DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator. (b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee. (a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto. (b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. (c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 5 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given emailed to the Union Office within as soon as possible, but no more than seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment arising from Harassment or Violence in the Workplace shall not be subject to this clauseprovision.
Appears in 4 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, suspension shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violenceViolence/harassment Harassment shall not be subject to this clause.
Appears in 4 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No Each employee who has acquired seniority must be provided in writing with all notations of derogatory or disciplinary action, which are to be placed on the employee records. Unless such notation is made in writing to the employee, the Board will not use such incident as part of the employee’s past record to justify a later disciplinary action. Such notice must be given to the employee within ten (10) working days of the discovery of the occurrence-giving rise to the action. In such cases, the President of the Union shall be discharged notified by mail that the employee has been disciplined or disciplined except for just and sufficient causereceived a derogatory notation. Discharge Any written reply made by an employee to a derogatory notation, disciplinary action or discipline grievances may performance appraisal shall be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable included in the opinion employee’s personnel file provided such reply is received by the Board within ten (10) working days of the parties or occurrence. The time limits in 12.01 shall be observed hereto, except where an Arbitratorextension of such time limits is mutually agreed upon.
(b) The Owner agrees Notwithstanding 12.01 (a) above, in the event that whenever an interview investigation is held with deemed necessary by the Board, and/or the Police, the CAS or any other outside agency, the Board shall notify the employee in writing that an investigation is being conducted. Such notice shall include the general nature of the investigation and a copy of the letter shall be sent to the President of the Union.
12.02 If an employee regarding his work who has attained seniority is discharged, demoted or conduct which becomes part of his record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by suspended and the employee feels that the employee has been unjustly discharged, demoted or suspended, then the case may be taken up as a grievance. If such a grievance is undertaken, it shall begin at Step No. 2, provided that such grievance is submitted in writing to the Manager, Employee Relations within five (5) working days of the discharge, demotion or suspension.
12.03 When an employee is to be present. The party representing disciplined in writing or discharged, the Union will leave the meeting if requested to leave by the employee.employee shall:
(a) All disciplinary warnings be so advised by the supervisor or reprimands which are placed in an employee's record and all notices a senior member of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.management;
(b) A disciplinary warning be advised of the time and place of the discipline or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.termination meeting;
(c) Disciplinary warnings and/or reprimands which pre-date be accompanied by the President of the Union or designate;
(d) be given the reasons for the discipline or discharge at such meeting.
12.04 An employee may request in writing to the Manager, Employee Relations to have a written warning removed from the employee's personnel record after two years, providing no subsequent written warning or disciplinary action by more than one has been placed on the employee's personnel record in the intervening two (12) year period. The decision of the Manager, Employee Relations shall not be adduced final and binding and communicated in evidence against an employee in any subsequent disciplinary proceedings in which writing to the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clauseemployee.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No A. The Employers agree that they shall not discipline or discharge an employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his recordB. An employee, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspensionupon request, shall be in writing and shall contain the reason for the warning, reprimand, suspension entitled to representation by an FOPLC/Association representative at any hearing or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings meeting in which the employee is involvedin attendance and which is conducted by the Employers where such hearing or meeting may reasonably lead to the disciplinary suspension or discharge of such employee.
(c) Disciplinary warnings and/or reprimands C. An employee who has been discharged may consult with his FOPLC/Association representative before he is required to leave the premises, provided that such consultation is conducted in a manner which pre-date will not interfere with the general public or the Employer's operations.
D. An employee who is given a disciplinary action by warning notice, disciplinary suspension or discharge shall receive such notification in writing. For informational purposes only, the FOPLC/Association shall be given a copy of such suspension or discharge notices.
E. An employee shall be entitled to personnel information in accordance with the Employee Right to Information Statute.
F. If an employee's work record is free of discipline for a period of two (2) years, the Employer will not take into account any prior infractions more than one two (12) year years old when imposing discipline.
G. The FOPLC acknowledges that counseling memoranda may be utilized by the Employer to communicate job deficiencies to employees. Counseling Memoranda shall not be adduced in evidence against an employee in any subsequent construed as disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment action and shall not be subject to this clausethe grievance arbitration procedure set forth in the Collective Bargaining Agreement. Counseling memoranda shall not remain in effect for more than six (6) months from the date it is issued.
