DISCHARGE OR DISCIPLINE CASES Sample Clauses
DISCHARGE OR DISCIPLINE CASES. A claim by a seniority employee that the employee has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged with the Executive Officer of Human Resources within five (5)working days after the discharge. Such special grievance shall be dealt with at Step and the balance of the grievance procedure. Such five (5) working day time limit shall be extended only where it is physically impossible for the employee to comply, for example where the employee is confined to jail or hospital. In no event shall such extensions exceed nine (9) working days, a total of twelve (12) working days from the date of discharge. Should the parties agree or should the Board of Arbitration determine that an employee has been unjustly disciplined or discharged such employee shall be reinstated in the former position, without loss of seniority, and shall be compensated for all regular straight time wages and applicable premiums lost including the Board's contributions on behalf of the employee to Extended Health Pian, Employer Health Tax and Dental Plan provided the employee pays premiums for the interim period less any monies which the employee earned or could reasonably have earned, in the interim or by any other decision which is just and equitable in the circumstances. Each employee shall be provided in writing with any notation of or disciplinary action, which is to be placed on the employee's employment record. Such notice shall be given to the employee within seven (7) calendar days of the discovery of the occurrence giving rise to the action and such notice will be acknowledged by the employee by signed receipt. The Union Representative, as designated by the Union, present shall sign as a witness and receive a copy of the document. An employee involved in disciplinary action or discharge being taken against the employee will have a ▇▇▇▇▇▇▇ present at the time of the disciplinary action or discharge. Upon written notice, submitted at least one (1) working day in advance, to Executive Officer of Human Resources, a member Union representative shall have access to personnel file, as well as photocopies of any material contained therein. Any written communication with an employee concerning derogatory or disciplinary action shall be removed from the employee's file if there has been no further incident with said employee after a period of two (2) years.
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that they have been unjustly discharged shall be addressed when the employee files a grievance within three (3) working days of the occurrence. The grievance shall be filed in accordance with Step III, Article 7.04, of the grievance procedure.
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that he has been unjustly discharged or disciplined shall be treated as a grievance if a written statement of such grievance is lodged with the Department Head within three (3) working days after the discharge or discipline, or within three
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that he has been unjustly discharged or disciplined shall be treated as a grievance if a written statement of such grievance is lodged with the City Administrator within three (3) working days after the discharge or discipline, or within three (3) working days after the Union and the Chief ▇▇▇▇▇▇▇ have been notified in writing of the discharge or discipline, whichever is the later. Such special grievances shall be dealt with at STEP 3 and the balance of the grievance procedure.
8.02 - The Corporation will notify the Union President and the Chief ▇▇▇▇▇▇▇ in writing in all discharge or discipline cases as soon as possible but within five (5) working days, giving the name of the employee concerned and the reason for the discharge or discipline.
DISCHARGE OR DISCIPLINE CASES. 8.01 (a) If an employee believes that he/she has been unjustly or too severely disciplined or discharged, he/she may within five (5) days of notice of discipline or discharge present a grievance in writing to the Department Manager or his/her representatives and the matter shall be dealt with in accordance with Step 2 and the balance of the Grievance Procedure.
DISCHARGE OR DISCIPLINE CASES. 6.01 If an employee has been discharged, the union may, within five (5) calendar days of notice of discharge, present a grievance in writing to the Chief Administrative Officer and the matter shall be dealt with in accordance with Step 2 and the balance of the Grievance Procedure.
6.02 Such special grievance may be disposed of by confirming the Employer's decision in the discharging of the employee, or by reinstating the employee with full seniority and compensation for time lost, or by any other arrangement, which is just and equitable in the opinion of the conferring parties or the Arbitration Board.
(a) A record of all complaints received by the Employer will be kept for a period of twenty four (24) months.
(b) Any disciplinary notation or warning in writing shall be removed from an employee’s record after a period of twenty four (24) months, provided that there is no other discipline during that time period of a similar or related nature.
(c) The Employer shall provide the employee and the Union with a copy of all disciplinary notations which are to be a part of an employee’s file.
(d) The Employer agrees that there shall be one personnel file for each employee.
(e) Customer complaints where no discipline is imposed shall not be placed in an employees file.
