DISCIPLINE AND DISCHARGE PROCEDURES Sample Clauses
The Discipline and Discharge Procedures clause outlines the formal steps an employer must follow when addressing employee misconduct or performance issues, as well as the process for terminating employment. Typically, this clause details progressive disciplinary actions such as verbal warnings, written warnings, suspension, and ultimately discharge, ensuring that employees are given notice and an opportunity to correct their behavior. Its core function is to provide a fair and transparent framework for managing workplace discipline, thereby reducing the risk of arbitrary or unjust termination and helping both parties understand their rights and obligations.
DISCIPLINE AND DISCHARGE PROCEDURES. 6.01 Discipline for Just and Reasonable Cause Employees and Owner Operators who have completed probation shall only be disciplined, suspended, or discharged for just and reasonable cause. All disciplinary action will be in writing. A copy of each disciplinary letter will be given to the Provincial Unit Chairperson or designate. All investigations and subsequent discipline will be carried out as expeditiously as possible.
DISCIPLINE AND DISCHARGE PROCEDURES. 16.01 No employee will be disciplined or discharged without just cause subject to the provisions of Article 9.02.
16.01.01 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Therefore, except in extreme
16.02 An employee is entitled, prior to the implementation of written discipline or discharge, to be notified at a private meeting with management of the reasons for considering such action. The Company will impose the discipline or discharge action at the end of such meeting or, if new evidence is brought to light during the meeting, may reserve its decision for further investigation and the employee will be so advised. The employee will be accompanied by a Union Representative who will be advised, in advance, by management of the time and place of the meeting.
16.02.01 Under circumstances where, as a result of an alleged misdemeanour, disciplinary or discharge action is contemplated and it is considered undesirable that an employee should be allowed on Company premises and where there is doubt as to the appropriate charge and/or penalty, the employee may be held out of service pending investigation for up to seven
DISCIPLINE AND DISCHARGE PROCEDURES. 17.01 Under circumstances where as a result of an alleged misdemeanour, it is considered undesirable that an employee should be allowed on the Company premises and where there is doubt as to the appropriate charge and/or penalty the employee may be held out of service pending investigation for a period not to exceed three (3) clear calendar days exclusive of Saturdays, Sundays and Holidays.
17.02 When the Company is contemplating or taking discipline or discharge action and they believe it is necessary to question the employee(s), the employee(s) may request and will be granted the presence of the local Union ▇▇▇▇▇▇▇ as an observer.
17.03 Where disciplinary action (letter of reprimand, disciplinary letter, suspension without pay, demotion or discharge) is considered necessary, the employee will be advised in writing. Where the decision of the Company is to discharge for just cause, the employee shall first be notified in writing that he/she is "Suspended Pending Discharge". This notification shall include the specific charge or charges precipitating the action.
17.04 When an employee has been notified of disciplinary action he/she may request, in writing, an investigation and hearing before the: Labour Relations Representative - Finance Winnipeg Finance Division ▇.▇. ▇▇▇ ▇▇▇ ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇ or his/her representative, within three (3) calendar days, exclusive of Saturdays, Sundays and holidays, from the date of such notification.
17.05 The appeal hearing shall be held within seven (7) clear calendar days, exclusive of Saturdays, Sundays and Holidays of the employee's written request, and a decision shall be rendered within seven (7) days of the hearing and shall be communicated, in writing, to the parties concerned.
17.06 when the procedures outlined in Article 17.05 have been exhausted and if the employee does not receive an acceptable decision, an appeal may be lodged in writing, within seven (7) days of receipt of the decision to: Director, Labour Relations Air Canada Base 1263 Montreal International Airport (Dorval) ▇.▇. ▇▇▇ ▇,▇▇▇, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇-▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇ ▇▇▇
17.07 The final appeal hearing shall be held within fifteen (15) clear calendar days, exclusive of Saturdays, Sundays and Holidays of the employee's written request, and a decision shall be rendered within fifteen (15) days of the hearing. The final decision of the Company shall be forwarded to the employee, the appropriate General Chairperson and District ...