H. In the event that an employee is going to be suspended, the employer may offer to have the employee forfeit accrued time off in lieu of serving the unpaid suspension.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, suspension shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.be
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violenceViolence/harassment Harassment shall not be subject to this clause.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violenceViolence/harassment Harassment shall not be subject to this clause.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this his clause.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the CompanyEmployer’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner Employer agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given emailed to the Union Office within as soon as possible, but no more than seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment arising from Harassment or Violence in the Workplace shall not be subject to this clauseprovision.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s 's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area Representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 2 contracts
Sources: Franchise Agreement, Franchise Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of an ArbitratorArbitrator if the matter is referred to it.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings involved save and except that discipline related to harassment and/or reprimands dealing with violence/harassment violence in the workplace shall not be subject to this clause.remain on an employee’s file for twenty-four
Appears in 1 contract
Sources: Scholarship Agreement
DISCHARGE AND DISCIPLINE. (a) No Each employee who has acquired seniority shall must be discharged provided in writing with all notations of derogatory or disciplined except for just and sufficient causedisciplinary action, which are to be placed on the employee records. Discharge or discipline grievances may be settled by confirming Unless such notation is made in writing to the Company’s decision or by reinstating employee, the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion Board will not use such incident as part of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, employee’s past record to justify a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be presentlater disciplinary action. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall Such notice must be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven ten (71O) working days of the incident giving discovery of the rise thereto.
to the action. In such cases, the President of the Union shall be notified by mail that the employee has been disciplined or received a derogatory notation. Any written reply made by an employee to a derogatory notation, disciplinary action or performance appraisal shall be included in the employee’s personnel file provided such reply is received by the Board within ten working days of the occurrence. The time limits in shall be observed hereto, except where an extension of such time limits is mutually agreed upon. Notwithstanding (ba) A disciplinary warning above, in the event that an investigation is deemed necessary by the Board, the Police, the CAS or reprimand which is not any other outside agency, the Board shall notify the employee in writing that an investigation is being conducted. Such notice shall not include the general nature of the investigation and a copy of the letter shall be adduced in evidence against sent to the President of the Union. If an employee in any subsequent disciplinary proceedings in which who has attained seniority is discharged, demoted or suspended and the employee feels that the employee has been unjustly discharged, demoted or suspended, then the case may be taken up as a grievance. If such a grievance is involved.
undertaken, it shall begin at Step No. provided that such grievance is submitted in writing to the Manager, Employee Relations within five (c5) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against working days of the discharge, demotion or suspension. When an employee is to be disciplined in any subsequent disciplinary proceedings in which writing or discharged, the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.shall:
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged dis- charged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to cor- rect inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Employer(s) decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of an Arbitrator.
(b) The Owner Employer(s) agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area Representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's ’s record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension sus- pension or discharge. One copy shall be given to the employee em- ployee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing writ- ing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent sub- sequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Franchise Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a the Union Area Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) 10.01 No employee who has acquired seniority bargaining unit member shall be disciplined or discharged without just cause.
10.02 There shall be a representative of the Association at any meeting where the member is disciplined or discharged unless the bargaining unit member declines such representation. The bargaining unit member shall be informed by the Board in advance of the meeting of its purpose, and of his/her rights to representation. The A.P.S.S.P. Chapter President shall be notified at the same time as the member.
10.03 A bargaining unit member discharged, suspended, or disciplined shall be advised in writing of the reason for such action within five (5) working days of the imposition of discipline, and the President of the Association shall be given a copy within twenty‐four (24) hours.
10.04 A claim by a bargaining unit member that she/he has been wrongfully discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled under the grievance procedure (ARTICLE VIII), including Arbitration (ARTICLE IX). Discharge grievances shall commence at STEP TWO. Any other discipline grievances shall commence at STEP ONE.
10.05 Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated by confirming the Company’s decision or by reinstating the discharged or suspended employee Board with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which the time lost. It is just and equitable understood that this clause does not limit the full powers of an arbitration board as provided for in the opinion of the parties or an ArbitratorLabour Relations Act.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, suspension shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (71) days of the incident giving rise thereto.copy
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violenceViolence/harassment Harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an ArbitratorArbitrator if the matter is referred to one.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year year, five (5) years in the case of discipline for workplace violence and/or harassment, shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to cooperate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitratorof a Board of Arbitration if the matter is referred to it.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/save and except that discipline related to harassment shall not be subject to this clauseand violence in the workplace will remain on an employee’s file for twenty-four (24) months.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. 3.1. Employees shall not be discharged, suspended or otherwise disciplined by the Employer without just cause after completing a trial or probationary period of sixty-five (a65) No days of actual work. Employees hired shall not be discharged, suspended or otherwise disciplined by the Employer without just cause after completing a trial or probationary period of sixty-five (65) days of actual work.
