the procedure for other grievances shall apply.
c) When other penalties are necessary in administering plant discipline, the following shall apply.....
DISCHARGE AND DISCIPLINARY PROCEDURE. 0l A claim by an instructor (other than a probationary instructor) that the instructor has been unjustly discharged or suspended will be treated as a grievance if a written statement of such grievance is lodged with the Superintendent of Education, Human Resources within ten (10) days after the occurrence of the matter which is the subject of the grievance.
DISCHARGE AND DISCIPLINARY PROCEDURE. 8:01 When an employee receives a verbal warning, an Officer of the Union must be present.
8:02 It is agreed that all verbal and written warnings will be stricken from an employee's record after
8:03 Before any employee is discharged or suspended for cause, an Officer of the Union shall be notified immediately and where possible, be present at such meeting.
8:04 Any permanent employee whom the Company suspends or discharges, or whom it contends has lost their seniority under Article 9, shall be retained at/or returned to active work until any grievance
8:05 However, the employee may be removed from active work (without pay) until the resolution of the grievance protesting the suspension or discharge if the alleged cause for suspension, discharge or termination presents a danger to the safety of employees or equipment in the facility due to fighting, theft, or concerted refusal to perform their assigned work.
8:06 Grievances involving employees who are retained at work
8:07 The above references to suspensions, discharges and terminations are examples and are not intended to be all-inclusive, but indicate how various types of issues will be handled.
8:08 If an employee is not to be retained at work in accordance with the above, the employee will be allowed to meet with an Officer of the Union before leaving the premises.
8:09 Any grievance involving suspensions, discharges or terminations shall be filed at Step Three of the Grievance Procedure within three (3) working days of the action.
DISCHARGE AND DISCIPLINARY PROCEDURE. 11.01 A claim by a permanent employee that they have been unjustly discharged from their employment shall be treated as a grievance if a written statement of such grievance is lodged with the General Manager, within (5) five working days after the employee ceases to work for the Company.
11.02 The Company will notify the Union in writing within two (2) working days after the suspension or discharge of a permanent employee and reason therefore involving any member of the Local Union. Any disciplinary action by the Company shall be applied without delay.
11.03 Local management will not take disciplinary action without first warning the employee, unless the facts warrant an immediate suspension or discharge. In taking such disciplinary action, local management shall not consider any previous disciplinary action involving the employee provided that a twenty-four (24) month period has elapsed from the date of the infraction. If an employee has been discharged or given a disciplinary layoff and believes that they have been unjustly dealt with, such employee may file a grievance in accordance with the grievance procedure contained herein. When an employee is called into the office for the purpose of receiving a formal disciplinary reprimand, such employee will be accompanied by the appropriate Union Xxxxxxx. A written record of the action to be taken will be prepared by the supervisor and copies will be given to the individual affected and the Union within three (3) days. If a group is to be disciplined, the Union President or his delegate will be present.
DISCHARGE AND DISCIPLINARY PROCEDURE. No Strikes, No Lockouts ...................................................................................
DISCHARGE AND DISCIPLINARY PROCEDURE. 11.01 Management shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate discipline or discharge. In the event of a claim that an employee has been discharged or disciplined unjustly or unreasonably, a grievance may be filed in writing. No written or oral disciplinary notice dating back 12 months or more shall be used in new disputes involving discharge or suspension provided the Employee has not received a disciplinary notice for 12 months.
11.02 Last warnings shall be given in writing to the employee(s) and the Union xxxxxxx. The Company and the Union agree that disciplinary penalties shall not be imposed unjustly.
11.03 In the event of an employee leaving or being discharged by the Company, one (1) week's notice shall be given. The foregoing shall be subject to the minimum provisions of the Ontario Employment Standards Act. The Company, upon request, shall give to the union the reason for discharge of any employee, in writing, within three (3) working days of such request. No notice or pay shall be required in the event of discharge for cause.
11.04 In the event of a decision to discharge a shop xxxxxxx, or an officer of the Union, the Company will notify the Union of it's decision five (5) working days before the discharge takes effect, to give the Union an opportunity to confer with the Company. This provision shall not apply in cases of discharge for cause, as provided in Section 11.05 (Refer to Section 20.01)
11.05 A shop xxxxxxx or an officer of the Union may be immediately discharged for cause, with five (5) days regular pay in lieu of notice. If this should occur, then both parties to this Collective Agreement agree to invoke Article 10, Step 4 (b), Grievance Procedure.
