Administration of Discipline Clause Samples

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the disci- ▇▇▇▇▇ rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- fice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their cas...

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 shall be administered in a manner which will not unduly embarrass the employee, consistent with the circumstances involved.

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. 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 ▇▇▇▇▇▇▇, and a Bramalea or St. ▇▇▇▇▇▇ 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. ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇▇, 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 ▇▇▇▇▇▇▇ will be promptly advised that the employee has been notified and the reasons for such notification. At St. ▇▇▇▇▇▇ 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. 11.01 No employee will be disciplined, suspended or discharged without just cause. (a) An employee will be accompanied by a Union Representative when called to a meeting where discipline may be the outcome or when interviewed in the course of any disciplinary investigation or proceeding. The Company will inform the employee and his/her Union Representative of the scheduling of a disciplinary or investigation meeting on the day prior to the meeting. The Company will establish the date and time for the meeting and will also inform the employee and the Union of the allegation (including known particulars) being made against the employee. The Company will provide the employee with a reasonable period of time to talk to his/her Union Representative before the meeting. (b) If the allegation or complaint concerning an employee is made by the School Board, other customers, parent or public, the Company will advise the Union of the nature of the complaint or allegation, including witness statements and relevant correspondence, unless the content of the information received is confidential. (c) Any notice of discipline, suspension or discharge issued by the Company will be in writing and will include the reasons for the Company’s decision. A copy of the notice will also be given to the Union Representative. (d) The Company will issue discipline within seven (7) working days from the date the Company became aware or ought to reasonably have become aware of the alleged infraction. This time limit may be exceeded in certain circumstances such as for accident/collision investigation which may involve outside third parties, where their investigation may exceed the time limits in this Article. (a) The Company reserves the right to remove employees from the workplace, without pay, pending a final decision, for issues of serious misconduct. In this case the Company will complete the investigation and make a final decision as quickly as possible. (b) Notwithstanding the foregoing, where the circumstances of a case are not considered serious in nature, an employee will not be removed from the Company’s service until an investigation into the alleged misconduct has been completed and the Union has had the opportunity to make representations to the Company on behalf of the affected employee, prior to discipline being rendered. The General Manager or designate will meet with the Union Representative to review all relevant information and material. 11.04 Letters of discipline (in...

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 ▇▇▇▇▇▇▇ 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. 21.01 No seniority employee will be disciplined, suspended or discharged without just cause. 21.02 When the employer carries out formal discipline against an employee, the following procedure must be followed: (a) When formal discipline is being issued to an employee, an authorized union representative shall be present. The company will also inform the employee and the Union of the allegation being made against the employee. The company will provide the employee with advance notice of the meeting and a reasonable period of time to speak with the authorized Union Representative prior to the commencement of the meeting. (b) When an employee receives any formal discipline, the notice shall be in writing and a copy of the notice shall be provided to the Union. (c) The strict requirements provided for in Article 21.02 (a) shall not apply when the misconduct is of such a nature that it would be inadvisable to retain the employee in the plant. In such case, the Company may immediately remove such employee from the premises, and a meeting shall be later held, if necessary, to issue or confirm any formal discipline, in accordance with Article 21.02(a). (d) The Company will issue the notice of discipline within seven (7) days from the date the alleged infraction became known or ought to have become known to the Company. A reasonable request to extend this timeline will not be denied by either party. 21.03 In administering discipline, the Company shall not rely on any past discipline which was given in excess of twelve (12) months prior, unless the past discipline resulted from a misconduct of same or similar nature to the event(s) or incident(s) for which current discipline is contemplated. However, in no case shall the company rely on past discipline which was given in excess of twenty-four (24) months prior to the current event(s) or incident(s). 21.04 The company will give the employee(s) access to their personnel/employment files upon request. The employee will provide at least 24 hours’ notice in writing to the Human Resources Manager. With the consent of the employee, an authorized union representative may be present to examine the files. 21.05 A grievance in respect of a suspension or discharged will be filed at Step 3 of the Grievance Procedure.