3.2. The Employer shall give any employee who has acquired seniority shall be discharged or disciplined except a written statement of the grounds for just and sufficient cause. Discharge the discharge or discipline grievances may be settled by confirming within a reasonable period of time not to exceed seven (7) working days after the Company’s decision discharge or by reinstating discipline. The Employer shall provide the discharged or suspended employee Union with full compensation for lost a copy of any such statement at the same time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) 3.3. The Owner Employer agrees that whenever to administer discipline progressively for non-serious disciplinary issues. The steps shall be verbal documented, written warning, written warning w/a suspension and termination, all similar in nature. Any warning notices entered into an interview is held with an employee regarding his work or conduct which becomes part employee’s personnel file shall not be considered for purposes of his recordassessing discipline after a
3.4. Before imposing any discipline, a the Employer, at the employee’s request, shall first notify the employee’s Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who and shall allow the Union ▇▇▇▇▇▇▇ to be present when the discipline is at work chosen by issued, if the employee Union ▇▇▇▇▇▇▇ is available during the particular shift. A Union ▇▇▇▇▇▇▇ in the employee’s building shall be presentpermitted reasonable time off necessary to provide representation to employees without loss of pay, whenever these meetings occur within the employee’s building. The party representing Union shall provide the Employer the name(s) of the Union ▇▇▇▇▇▇▇(s) at each location in writing, and will leave provide the meeting if requested to leave by Employer with written updates of such information whenever there is a change of ▇▇▇▇▇▇▇ at any location. In addition, the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, Union shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given promptly provide such information to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise theretoupon its written request.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co- operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s 's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitratorof a Board of Arbitration if the matter is referred to it.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area Representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more Other than one discipline arising from Harassment or Violence in the Workplace, all discipline will be removed from an employee’s file twelve (112) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which months after the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.discipline was issued
Appears in 1 contract
Sources: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. Discharge The Un ion agrees to cooperate in an endeavor to c o rrect inefficiencies of employees which might necessitate disciplinary action. Discharg e or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timeful l compensationfor time lost, less interim earnings interimearnings if applicable, or by any other arrangement which wh ich is just and equitable in the opinion of theparties or of a single Arbitrator if the parties or an Arbitratormatter is referred to arbitration.
(b) The Owner agrees that whenever an interview is i s held with an employee regarding his work or th eir wo rk o r conduct which becomes part of his their record, a Union Representative or a shop th e store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested reques ▇▇▇ to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspensiono r s us pension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and th e empl oyee an d one copy shall be given to the Employer and one copy shall be given to the Union Office within Un ion O ffi ce wi thin seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is employeeis involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against evidenceagainst an employee employe e in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/save and except that d i sci ▇▇▇▇▇ related to harassment shall not be subject to this clauseand violence in the workplace will remain on an employee’s file for twenty-four (24) months.
Appears in 1 contract
Sources: Scholarship Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitratorof a Board of Arbitration if the matter is referred to it.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority Section 1. Discipline is primarily the responsibility of the Chief of Police. Discipline shall be discharged or disciplined except positive, developmental, and progressive in nature. When the Chief of Police feels that the positive and developmental and progressive discipline has not succeeded in solving the problem, further punishment, up to and including discharge may be necessary for just alleged violations of department rules and sufficient causeregulations. Discharge Such punishment or discipline grievances may or discharge shall be settled imposed by confirming the Company’s decision Chief of Police or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitratorhis designee.
(b) Section 2. Whenever disciplinary action is taken against an officer, the charges and specifications resulting in such discharge or discipline shall be reduced to writing and copies shall be furnished to the Union representative and to the employee against whom the charges are brought.
Section 3. The Owner agrees that whenever an interview is held Employee shall have the opportunity to meet with an employee regarding his work or conduct which becomes part his/her Union representative at the time he/she received notice of his record, a disciplinary action and the Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen representative shall be present if so requested by the employee at the time of the disciplinary action.
Section 4. In the event an employee is disciplined or discharged, such shall constitute a case arising under the grievance procedure. An employee who receives disciplinary action such as discharge may file a written grievance which shall begin at Step 3 of the grievance procedure.
Section 5. In imposing any discipline, the Chief of Police will not base his decision upon any infraction of department rules or regulations which occurred more than two (2) years previously.
Section 6. In the event it should be decided under the grievance procedure that the employee was unjustly disciplined, the Employer shall reinstate such employee and pay full compensation, partial or no compensation as may be decided under the arbitrator's powers.
Section 7. All disciplinary actions shall be presentfor just cause.
