Common use of DISCHARGE AND DISCIPLINARY ACTION Clause in Contracts

DISCHARGE AND DISCIPLINARY ACTION. ‌ 10:01 A claim by an employee that they have been discharged or suspended without just cause shall be a proper subject for a grievance if a written statement of such grievance is lodged at Step One of the grievance procedure within fifteen (15) working days after the employee receives notice of the discharge or suspension. (a) An employee who will be disciplined or discharged while at work will be notified of their right to have a Union ▇▇▇▇▇▇▇ attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇, the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. (b) Where an employee is required by their manager to participate in a meeting to investigate a matter which will likely lead to disciplinary action the employee will be notified of their right to have a Union ▇▇▇▇▇▇▇ attend such a meeting. If the employee requests representation by a Union ▇▇▇▇▇▇▇, the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. The University will inform the employee of the day, time, location, and general purpose of the meeting. The University will provide information to the employee on accessing the Employee and Family Assistance Program. 10:03 Any notice of disciplinary action which is intended to form a part of an employee’s employment record shall be given in writing with a copy to the Union. All such notices or records shall be permanently removed from the employee’s file when twenty-four (24) months have elapsed since the date of issue, provided there has been no recurrence of a similar infraction. 10:04 The University will inform the Union when an employee is placed on administrative leave.

DISCHARGE AND DISCIPLINARY ACTION. ‌ 10:01 A claim by 8.01 Where an employee's work is considered to be unsatisfactory, the Manager shall first interview the employee that they have been discharged or suspended without just cause in the presence of a Union Officer and give him reasonable time, which shall be a proper subject for a grievance if a written statement of such grievance is lodged at Step One of the grievance procedure within fifteen (15) working days after the employee receives notice of the discharge or suspension. (a) An employee who will be disciplined or discharged while at work will be notified of their right specified, to have a Union ▇▇▇▇▇▇▇ attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇, the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. (b) Where an employee is required by their manager to participate in a meeting to investigate a matter which will likely lead to disciplinary action the employee will be notified of their right to have a Union ▇▇▇▇▇▇▇ attend such a meeting. If the employee requests representation by a Union ▇▇▇▇▇▇▇, the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delayshow improvement. The University will inform the employee of the day, time, location, and general purpose of the meeting. The University will provide information to the employee on accessing the Employee and Family Assistance Program. 10:03 Any notice of disciplinary action which is intended to form a part of an employee’s employment record Manager shall be given specify in writing with what is considered unsatisfactory concerning the employee's work and shall give a copy to the Union. All such notices or records Management shall not take disciplinary action without first warning the employee in the presence of a Union Officer. 8.02 If it is necessary to notify an employee of any disciplinary action being taken against him, this shall be permanently removed from done in the employee’s file when presence of a Union Officer. The Employer and the Union agree that disciplinary penalties shall not be imposed unreasonably or unjustly. 8.03 Before any employee is discharged for cause, the Chairman of the Grievance Committee shall be notified, and the employee will be given the opportunity to consult with his Union Officer before leaving the premises. Any grievance in a discharge case shall be filed at Step 2 of the Grievance Procedure within five (5) working days of the discharge. An employee whom the Company intends to suspend or discharge shall be retained at work or paid until a meeting to discuss the case is held between the Company and the Union. The meeting will be held within twenty-four (24) months have elapsed since hours. Grievances involving employees who are retained at work or paid under this provision will be handled through the date of issue, provided there expedited arbitration procedure. 8.04 If it is determined or agreed at any step in the Grievance Procedure including arbitration that any employee has been disciplined or discharged unjustly, the Employer shall put him back on his job with no recurrence loss of seniority and shall pay the employee the amount he would have earned had he been working, or by any other arrangement as to compensation which is just and equitable in the opinion of the parties or in the opinion of a similar infractionboard of arbitration. 10:04 The University will inform the Union when 8.05 Upon reasonable request, an employee is placed on administrative leaveentitled to review the contents of his/her personnel file. Employees who have reviewed their personnel files will not be considered in any way to have agreed or accepted the contents of such files.

