Suspension and Discharge. An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union Xxxxxxx shall be given the reasons in writing, by the Employer, for the suspension or discharge.
Suspension and Discharge. The City shall not discharge or suspend any employee without just cause. In cases of discharge and suspension without pay, the employee shall have the right to a pretermination meeting. He or she shall be presented with an oral or written summary of the nature of the charges against him or her, the facts supporting charges, and shall have the opportunity to respond to said charges. The employee shall have the right to have a Union representative present. The employee and his/her union will be notified in writing that the employee has been suspended without pay or discharged. The Union shall have the right to take up the suspension and/or discharge as a grievance at the third step of the grievance procedure through the arbitration step if deemed necessary by either party. Any employee found to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all other rights and conditions of employment.
Suspension and Discharge. In the event of suspension or discharge, the employee concerned shall have the right to representation by a member of the Union during any meeting or investigation of grievance as a result of the suspension or discharge.
Suspension and Discharge. Section 16.01. The maintenance of discipline is the responsibility of the Company and to that end the Company may discipline employees for cause. A copy of all disciplinary actions issued to Bargaining Unit employees will be forwarded to the Union. The Company will also provide a list to the Union each month of the employees who have been disciplined along with what level of discipline the employee received.
Section 16.02. In the event the Company believes that a Bargaining Unit employee’s problems regarding work performance, conduct & safety, or attendance appears to warrant discharge, a meeting will be scheduled for that employee before his/her Director (or des ignated representative); other Company representatives may also be present.
(a) The employee and the Union will be notified, in writing, at least two (2) days prior to the meeting. The notification will include the date and time of the meeting, a statement describing the employee’s performance problem(s), and a statement to the employee
(b) The Union office will be notified as soon as reasonably possible when an employee is notified of the meeting.
(c) The purpose of the meeting is to assure that an appropriate decision is made regarding the Bargaining Unit employee’s continued employment with the Company. A representative of the Union may attend that meeting. If desired, the employee may allow that Union official to represent him/her at that meeting. During this meeting, all parties will make all relevant facts available. Further, the Company may allow witnesses with relevant information to testify at the meeting.
(d) After the meeting, and after the Company has completed any additional investigation that it deems appropriate, the employee will be advised, in writing, of the Company’s final determination. A copy of that determination will be forwarded to the Union. It is understood that employees will remain at work pending the Company’s final determination unless that employee has been placed on Crisis Suspension or Excused With Pay.
Section 16.03. In the event a Bargaining Unit employee is placed on Crisis Suspension, the Company will endeavor to assure that a Xxxxxxx is present when the employee is notified. In the event a Xxxxxxx is not available, or it is impractical to have a Xxxxxxx present, the management representative who places the employee on Crisis Suspension is responsible for ensuring that the Union office is notified as soon as possible. Additionally, the employee will be provided...
Suspension and Discharge. Section 1 Each employee shall be considered as a probationary employee for their first six (6) months of continuous employment service, after which seniority shall date back to date of hire. There will be no seniority among probationary employees. Probationary employees may be laid off, discharged, or otherwise dismissed for cause at the sole discretion of the Employer and shall not be entitled to use the grievance and arbitration procedures provided for in Article 12 (Grievance and Arbitration), unless covered by this contract. A probationary period shall not mean the same as or be considered in any way related to employee training periods.
Section 2 The Employer will administer discipline in accordance with the provisions of the City of Missoula Personnel Policy Manual. An employee who has successfully completed the probationary period may elect to file a grievance regarding any disputed disciplinary action. In the case of suspension or discharge, the Employer agrees to normally giving at least one written warning to the employee prior to suspending or discharging the employee except as otherwise provided in this Article in Section 4 below. A copy of any disciplinary action issued will be forwarded to the Union regional staff representative in Missoula.
Section 3 In the case of suspension or discharge, the Employer agrees to give at least one written warning to the employee prior to suspending or discharging the employee. The written warning shall explain the nature of the complaint to the employee. A copy of the written warning shall be sent to the Union staff representative in Missoula. The warning notice shall not remain in effect longer than six (6) months from the date of issue. However, the warning notice procedure shall not be required and suspension or discharge may be immediately implemented if the severity of the employee’s actions warrant immediate suspension or discharge based on the principles of just cause.
Section 4 Any employee who has completed the probationary period and who is disciplined may elect to file a grievance.
Suspension and Discharge. 13.1 Should the Employer suspend or discharge a nurse, notification to such nurse shall be in writing with reasons given for such action and shall be made in the presence of an Union member. If the nurse refuses a meeting with the Employer, or the presence of an Union member, notice of the discharge and/or suspension, shall be forwarded to the nurse by registered or certified mail to the last known address on file with the personnel office, with a copy to the Bargaining Unit President. In cases where a nurse is discharged verbally, the above notification will still be sent to the nurse for verification purposes.