Section 8. The party representing the Union will leave the meeting if requested to leave Whenever a criminal charge or charges are preferred by a warrant against the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, it shall be in writing and shall contain the reason for prerogative of the warning, reprimand, suspension or discharge. One copy shall be given Employer to suspend the employee without prejudice and one copy shall be given to with or without pay until the Employer and one copy shall be given to charges within the Union Office within seven (7) days of the incident giving rise theretocriminal justice system are concluded.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of an Arbitrator.Arbitrator if the matter is referred to Arbitration
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings save and except that discipline related to harassment and/or reprimands dealing with violence/harassment violence in the workplace shall not be subject to this clause.remain on an employee’s file for twenty-four
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of an ArbitratorArbitrator if the matter is referred to arbitration.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, Disciplinary warnings and/ or reprimands for workplace violence and/ or harassment which pre-date a disciplinary warnings and/or reprimands dealing with violence/harassment action by more than eighteen (18) months shall not be subject to this clauseadduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Employer's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitratorarbitrator if the matter is referred to arbitration.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area Representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more Other than one discipline arising from harassment or violence in the workplace, all other discipline will be removed from an employee’s file twelve (112) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which months after the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clausediscipline was issued.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co- operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of an ArbitratorArbitrator if the matter is referred to it.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-pre- date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings involved save and except that discipline related to harassment and/or reprimands dealing with violence/harassment violence in the workplace shall not be subject to this clauseremain on an employee’s file for twenty-four (24) months.
Appears in 1 contract
Sources: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. Discharge or and discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost timeany arrangement, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an ArbitratorArbitrator if the matter is referred to Arbitration.
(b) The Owner Employer agrees that whenever an any disciplinary interview is held with an employee regarding his work or conduct employee, which becomes part of his the employee’s record, a Union Representative or a the shop ▇▇▇▇▇▇▇ on duty ▇, or in the stewards absence another bargaining unit employee who is at work chosen by the employee member shall be presentpresent at such interview. If there is no ▇▇▇▇▇▇▇ in the plant and the interview will lead to a suspension or discharge then the Company shall notify the Union Area Representative who may be present at such interview. The party representing the Union ▇▇▇▇▇▇▇ will leave the meeting if requested to leave by the employee.
(ac) All written disciplinary warnings or reprimands which are placed in issued to an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy employee shall be given to the employee and one copy shall be given sent to the Employer and one copy shall be given to the Union Office union office within seven fourteen (714) days of the incident giving rise thereto. Failure to provide such a copy to the union shall not invalidate the disciplinary action.
(bd) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(ce) Disciplinary warnings and/or and or reprimands which pre-date a disciplinary action by more than one one
(1) year years shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings proceeding in which the employee is involved. Notwithstanding.
(f) Notwithstanding the foregoing, disciplinary warnings the Employer shall have the right to immediately terminate the employment of an employee on any of the following grounds:
(i) An act of theft or fraud on Company property;
(ii) The use, possession or dispensing of alcohol and/or reprimands dealing with violence/harassment shall not be narcotics on Company property, subject to this clauseaccommodation under the human rights code.
Appears in 1 contract
Sources: Scholarship Agreement
DISCHARGE AND DISCIPLINE.
(a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, suspension shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.copy
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violenceViolence/harassment Harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s Owner's decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitratorof a single Arbitrator if the matter is referred to him/her.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved, save and except that discipline related to harassment and/or violence in the workplace shall remain on an employee’s file for forty-eight (48) months. NotwithstandingWhere an employee is absent from work on a leave of absence(s) that is longer than one (1) month, disciplinary warnings and/or reprimands dealing with violence/harassment the above periods shall not be subject extended by a period equal to this clausethe length of the leave of absence(s), except in cases of parental leave.
Appears in 1 contract
Sources: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. (a) No employee who has acquired seniority shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost timetime lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) of a Board of Arbitration if the matter is referred to it. The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who if there is at work chosen by no ▇▇▇▇▇▇▇ in the employee store then the Union Area Representative shall be presentpresent at such interview. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's ’s record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) . A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) . Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his their work or conduct which becomes part of his their record, a Union Representative or a shop the store ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given emailed to the Union Office within as soon as possible, but no more than seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/harassment arising from Harassment or Violence in the Workplace shall not be subject to this clauseprovision.
Appears in 1 contract
Sources: Collective Agreement
DISCHARGE AND DISCIPLINE. (a) No employee employee, who has acquired seniority seniority, shall be discharged or disciplined except for just and sufficient cause. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator.
(b) The Owner agrees that whenever an interview is held with an employee regarding his work or conduct which becomes part of his record, a Union Representative or a shop ▇▇▇▇▇▇▇ on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee.
(a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be given to the Union Office within seven (7) days of the incident giving rise thereto.
(b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved.
(c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands dealing with violence/violence/ harassment shall not be subject to this clause.
Appears in 1 contract
Sources: Collective Agreement