ARTICLE DISCIPLINE Sample Clauses

ARTICLE DISCIPLINE. An employee may be disciplined by oral or written reprimand, suspension with pay, suspension without pay, or discharge. No employee who has completed his probationary period shall be disciplined by written reprimand, by suspension without pay, or by discharge except for just cause. Performance reviews shall not be considered as written reprimands. An oral or written reprimand or suspension with pay may be administered by an employee's immediate supervisor. Suspension without pay or discharge may be administered by the Deputy Head, Acting Deputy Head, Chief Executive Officer, or Acting Chief Executive Officer of the employee's Department, Board, Commission, or Agency. Where an employee is disciplined by suspension or discharge, the Employer shall, within ten working days from the date of such discipline, provide the employee with written reasons for such disciplinary action including any relevant dates. A suspension without pay shall be for a specified period of time. A suspension without pay or discharge shall be effective on the date the employee is given oral notice or notice in writing by personal service, or the postmarked date of the letter when notice is given by registered mail. Failure of the Employer to provide such written reasons as required by clause shall result in immediate reinstatement of the employee. Where an employee alleges that he has been suspended or discharged in violation of clause he may within twenty (20) days of the date of his suspension or discharge invoke the grievance procedure including adjudication as set out in this agreement and for the purpose of a grievance alleging violation of clause he shall lodge his grievance at the final level of the grievance procedure. The employee shall, when grieving a disciplinary action, state the nature of each act or omission complained of and should include where relevant such reference to the statute, regulation, departmental order, collective agreement or arbitral award alleged to have been violated or misinterpreted as well as the nature of the alleged violation or misinterpretation. Where it is determined that an employee has been disciplined by suspension without pay or by discharge in violation of Article then the employee shall be immediately reinstated in his former position without loss of seniority or any other benefit which would have accrued to him if he had not been suspended or discharged. One of the benefits which he shall not lose is his regular pay during the period of s...

ARTICLE DISCIPLINE. The parties agree that the Employer has the right to discipline and discharge for just cause. The purpose of discipline is corrective as opposed to punitive.

ARTICLE DISCIPLINE. The imposition of discipline without just cause by the Division or any agent thereof in the form of written with or without pay, shall be subject to the following provisions:

ARTICLE DISCIPLINE. The Employer shall advise the employee writing of its decision to discipline within ten (10) working days of its knowledge of the incident or completion of its investigation, whichever is later. Where the Employer presents an employee with a disciplinary letter, the employee may, at his option, request a Union ▇▇▇▇▇▇▇ to be present at that time. In any event, the Union shall receive a copy of the disciplinary letter within three ( 3 ) working days thereafter. A disciplinary measure becomes null and void

ARTICLE DISCIPLINE. Of a meeting the an is held for the put pose discipline the will advise the employee concerned of his right to union representation and, when requested by the a ▇▇▇▇▇▇▇ or Chief ▇▇▇▇▇▇▇ shall invited by management to be present at said meetings. The agrees to as prior notice as circumstances permit to the ▇▇▇▇▇▇▇ or Chief ▇▇▇▇▇▇▇ concerned of any dismissal, suspension or demotion of. any employee for disciplinary reasons. The agrees to provide the and if by the his ▇▇▇▇▇▇▇., with written notification of the of , demotion and the reasons for at the time it is taken or soon thereafter Letters or of a disciplinary nature in an employee’s file shall normally cancelled after thirty-six months, unless during this thirty-six month the employee receives any additional disciplinary notices, Grievances Involving Interpretation, Alleged Violation or Dismissal Should any differences arise between the and the or any of members thereof employed by the as to the interpretation or alleged violation of any Of the of this Agreement or a , it is agreed that there shall no stoppage of work but a final and binding settlement of any such shall arrived at in the following manner: Within twenty working days from the aggrieved the or ▇▇▇▇▇▇▇ (at the employee’s shall discuss the grievance with the employee’s immediate Supervisor If a a satisfactory us or settlement is not received within two working days, the employee may proceed to Step Within working days of the aggrieved action, the employee or his shall present the grievance in writing to person designated as the Second Level Manager concerned, stating the agreement provision allegedly violated. If a reply, satisfactory ad j or settlement is nut received within five working days from the date on which the grievance was presented at this step, the employee may proceed to Step Three. Within ten working days from the expiration of the day period referred to in Step Two, the employee or his representative may present his grievance in writing to the Department Bead. The disposition of the grievance at Step Two and replies must y the grievance . If a reply, a satisfactory adjustment or is not received within five working days the date on which the grievance was presented at this step, the employee may proceed to Step At this Step Three, the Union shall have the right to initiate a as to the interpretation or alleged violation of any terms of this Agreement or a directly affecting sever al or when more than one immediate supervisor is...

