DISCHARGE AND SUSPENSION. 10.01 When an employee has been suspended or dismissed on the Company premises, he shall be advised that he may meet with his Committeeperson in private for a reasonable period of time, not exceeding sixty (60) minutes, before leaving the plant premises.
10.02 A claim by a seniority employee that he has been wrongfully suspended or discharged shall be treated as a special grievance. A written statement of such special grievance shall be lodged with the General Manager or his designated representative within five (5) working days, after the receipt of the reasons given by the Company as provided for herein, of such suspension or discharge and shall be dealt with at Step 4 of the grievance procedure, and failing satisfactory settlement at this meeting, the special grievance may then be appealed to an arbitrator in accordance with the procedures herein provided for arbitration.
10.03 A Union representative shall be present at all meetings between the Company and one or more of its employees where the purpose of such meeting may be disciplinary. In circumstances where the Company has decided to undertake disciplinary action, which may result in a suspension or termination of the employee, the Company will, before commencing any action against the employee, first meet with the Plant Chairperson or designate to inform him of the nature of the disciplinary proceedings. At the conclusion of such meeting the Committee will be allowed a reasonable amount of time to meet with an employee who has been disciplined or discharged before he leaves the plant.
10.04 Where a seniority employee has been suspended or discharged, he and a member of the Shop Committee shall be given written reasons for the suspension or discharge within five (5) working days.
10.05 In the case of an employee being suspended or discharged from their employment, the following process will be followed: The employee will be notified that during their suspension or discharge they are not allowed to be on any Xxxxxx Metal Products property. This notice will extend to all plants and not just the plant they are employed at. Any employee who is found to be on Company property during a suspension or discharge will be considered to be trespassing. Any request by a suspended or discharged employee to attend to a Xxxxxx facility must be done through prior approval of the General Manager. If the General Manager approves their attendance on Company property, the employee will be restricted to the office meetin...
DISCHARGE AND SUSPENSION. A. The Employer shall have the right to discipline non-probationary employees for cause up to, and including, discharge.
DISCHARGE AND SUSPENSION. 14.1 Employees may be discharged for good cause. Employees who are discharged for failure to perform work as required, or excessive absenteeism, shall first have had a prior warning, in writing, of a related or similar offense, with a copy sent to the Union. The employee so notified shall be required to initial such notice, but such initialing shall in no way constitute agreement with the contents of such notice. A warning notice shall not be required in the case of a discharge for cash register irregularities, but such alleged irregularities must constitute good cause for the purpose of sustaining said discharge. When a condition arises necessitating a bunching of sales, it shall be mandatory that the checker or cashier involved call the person in charge to supervise in the ringing of the accumulated cash.
14.1.1 The Employer recognizes that chemical dependency is an illness and as such, agrees to encourage and assist employees with chemical dependencies to seek treatment and/or rehabilitation. Any employee who is experiencing alcohol or drug dependency will be afforded the opportunity to make use of the Union's Membership Assistance Program and/or such disability plans, rehabilitation programs and health coverage plans as are appropriate.
14.2 Any employee so disciplined may request an investigation of his discharge or suspension and the Union shall have the right to protest any such discharge or suspension. A discharged employee has seven (7) days from the date of discharge within which to file written protest with the union. Following receipt of such written notice to the Union by the employee, the Union has fourteen (14) days in which to file a protest in writing to the Employer. If such a protest is not so filed, the right of protest and access to the grievance procedure as set forth below is lost. Upon the filing of a timely protest, the matter shall be handled in accordance with the provisions set forth in Section 15 below.
14.3 Any employee who is discharged shall be informed at the time of discharge of the immediate cause of discharge. Such information shall be confirmed in writing promptly upon request.
14.4 If more than one (1) year (excluding absences for injury, illness or leave) has elapsed since the receipt of a written warning, that written warning will not be the sole basis for the next step of progressive discipline.