DISCHARGE AND DISCIPLINARY ACTION. ‌10.01 The Company and Union agree that no formal reprimand be received publicly. A Union Representative shall be present if requested by the employee being disciplined. 10:01 A claim by 10.02 When an employee that they have has been discharged or suspended dismissed without just cause shall be a proper subject for a grievance if a written statement of such grievance is lodged at Step One of the grievance procedure within fifteen (15) working days after notice, the employee receives notice of shall have the discharge or suspension. (a) An employee who will be disciplined or discharged while at work will be notified of their right to have a Union union ▇▇▇▇▇▇▇ attend such present during the meeting with the Company. Following a meeting in which such discipline or discharge will be issued. If for notice of termination with the Company, the employee requests representation by shall have the right to a Union ▇▇▇▇▇▇▇, confidential discussion of not more than thirty (30) minutes with the University will send for a Union union ▇▇▇▇▇▇▇ without undue delay only in an area/office designated by the Company. 10.03 The purpose of this procedure is to ensure consistent and without further discussion fair application of discipline for infractions inappropriate in the work environment. When an infraction necessitates discipline, the following procedure will be followed: 1. The first infraction will result in a verbal warning. A written and acknowledged record will be kept in the personnel file and by the supervisor. 2. Written warnings will result from any second infraction. Written warnings will be retained in the personnel file and by the supervisor. The Union and the employee will receive a copy. 3. Any third infraction will result in a written warning and an automatic suspension. The duration of the matter with suspension will be for a period deemed appropriate by the employee concernedCompany in relation to the severity of the infraction. A written copy of the disciplinary action will be given to the Union, and the employee, and will be retained by the Company in the personnel file. 4. Termination or Long Term Suspension will result from a fourth infraction. If requestedlong term suspension is assessed, the Union shall send termination will be automatic for any future infraction. A written warning will be issued should suspension be assessed. Disciplinary notices will be cumulative in nature. Action will be taken on any combination of warnings within a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. twelve (b12) month period. Where an employee is required by their manager to participate in has had no disciplinary actions for a meeting to investigate a matter which will likely lead to disciplinary action the employee continuous twelve (12) month period, all disciplines will be notified of their right to have a removed from that employee’s record. The Union ▇▇▇▇▇▇▇ attend such a meetingrecognizes that the Plant Rules and Disciplinary Procedures as revised and issued effective May 1st, 2003, are reasonable and provide due process. If Any existing rule or procedure will continue in effect unless changed by the employee requests representation by a Union ▇▇▇▇▇▇▇, the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion re-issue of the matter Plant Rules, in discussions with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. The University will inform the employee of the day, time, location, and general purpose of the meeting. The University will provide information to the employee on accessing the Employee and Family Assistance ProgramUnion. 10:03 Any notice of disciplinary action which is intended to form a part of an employee’s employment record shall be given in writing with a copy to the Union. All such notices or records shall be permanently removed from the employee’s file when twenty-four (24) months have elapsed since the date of issue, provided there has been no recurrence of a similar infraction. 10:04 The University will inform the Union when an employee is placed on administrative leave.

DISCHARGE AND DISCIPLINARY ACTION. ‌ 10:01 9.01 A claim by an employee who has successfully completed the probationary period that they have he has been unjustly suspended or discharged or suspended without just cause shall be a proper subject for treated as a grievance if a written statement of such grievance is lodged submitted by the employee at Step One of the grievance procedure 3 within fifteen five (155) working days after the employee receives notice date of the discharge suspension or suspensiondischarge. (a) An 9.02 Any disciplinary notice which is provided to an employee who shall be signed by the employee for the sole purpose of acknowledging receipt. 9.03 Employees will be disciplined or discharged while granted access to their personnel files provided the employee gives at work will least twenty-four (24) hours’ notice in writing to the Personnel Department. The employee may be notified of their right to have accompanied by a Union ▇▇▇▇▇▇▇ attend such and must be accompanied by a member of the Personnel Department. The meeting will take place after the employee’s work hours. 9.04 When a meeting in which such is scheduled to issue a discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇may lead to discipline, the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. (b) Where an employee is required by their manager to participate in a meeting to investigate a matter which will likely lead to disciplinary action person of the employee will be notified of their right to have a Union employee’s choice shall attend the meeting. If the ▇▇▇▇▇▇▇ attend such a meeting. If is not immediately available the employee requests representation by may elect any other member of the bargaining unit. The employee shall be advised of this right before the meeting begins. 9.05 In the event of an employee being discharged, he shall be allowed to confer with his Shop ▇▇▇▇▇▇▇ in private for a period of not more than fifteen (15) minutes before leaving the premises after having obtained the permission of the immediate supervisor which shall not be unreasonably withheld. 9.06 A copy of any written reprimand/suspension/dismissal will be given to both the Union and the Shop ▇▇▇▇▇▇▇, . It is understood that a failure to comply with this provision will not affect the University will send for a Union ▇▇▇▇▇▇▇ without undue delay and without further discussion validity of the matter with the employee concerned. If requestedwritten reprimand, the Union shall send notice of suspension or dismissal and will not be used as a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay. The University will inform the employee of the day, time, location, and general purpose of the meeting. The University will provide information to the employee on accessing the Employee and Family Assistance Programmitigating circumstance. 10:03 Any notice of 9.07 Each disciplinary action which is intended given to form a part of an employee’s employment record shall be given employee will remain in writing with a copy to the Union. All such notices or records shall be permanently removed from effect on the employee’s file when twenty-four personnel record for a period of six (246) months have elapsed since for verbal, twelve (12) months for written, and eighteen (18) months for suspensions, from the date of issue, provided there has been no recurrence each disciplinary action. The Employer will apply discipline as soon as possible after full awareness and investigation of a similar infractionthe incident. 10:04 The University will inform the Union when an employee is placed on administrative leave.