Common use of DISCHARGE AND DISCIPLINARY ACTION Clause in Contracts

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee, who has completed their probationary period, 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 excluding Saturdays, Sundays and holidays after the employee receives notice of the discharge or suspension. 10.02 An employee who has been dismissed without notice, while at work, may meet with their Union ▇▇▇▇▇▇▇ for a reasonable period of time, before leaving the University premises. 10.03 Any notice or record 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 Employees may review their personnel file, pro- vided that two (2) working days' notice (not including Saturdays, Sundays, and holidays) is given to the Human Resources Office. The employee or the Union may inquire as to the presence of any document in the employee's personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall confirm in writing that the document has been removed. Employees are entitled to be accompanied by a union representative to review their personnel file. 10.05 At any meeting where discipline will be imposed, management will notify the employee of their right to union representation. An employee who will be disciplined or discharged while at work may request the presence of a union representative. If such a request is made, the supervisor will send for a union representative without further discussion with the employee, and the union shall send a union representative immediately and without undue delay. It is acknowledged that suspensions with pay are non-disciplinary.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee, who has completed their probationary proba- tionary period, 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 excluding Saturdays, Sundays and holidays after the employee employ- ee receives notice of the discharge or suspension. 10.02 An employee who has been dismissed without notice, while at work, may meet with their Union ▇▇▇▇▇▇▇ for a reasonable period of time, before leaving the University premises. 10.03 Any notice or record of disciplinary action which is intended to form a part of an employee's ’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 employ- ee’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 Employees may review their personnel file, pro- vided provided that two (2) working days' ’ notice (not including Saturdays, SundaysSun- days, and holidays) is given to the Human Resources Office. The employee or the Union may inquire as to the presence of any document in the employee's ’s personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall confirm in writing that the document has been removed. Employees are entitled to be accompanied by a union representative repre- sentative to review their personnel file. 10.05 At any meeting where discipline will be imposed, management manage- ment will notify the employee of their right to union representationrep- resentation. An employee who will be disciplined or discharged dis- charged while at work may request the presence of a union representative. If such a request is made, the supervisor will send for a union representative without further discussion with the employee, and the union shall send a union representative repre- sentative immediately and without undue delay. It is acknowledged that suspensions with pay are non-disciplinarydisci- plinary.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee, who has completed their probationary period, 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 excluding Saturdays, Sundays and holidays after the employee receives notice of the discharge or suspension. 10.02 An employee who has been dismissed without notice, while at work, may meet with their Union ▇▇▇▇▇▇▇ for a reasonable period of time, before leaving the University premises. 10.03 Any notice or record of disciplinary action which is intended to form a part of an employee's ’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 ’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 Employees may review their personnel file, pro- vided provided that two (2) working days' ’ notice (not including Saturdays, Sundays, and holidays) is given to the Human Resources Office. The employee or the Union may inquire as to the presence of any document in the employee's ’s personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall confirm in writing that the document has been removed. Employees are entitled to be accompanied by a union representative to review their personnel file. 10.05 At any meeting where discipline will be imposed, management will notify the employee of their right to union representation. An employee who will be disciplined or discharged while at work may request the presence of a union representative. If such a request is made, the supervisor will send for a union representative without further discussion with the employee, and the union shall send a union representative immediately and without undue delay. It is acknowledged that suspensions with pay are non-non- disciplinary.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee, who has completed their probationary period, that they have been a discharged or suspended, suspended employee that the discharge or suspension was without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step One Two of the Grievance Procedure within fifteen five (155) working days excluding Saturdays, Sundays and holidays after the employee receives notice of the discharge or suspension. The Employer shall investigate and dispose of the matter within five (5) working days, failing which the employee shall be paid from the date of the suspension, provided the employee makes him/herself available for the investigation within the five (5) working day period. Such special grievance may be settled by: (a) confirming the Employer’s action to discharge or suspend the employee; or (b) reinstating the employee with full seniority and compensation for lost wages and benefits; or (c) any other arrangement, except loss of seniority, which in the opinion of the conferring parties, or the Arbitrator, is just and equitable. 10.02 No warning slip shall be held against the record of any employee for a longer period than twelve (12) months. Copies of written warnings and suspensions will be provided to the Plant Chairperson. 10.03 In the event of a disciplinary suspension, the suspension shall be voided after twelve (12) months from the date of issue. The Employer shall be disqualified from using all voided warnings and suspensions in the grievance or arbitration procedure. 10.04 An employee who has been dismissed without notice, while at work, may meet with their Union terminated has the right to see a ▇▇▇▇▇▇▇ for a reasonable period of time, time before leaving the University premises. 10.03 Any notice or record 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 Employees may review their personnel file, pro- vided that two (2) working days' notice (not including Saturdays, Sundays, and holidays) is given to both are at work at the Human Resources Office. The employee or the Union may inquire as to the presence of any document in the employee's personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall confirm in writing that the document has been removed. Employees are entitled to be accompanied by a union representative to review their personnel file. 10.05 At any meeting where discipline will be imposed, management will notify the employee of their right to union representationtime. An employee who has completed the probationary period and who has been terminated while not at work, will be disciplined or discharged while at work may request the presence of allowed to see a union representative. If such a request is made▇▇▇▇▇▇▇, the supervisor will send if so desired, for a union representative without further discussion with period of time not to exceed approximately ten (10) minutes at a time arranged by the employee, and the union shall send Employer during working hours. The purpose of this meeting will be to determine whether such terminated employee wants to file a union representative immediately and without undue delaygrievance. It is acknowledged understood that suspensions with pay if the Employer does not fulfil the above requirements, for any reason, such dismissal shall not be deemed to be null and void. 10.05 The Employer agrees to the concept of progressive discipline through a series of warnings. It is understood that the Employer will use such disciplinary action as is warranted by the severity of the action instigating the discipline. All final warnings shall be so indicated and a clear indication shall be given as to the nature of further disciplinary action. Demotion shall not be used as a form of discipline. 10.06 Employees shall be allowed access to their personnel files, provided that they have permission from their supervisor to visit the Human Resources office and have made an appointment to view the file. 10.7 Both the Employer and the Union are non-disciplinarydetermined to stamp out all kinds of verbal taunting, harassment, threats and physical confrontations between employees. As such, a “zero tolerance” policy exists. 10.8 If an employee alleged to have committed misconduct is called to give his/her side of the incident during the Employer’s investigation, or for a formal disciplinary meeting, he/she shall be entitled to have a union ▇▇▇▇▇▇▇ present.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee, who has completed their her probationary period, that they have she has 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 ten (1510) working days excluding Saturdays, Sundays and holidays after the employee receives notice of the discharge or suspension. 10.02 An employee who has been dismissed without notice, while at work, may meet with their her Union ▇▇▇▇▇▇▇ for a reasonable period of time, before leaving the University premises. 10.03 Any notice or record of disciplinary action which is intended to form a part of an employee's ’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 ’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 Employees may review their personnel file, pro- vided that two (2) working days' ’ notice (not including Saturdays, Sundays, and holidays) is given to the Human Resources Office. The employee or the Union may inquire as to the presence of any document in the employee's ’s personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall confirm in writing that the document has been removed. Employees are entitled to be accompanied by a union representative to review their personnel file. 10.05 At any meeting where discipline will be imposed, management will notify the employee of their her/his right to union representation. An employee who will be disciplined or discharged while at work may request the presence of a union representative. If such a request is made, the supervisor will send for a union representative without further discussion with the employee, and the union shall send a union representative immediately and without undue delay. It is acknowledged that suspensions with pay are non-disciplinary.