(f) Upon investigating a complaint from a member of the public, it may be deemed that disciplinary action is warranted. The employer agrees to meet with the employee to discuss the details of the complaint and the allegations therein. The employee will be entitled to Union representation. Anonymous complaints will not be accepted by either the Employer or the Union.
6.04 Any suspension given to an employee shall be given within seven (7) days of judgmentor the suspension will be nullified.
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim of an employee that they have been unjustly discharged or disciplined shall be treated as a grievance, if a written statement of such grievance is lodged with the Manager of Human Resources within three (3) working days after the discharge or discipline, or within three (3) working days after the Union and the Chief ▇▇▇▇▇▇▇ have been notified in writing of the discharge or discipline, whichever is the later. Such special grievance shall be dealt with at Step 3 and the balance of the Grievance Procedure.
8.02 The Corporation will notify the Union and the Chief ▇▇▇▇▇▇▇ in writing in all discharge or discipline cases as soon as possible, but within five (5) working days, giving the name of the employee concerned and the reason for the discharge or discipline.
8.03 Such special grievance may be settled by confirming the Corporation’s action or by reinstating the employee with full compensation for loss or by any other arrangement which is just and equitable in the opinion of the conferring Parties, including Arbitration.
8.04 If an employee, who has been given a written warning or suspension or other form of formal discipline, maintains a clear record for twenty-four (24) months following their last written warning or suspension or formal discipline, the employee’s record shall be cleared as of the end of such period. Coaching and counselling letters are non-disciplinary and may form part of an employee’s record. It is further understood that any instances of these documents should be removed from an employee’s record after twenty-four (24) months.
8.05 An employee shall have the right, at any time, to have access to and review their personnel record.
8.06 In all cases of discipline or discharge, the employee concerned shall be given the reasons for such in the presence of their Shop ▇▇▇▇▇▇▇ or other Officer of the Local, in the case of unavailability of their ▇▇▇▇▇▇▇ or by registered letter, if the employee is absent more than ten (10) working days at the time of discipline.
DISCHARGE OR DISCIPLINE CASES. Continued
DISCHARGE OR DISCIPLINE CASES. 8.01 A claim by an employee that he has been unjustly discharged from his employment or unjustly disciplined, shall be treated as a grievance if a written statement of such grievance is lodged at the office within four (4) working days after notice has been received by the employee. A discharged employee shall, if he requests it, have the right promptly and before leaving the Company premises to consult privately with his ▇▇▇▇▇▇▇ for fifteen (15) minutes in a place on the premises designated by the Company. Step 1 of the Grievance Procedure shall be omitted in such cases.
8.02 Such a special grievance may be settled by confirming the Company's decision in dismissing the employee or by reinstating the employee with full seniority and compensation for time lost, or by any other arrangement which is just an equitable in the opinion of the conferring parties or the Arbitrator.
8.03 The Company will give the Union prior notice of discharges and disciplinary layoffs to the President of Local 4957, or a ▇▇▇▇▇▇▇.
8.04 All disciplinary records will be removed from the employee's file twenty-four (24) months after the date of issuance of such discipline provided the employee has not received any other disciplinary action within that time period.
DISCHARGE OR DISCIPLINE CASES. (a) If an employee believes that he has been unjustly disciplined or discharged, he may within ten days of notice of discipline or discharge present a grievance in writing to the Manager of Employee Relations or his representative and the matter shall be dealt with in accordance with Step 3 and the balance of the Grievance Procedure. A discharged or suspended employee shall be given an opportunity to confer privately with his ▇▇▇▇▇▇▇ at the time of notice of discharge or suspension. All warnings shall be given in writing. Any warning or disciplinary action shall be removed from an employee’s record one year from date of issue. When it is the intention of the Company to suspend or discharge an employee it cannot suspend or discharge such employee until a discussion of the facts has been arranged between a Company representative, Union representative and the employee if he is immediately available unless the cause of the suspension or discharge is serious enough to warrant immediate suspension such as safety, drunkenness, fighting, theft or any other similar serious matter. In the administration of this article the Union President or his representative will be given reasonable notice of the time of the meeting and advanced information about the subject matter to be discussed. Such special grievance may be disposed of by confirming the Management’s decision in disciplining or discharging the employee or by reinstating the employee with full seniority and compensation for lime lost, or by any other arrangement which is just and equitable in the of the conferring parties or the Arbitration Board. An employee will not be while on approved leave of absence.