Common use of DISCHARGE AND DISCIPLINE Clause in Contracts

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary of the Local Union. 7.02 An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Manager, as outlined in section 6.03, within ten (10) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 At the request of an employee, the Board shall allow the employee to inspect the employee's Human Resources file maintained at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice and in the presence of the employee's supervisor or designate. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary of the Local Union. 7.02 An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Manager, as outlined in section 6.03, within ten seven (107) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 At the request of an employee, the Board shall allow the employee to inspect the employee's Human Resources file maintained at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice and in the presence of the employee's supervisor or designate. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof, who shall acknowledge receipt thereof in writing. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary person designated by the Executive of the Local Union. 7.02 . An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Managerco-ordinator, as outlined in section 6.03, within ten (10) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 Three. At the request of an employee, the Board shall allow the employee to inspect the employee's Human Resources personnel file maintained at the Field Service Centre or at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice a year and in the presence of the employee's supervisor or designate. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 . In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary of the Local Union. 7.02 An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Manager, as outlined in section 6.03, within ten (10) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 At the request of an employee, the Board shall allow the employee to inspect the employee's Human Resources personnel file maintained at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice and in the presence of the employee's supervisor or designate. The employee's Human Resources personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. ‌ 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary of the Local Union. 7.02 An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Manager, as outlined in section 6.03, within ten (10) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 At the request of an employee, the Board shall allow the employee to inspect the employee's Human Resources file maintained at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice and in the presence of the employee's supervisor or designate. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary of the Local Union. 7.02 An employee's ’s claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Manager, as outlined in section 6.03, within ten (10JO) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 At the request of an employee, the Board shall allow the employee to inspect the employee's Human Resources ’s personnel file maintained at the applicable departmental officeField Service Centre. Such inspection may be made only once every six (6) months with three (3) days notice a year and in the presence of the employee's ’s supervisor or designate. The employee's Human Resources ’s personnel file shall be defined herein as such file tile containing the employee's ’s official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary of the Local Union. 7.02 An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Manager, as outlined in section 6.03, within ten (10) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure, including arbitration, provided by this Agreement commencing with Stage Two. 7.03 At the request of an employeee mployee, the Board shall allow the employee to inspect the employee's Human Resources file maintained at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice and in the presence of the employee's supervisor or designate. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.

DISCHARGE AND DISCIPLINE. 7.01 Whenever the Board censures an employee in writing it shall give the employee a copy thereof, who shall acknowledge receipt thereof in writing. The Board shall also send a copy to the President, Chief ▇▇▇▇▇▇▇ and Recording Secretary person designated by the Executive of the Local Union. 7.02 An employee's claim of unjust discharge will be treated as a grievance if written statement of such grievance is lodged with the respective Managerco-ordinator, as as-outlined in section 6.036.04, within ten (10) working days after such employee ceases to work for the Board. Such grievance may be settled under the grievance procedure,, including arbitration, provided by this Agreement commencing with Stage TwoThree. 7.03 At the request of an employee, . the Board shall allow the employee to inspect the employee's Human Resources personnel file maintained at the Field Service Centre or at the applicable departmental office. Such inspection may be made only once every six (6) months with three (3) days notice a year and in the presence of the employee's supervisor or designate. The employee's Human Resources personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 7.04 An employee with two (2) or more years of service who has not been subjected to disciplinary action within a two (2) year period immediately preceding the administration of subsequent discipline will have any previous disciplinary action disregarded and at the request of the employee, the corresponding documents will be removed from the file. 7.05 In the event the Board intends to establish a meeting to give a written warning to, or to suspend or discharge, an employee, it shall so inform the employee in advance. At the option of the employee who shall make the arrangements through the Chief ▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ may be present at such meeting. The absence of a ▇▇▇▇▇▇▇ shall not render the discipline void.