13.2 A claim by nurses, other than a temporary nurse as defined in 23.1 a), that they have been unjustly discharged, shall be treated as a grievance if a written statement of such grievance is lodged at Step No. 3 of the grievance procedure within five (5) working days after the nurse ceases to work for the Employer, and the first and second steps of the grievance procedure will be omitted in any such case. Such special grievance may be settled under the grievance and arbitration procedures by:
(a) confirming the Employer's action in dismissing 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.
13.3 A claim by nurses with seniority that they have been unjustly suspended shall be treated as a grievance if a written statement of such grievance is lodged at Step No. 2 of the grievance procedure within five (5) working days after notification of the suspension has been received.
(a) At the time formal discipline is imposed or at any stage of the grievance procedure, a nurse is entitled to be represented by her nurse representative, (as defined in Article 4.1
Suspension and Discharge. A claim by a nurse who has completed his/her probationary period that she/he has been unjustly discharged or suspended shall be treated as a grievance if a written statement of such grievance is lodged by the nurse with the Employer at Step No. 2 within seven (7) work days after the date of the discharge or suspension. Such special grievance may be settled under the Grievance or Arbitration Procedure by:
i) confirming the Employer's action in dismissing or suspending the nurse; or
ii) reinstating the nurse with or without loss of seniority and with or without full compensation for the time lost; or
iii) by any other arrangement which may be deemed just and equitable. In the event of a suspension or discharge the nurse shall have a Nurse Representative in attendance at any interview unless specifically requested by the nurse not to have representation. The Employer shall provide the ONA Bargaining Unit President and the nurse their reasons for the action taken in writing within ten (10) working days.
Suspension and Discharge. (a) A suspended employee or discharged person, his/her committee person, and/or the Chairperson shall have the opportunity of meeting the Human Resource Manager / designated representative before the employee leaves the premises. Written notice of suspension or discharge and reasons therefore will be given to the employee concerned or person discharged and a copy thereof shall be forwarded to the Chairperson.
(b) If a suspended employee or discharged person wishes to present a grievance against his/her suspension or discharge, he/she shall, through his/her committee person, present it to management within three (3) scheduled working days after written notice to the employee of his/her suspension or discharge. Management shall render a decision to the Chairperson within three (3) working days of the submission. If the decision is unsatisfactory, a conference may be arranged between Management and the Committee, within five (5) working days, to appeal the suspension or discharge. A National Representative and/or local Union Representative may be present at such conference. Management shall render a decision to the Chairperson within three (3) working days of this conference. If this decision is unsatisfactory, the grievance may be submitted to arbitration as outlined in Article Nine (9).
(c) A grievance involving the suspension or discharge of an employee may be disposed of by the Company and the committee, or by the arbitrator, by confirming the Company's decision to suspend or discharge the employee, or by reinstating the employee or discharged person with full seniority rights and compensation of lost earnings, or by any other arrangement which is just and equitable.
(d) The procedure in this section equally shall apply to a grievance lodged by a group of employees.
Suspension and Discharge. 1. If the Employer feels there is just cause for suspension or discharge, the employee and his/her xxxxxxx will be notified in writing that the employee has been so disciplined. Such notification shall contain the charge(s) against the employee.
2. The Union shall have the sole right to take a suspension and/or discharge as a grievance at the 3rd Step of the Grievance Procedure, and the matter shall be handled in accordance with this procedure.
Suspension and Discharge. 20.01 In the event a member is suspended without pay for any reason, the Employer agrees to confirm such suspension in writing to the individual and to the Chief Xxxxxxx of the Union within two working days.
20.02 The Union recognizes that it may on occasion be necessary to suspend the person referred to in .01 above from the work place without a Xxxxxxx present. If such action is taken, the Employer agrees to review this action with that individual and the Xxxxxxx within two working days. Under no circumstances shall the individual be terminated under this Article without the presence of a Xxxxxxx or Chief Xxxxxxx.
20.03 All members will be offered Union Representation at any meeting where discipline will be enacted
20.04 Should a person referred to in .01 above feel that he/she has been unjustly suspended or discharged, he/she shall by the end of the fifth working day following receipt of the written notice
20.05 If the Employer's suspension or dismissal action is found to be unjust and the individual covered by .03 above is to be reinstated, in no case is the monetary compensation to exceed the amount which the suspended or discharged individual would have earned during normal working hours through the period that he/she was unable to work because of the suspension or discharge action. Furthermore, if the individual was otherwise employed during his/her period of suspension or discharge, such earnings from the other employer are to be deducted from the monetary compensation outlined in the previous sentence subject to the following:
(a) Any earnings from an employer for whom the individual worked on a part‐time basis immediately prior to his/her suspension or dismissal, will only be deducted when the amount exceeds the average weekly earnings for the six week period immediately prior to the suspension or discharge.