DISCHARGE AND SUSPENSION. 15.01 Notice of the discharge shall be forwarded to the nurse by registered mail to the last known address on file with the Human Resources office, with a copy to the Grievance Chair. Where a nurse is discharged verbally, the above notification will be sent to the nurse and Grievance Chair.
15.02 A claim by nurses with seniority that they have been unjustly discharged shall be submitted at Step 2 of the grievance procedure within five (5) work days, after notification of discharge has been received. Such special grievance may be settled under the grievance and arbitration procedures by:
(a) confirming the Employer's action in discharging the nurse; or
(b) reinstating the nurse with full compensation and seniority for the time lost; or
(c) by any other arrangement which is just, in the opinion of the parties, or the arbitration board if appointed.
15.03 A claim by nurses with seniority that they have been unjustly suspended shall be submitted at Step 2 of the grievance procedure within five (5) work days after notification of the suspension has been received.
15.04 Letters recording verbal warnings and written warnings shall be removed from the nurse’s file after eighteen (18) months from the date they are issued, provided that such nurse’s record has been discipline free for eighteen (18) months. Suspension letters shall be removed from the nurse’s file after twenty-four (24) months from the date they are issued, provided that such nurse’s record has been discipline free for twenty-four (24) months.
15.05 Letters of counsel will be removed from the nurse’s file after eighteen (18) months provided the nurse’s performance issues referenced in the letter have improved during that period.
DISCHARGE AND SUSPENSION. D5.14 If the Employer discharges or indefinitely suspends an employee, the resulting grievance shall be submitted directly to second level.
DISCHARGE AND SUSPENSION. The Employer reserves the right to invoke disciplinary suspension or discharges for enforcement of Departmental standards or for improper conduct provided, however, that such action shall be for just cause. The Employer agrees to give the employee suspended or discharged the reasons for such action. If the charges involve criminal activity, the employee shall have the right to consult legal counsel before he or she is questioned.
DISCHARGE AND SUSPENSION. The Employer shall have the right to discharge or suspend from employment any employee for just cause and this shall be understood to include the discharge or suspension of any employee whose work performance falls below the standard expected by the Employer or any employee who fails to carry out their duties as specified in the Emergency Health Services Regulations to the satisfaction of the Employer. An employee who considers that they have been unfairly dealt with shall have the right to grieve.
DISCHARGE AND SUSPENSION. If any employee believes that they had been discharged or suspended without just cause, the matter shall be presented at Step 2 within five (5) calendar days after written notice of such discharge or suspension has been given.
DISCHARGE AND SUSPENSION. The Employer will provide its decision relating to discharge and suspension, in a timely manner. The Employer will provide to the employee concerned, written reasons for any discharge or suspension issued and the Union will receive a copy of such letter by close of business the following day.
DISCHARGE AND SUSPENSION. 24.1 ( Meat only) The Employer reserves the right to discharge or discipline any employee for just cause. After an employee has acquired seniority, the Employer shall give the employee one
(1) written warning with a copy to the Union prior to discharge, except in cases of discharge for drunkenness, dishonesty or such other misconduct which is so serious in nature as to justify discharge without written warning.
24.1.1 No one shall be discharged during or immediately following an illness or accident, except as provided in section 24.1 above provided, the employee is able to return to work within twelve (12) months and is able to perform all required duties.
24.2 ( Clerks only) No employee shall be disciplined or discharged except for just cause; provided, however, that the Employer shall be the judge of the competency and qualifications of his employees and shall make such judgment fairly. The Employer's judgment is subject to review by an Arbitrator.
24.3 There exists one ninety (90) calendar day probationary period for new employees. If an employee is terminated during this probationary period, such terminations are not subject to Article 23 of this Agreement. This ninety (90) day period shall be extended by the amount of time the employee is absent from or unavailable for work due to medical reasons during the probationary period. The Employer must notify both the employee and the Union in writing, prior to the completion of the probationary period, of their intent to extend the probationary period.
24.4 The Employer agrees that it will not require any employee or prospective employee to take a Polygraph (lie detector) test as a condition of employment or continued employment.