ARTICLE DISCIPLINE. An employee may only be disciplined for just cause. When an employee is required to attend a meeting to discuss conduct for which the Employer is considering discipline or termination, the employee is entitled to have, at his or her request, a union representative present.

ARTICLE DISCIPLINE. No Officer shall receive a written reprimand or warning, be suspended or be dismissed, except forjust cause. The Company, when dismissing an Officer shall give that Officer notice in writing of dismissal and the reasons for the dismissal. The Company agrees not to introduce as evidence in a hearing related to disciplinary action any document the file of an Officer, the existence of which the Officer was not aware at the time of filing or within a reasonable period thereafter. Disciplinary information which may have been placed in the personnel file of an Officer shall not be relied on for disciplinary purposes after thirty (30)months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. Upon written request of an Officer, the personnel file of that Officer shall be made available once per year for the examination in the presence of an authorized representative of the Company. Refusal of any Officer to work as directed or to obey lawful orders of superior Officers may be grounds for dismissal. Any Officer who leaves a vessel without being properly relieved will forfeit job with the Company. The Guild agrees to cooperate with the Company to instruct each Officer to assist and to cooperate with the Master and Company Executives to maintain discipline on board ship.

ARTICLE DISCIPLINE. An Employee who commits offences while at work, such as (but not limited to) intoxication, insubordination, theft, false reporting of time, consistent absenteeism, physical altercation, or violation of a confidentiality agreement or the Employer’s internet agreement shall be subject to dismissal. In circumstances where dismissal is not deemed appropriate by the Employer, other disciplinary measures, at the discretion of the Employer, may be administered. Employees who may be dismissed, suspended, demoted, placed on disciplinary probation, reprimanded, discharged or otherwise disciplined by the Employer shall be advised by the Employer of the cause for the same in writing, and may present an argument with the support of the Union ▇▇▇▇▇▇▇ if so desires. Dismissal notices are to be signed by the Employer‘s Representativewith a copy thereof provided to the Union.

ARTICLE DISCIPLINE. Employees and supervisors are encouraged to have open discussions on matters of concern as a means of resolving potential conflict. Whenever a supervisor deems it necessary to meet with an employee on matters which may result in disciplinary action, the supervisor shall advise the employee of the purpose of the meeting and will provide sufficient time to allow the employee the option of being accompanied by their shop ▇▇▇▇▇▇▇. The supervisor shall issue a written expression of dissatisfaction or a notice of discipline concerning the employee's work within ten working days of becoming aware of the circumstances giving rise to the discipline, or upon completion of an investigation into the circumstances. At the onset, the employee and the Union will be informed in writing as to the approximate duration of the investigation. Any meetings concerning the forgoing will be conducted in private, giving due regard to the dignity of the employee. A copy of any letter or notice issued as a result of this procedure will be provided to Local Group Vice and the National Representative. An employee shall have the right, upon reasonable notice, to have access to and review their personnel file and shall have the right to respond in writing to any document contained therein. The employee's written response shall become a part of their permanent personnel record and will be produced at any time the documents in contention are presented for consideration.