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 (including adverse reports) and written disciplinary notices will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this period. When this has occurred the disciplinary record will not be used against the employee in any manner. In the case of a preventable accident/collision, discipline will be removed after twenty four (24) months from the date it was imposed, provided no further preventable accident/collision occurred during this period. 11.05 An employee’s reply to a complaint, accusation or expression of dissatisfaction will become part of his/her record. Failure to grieve previous discipline or to pursue a grievance to arbitration will not be considered an admission that the discipline was justified. 11.06 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and void. 11.07 The parties may extend any timelines in this Article by written mutual agreement. 11.08 Employees will have reasonable access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
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) particulars being made against the employee. .
(b) In any allegation or complaint concerning an employee the Company will advise the Union of the specific details of the complaint or allegation.
(c) The Company will provide the employee with a reasonable period of time to talk to his/her their 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.
(cd) 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.
(de) 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 accident 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 (including adverse reports) and written disciplinary notices will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this period. When this has occurred the disciplinary record will not be used against the employee in any manner. In the case of a preventable accident/collision, discipline will be removed after twenty four (24) months from the date it was imposed, provided no further preventable accident/collision accidents occurred during this period.
11.05 An employee’s reply to a complaint, accusation or expression of dissatisfaction will become part of his/her record. Failure to grieve previous discipline or to pursue a grievance to arbitration will not be considered an admission that the discipline was justified.
11.06 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and void.
11.07 The parties may extend any timelines in this Article by written mutual agreement.
11.08 Employees will have reasonable not be unreasonably denied access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.
Appears in 1 contract
Sources: Collective Agreement
Administration of Discipline. 11.01 20.01 No employee will be disciplined, suspended or discharged without just cause.
20.02 When the Company is considering disciplinary action against an employee, the following procedures must be followed;
(a) The Company maintains the right to discipline for cause;.
(b) The Company will provide the employee with the opportunity to have his or her Union Representative present at any disciplinary hearing or investigation meeting. The Company will establish the date and time for the meeting. At the meeting, the Company will inform the employee and the Union of the allegation being made against the employee.
(c) An employee will must 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 meeting will inform the employee and his/her not begin until a 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 employeeis present. The Company will provide the employee with a reasonable period of time to talk to his/his or 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.
(cd) Any notice of discipline, suspension or discharge issued by the Company will be confirmed in writing and writing. It will include the reasons for the Company’s decision. A copy of the notice will also be given to the Union Representative.
(de) The Company will issue the notice of discipline within seven five (75) working days from the date such discipline was assessed to 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 Articleemployee.
(a) 20.03 The Company reserves the right to remove employees any employee from the workplace, without pay, pending a final decision, premise for issues of serious misconductany disciplinary reason immediately. In this case the The Company will complete schedule the investigation and make a final decision as quickly as possibledisciplinary meeting within one (1) working day of the employee being sent home.
(b) Notwithstanding 20.04 Letters of reprimand, adverse reports or written disciplinary notices, will remain against the foregoing, where the circumstances record 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 for a period of the affected employeetwelve (12)months, 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 (including adverse reports) and written disciplinary notices after which time it will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this periodremoved. When this has occurred the disciplinary record will not be used against the employee in any manner. In the case Letters of a preventable accident/collisionreprimand, discipline adverse reports or written disciplinary notices will be removed after twenty four (24) months from maintained in the date it was imposed, provided no further preventable accident/collision occurred during this periodemployment file of each employee.
11.05 An 20.05 The Company will give employee’s reply access to their personnel/employment files upon request. The employee will provide at least twenty-four 24 hours notice to the Production Manager. With the written consent of the employee, a complaint, accusation or expression of dissatisfaction will become part of his/her record. Union Representative may be present to examine the files.
20.06 Failure by the Union to grieve previous discipline a disciplinary action or to pursue a grievance to arbitration will is not be considered an admission that the discipline was justified.
11.06 20.07 The parties may extend the timelines in this Article by written mutual agreement.
20.08 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and voidvoid from the beginning.
11.07 The parties may extend any timelines in this Article by written mutual agreement.
11.08 Employees will have reasonable access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.
Appears in 1 contract
Sources: Collective Agreement
Administration of Discipline. 11.01 11.1 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 eight (7) 8) 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 an 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 Company will not prevent the Union Representative from properly fulfilling their obligation to investigate. The union will not delay the Company decision to remove the employee from the Company’s service. The General Manager or designate will meet with the Union Representative to review all relevant information and material.
11.04 11.4 Letters of discipline (including adverse reports) and written disciplinary notices will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this period. When this has occurred the disciplinary record will not be used against the employee in any manner. In the case of a preventable accident/collision, discipline will be removed after twenty four (24) months from the date it was imposed, provided no further preventable accident/collision occurred during this period.
11.05 11.5 An employee’s reply to a complaint, accusation or expression of dissatisfaction will become part of his/her record. Failure to grieve previous discipline or to pursue a grievance to arbitration will not be considered an admission that the discipline thediscipline was justified.
11.06 11.6 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and void.
