Common use of DISCHARGE CASES Clause in Contracts

DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education or a designate at Step No. 3 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 of the grievance procedure, the matter may be submitted to an Arbitration Board as defined in Article 8. Such special grievances may be settled by: (a) confirming the Employer's action in dismissing the employee; or (b) reinstating the employee with full compensation for time lost; or (c) any other arrangement which is just and equitable in the opinion of the conferring Parties or the Board of Arbitration provided said arrangement is consistent with the provisions of Article 8.06.

DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, cause shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education RCJTC President or a designate at Step No. 3 2 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 2 of the grievance procedure, the matter may be submitted to an Arbitration Board a Sole Arbitrator as defined in Article 87. Such special grievances may be settled by: (a) confirming the Employer's action in dismissing the employee; or (b) reinstating the employee with full compensation for time lost; or (c) any other arrangement which is just and equitable in the opinion of the conferring Parties or the Board of Arbitration provided said arrangement is consistent with the provisions of Article 8.06Sole Arbitrator.

DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, cause shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education RCJTC President or a designate at Step No. 3 2 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 2 of the grievance procedure, the matter may be submitted to an Arbitration Board Sole Arbitrator as defined in Article 87. Such special grievances may be settled by: (a) confirming the Employer's action in dismissing the employee; or (b) reinstating the employee with full compensation for time lost; or (c) any other arrangement which is just and equitable in the opinion of the conferring Parties or the Board of Arbitration provided said arrangement is consistent with the provisions of Article 8.06Sole Arbitrator.

DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education or a designate at Step No. 3 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 of the grievance procedure, the matter may be submitted to an Arbitration Board as defined in Article 8. Such special grievances may be settled by: (a) confirming the Employer's action in dismissing the employee; or (b) reinstating the employee with full compensation for time lost; or (c) any other arrangement which whic h is just and equitable in the opinion of the conferring Parties or the Board of Arbitration provided said arrangement is consistent with the provisions of Article 8.06.

DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education or a designate at Step No. 3 2 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 2 of the grievance procedure, the matter may be submitted to an Arbitration Board as defined in Article 8L8.00. Such special grievances may be settled by: (a) confirming the Employer's action in dismissing the employee; or (b) reinstating the employee with full compensation for time lost; or (c) any other arrangement which is just and equitable in the opinion of the conferring Parties or the Board of Arbitration provided said arrangement is consistent with the provisions of Article 8.06L8.6.