11.07 11.7 The parties may extend any timelines in this Article by written mutual agreementmutualagreement.
11.08 11.8 Employees will have reasonable access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours hours’ notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.
Appears in 1 contract
Sources: Collective Agreement
Administration of Discipline. 11.01 20.01 No employee will be disciplined, suspended or discharged dis- charged without just cause.
20.02 When the Company is considering disciplinary action against an employee, the following procedures must be followed;
(a) The Company maintains the right to discipline for cause;.
(b) The Company will provide the employee with the opportunity to have his or her Union Representa- tive present at any disciplinary hearing or inves- tigation meeting. The Company will establish the date and time for the meeting. At the meeting, the Company will inform the employee and the Union of the allegation being made against the employee.
(c) An employee will must be accompanied by a Union Representative when called to a meeting where discipline may be the outcome or when interviewed inter- viewed in the course of any disciplinary investigation investi- gation or proceeding. The Company meeting will inform the employee and his/her not begin until a 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 employeeis present. The Company will provide the employee with a reasonable rea- sonable period of time to talk to his/his or 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.
(cd) Any notice of discipline, suspension or discharge issued by the Company will be confirmed in writing and writ- ing. It will include the reasons for the Company’s decisionde- cision. A copy of the notice will also be given to the Union Representative.
(de) The Company will issue the notice of discipline within seven five (75) working days from the date such discipline was assessed to 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 Articleemployee.
(a) 20.03 The Company reserves the right to remove employees any em- ployee from the workplace, without pay, pending a final decision, premise for issues of serious misconductany disciplinary reason im- mediately. In this case the The Company will complete schedule the investigation and make a final decision as quickly as possibledisciplinary meeting within one (1) working day of the employee being sent home.
(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 20.04 Letters of discipline reprimand, adverse reports or written disci- plinary notices, will remain against the record of an em- ployee for a period of twelve (including adverse reports) and written disciplinary notices 12)months, after which time it will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this periodremoved. When this has occurred the disciplinary record will not be used against the employee employ- ee in any manner. In the case Letters of a preventable accident/collisionreprimand, discipline adverse reports or written disciplinary notices will be removed after twenty four (24) months from maintained in the date it was imposed, provided no further preventable accident/collision occurred during this periodemployment file of each employee.
11.05 An 20.05 The Company will give employee’s reply access to their per- sonnel/employment files upon request. The employee will provide at least twenty-four 24 hours notice to the Production Manager. With the written consent of the employee, a complaint, accusation or expression of dissatisfaction will become part of his/her record. Union Representative may be present to examine the files.
20.06 Failure by the Union to grieve previous discipline a disciplinary action or to pursue a grievance to arbitration will is not be considered an admission that the discipline was justified.
11.06 20.07 The parties may extend the timelines in this Article by written mutual agreement.
20.08 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and voidvoid from the beginning.
11.07 The parties may extend any timelines in this Article by written mutual agreement.
11.08 Employees will have reasonable access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.
Appears in 1 contract
Sources: Collective Agreement
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 an 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 (including adverse reports) and written disciplinary notices will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this period. When this has occurred the disciplinary record will not be used against the employee in any manner. In the case of a preventable accident/collision, discipline will be removed after twenty four (24) months from the date it was imposed, provided no further preventable accident/collision occurred during this period.
11.05 An employee’s reply to a complaint, accusation or expression of dissatisfaction will become part of his/her record. Failure to grieve previous discipline or to pursue a grievance to arbitration will not be considered an admission that the discipline was justified.
11.06 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and void.
11.07 The parties may extend any timelines in this Article by written mutual agreement.
11.08 Employees will have reasonable access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.
Appears in 1 contract
Sources: Collective Agreement
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) particulars being made against the employee. .
(b) In any allegation or complaint concerning an employee the Company will advise the Union of the specific details of the complaint or allegation.
(c) The Company will provide the employee with a reasonable period of time to talk to his/her their 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.
(cd) 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.
(de) The Company will issue discipline within seven eight (7) 8) 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 accident 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 (including adverse reports) and written disciplinary notices will be removed from an employees personnel file after twelve (12) months from the date it was imposed, provided no further discipline was imposed during this period. When this has occurred the disciplinary record will not be used against the employee in any manner. In the case of a preventable accident/collision, discipline will be removed after twenty four (24) months from the date it was imposed, provided no further preventable accident/collision accidents occurred during this period.
11.05 An employee’s reply to a complaint, accusation or expression of dissatisfaction will become part of his/her record. Failure to grieve previous discipline or to pursue a grievance to arbitration will not be considered an admission that the discipline was justified.
11.06 The timelines and provisions as set out in this Article are mandatory. Failure by the Company to comply with any of these provisions without the mutual agreement of the Union will render the discipline null and void.
11.07 The parties may extend any timelines in this Article by written mutual agreement.
11.08 Employees will have reasonable not be unreasonably denied access to their personnel/employment files upon request. The employee will provide at least forty eight (48) hours notice to the General Manager. With the written consent of the employee, a Union Representative may be present to examine the files.eight
Appears in 1 contract
Sources: Collective Agreement