DISCIPLINE AND DISCHARGE PROCEDURES. A. Action
DISCIPLINE AND DISCHARGE PROCEDURES. If the Company determines that an employee is to be dismissed or suspended, it shall notify in writing both the employee
DISCIPLINE AND DISCHARGE PROCEDURES. G 2.01 Discipline for Just and Reasonable Cause 6 G 2.02 Union Representation 6 G 2.03 Inspection of Personnel File 6
DISCIPLINE AND DISCHARGE PROCEDURES. 17.01 Letters of discipline shall be presented to the employee within a reasonable period of time of the Company’s knowledge of the incident leading to discipline and shall contain an explanation of the infraction and the future corrective action to be expected. It is recognized that corrective disciplinary action is most effective when taken in a timely manner and that disciplinary letters, up to and including termination, will be presented to the employee in person. The employee will have a Shop ▇▇▇▇▇▇▇ present.
17.02 The Company agrees that after a grievance has been initiated by the Union, the Company’s representative will not enter into any discussions, or negotiations, with respect to the grievance, either directly or indirectly with the aggrieved
17.03 If it is considered undesirable that an employee should be allowed on Company premises and where there is doubt as to the appropriate charge/penalty, the employee may be
17.04 The Company shall remove any disciplinary correspondence from an employee’s personnel file after twelve (12) months from date of last infraction.
17.05 If an employee is suspended pending termination, such suspension will take effect immediately upon the employee receiving notice thereof.
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17.01 Letters of discipline shall be presented to the employee within a reasonable period of time of the Company’s knowledge of the incident leading to discipline and shall contain an explanation of the infraction and the future corrective action to be expected. It is recognized that corrective disciplinary action is most effective when taken in a timely manner and that disciplinary letters, up to and including termination, will be presented to the employee in person. The employee will have a Shop ▇▇▇▇▇▇▇ present.
17.02 The Company agrees that after a grievance has been initiated by the Union, the Company’s representative will not enter into any discussions, or negotiations, with respect to the grievance, either directly or indirectly with the aggrieved employee without consent of the Union Representative.
17.03 If it is considered undesirable that an employee should be allowed on Company premises and where there is doubt as to the appropriate charge/penalty, the employee may be held out of service pending the outcome of the investigation for up to a maximum of seven (7) business days with pay to provide the Company with sufficient time to investigate and consider all factors.
17.04 The Company shall remove any disciplinary correspondence from an employee’s personnel file after twelve (12) months from date of last infraction.
17.05 If an employee is
DISCIPLINE AND DISCHARGE PROCEDURES. 1. Unit members who meet one of the criteria below and have satisfactorily completed their probationary period shall have the option of using this Discipline and Discharge Procedure as an explicit waiver of the procedures contained in Section 75 of the Civil Service Law for matters of discipline and discharge. Criteria:
a) a unit member who has completed two years (2) years of service as a substitute driver, or
b) a substitute driver who has been a regular driver and completed one year of service, and
c) all other regular employees with the District who have one (1) year of service with the District
2. A unit member who does not meet the above criteria may be disciplined or discharged in the sole discretion of the District.
3. An eligible unit member charged with discipline, discharge or suspended without pay, shall have ten (10) working days from the receipt of the official notice of the charges to choose to use the Discipline and Discharge Procedure. Failure to notify the District, in writing, of such election shall constitute a waiver of his/her rights to select the Discipline and Discharge Procedure as his/her option.
4. An eligible unit member choosing the Discipline and Discharge Procedure will waive all levels of the Collective Bargaining Agreement’s Grievance Procedure and will file directly with the Superintendent or his/her designated representative, within five (5) working days after his/her election of the Discipline and Discharge Procedure as the selected option if he/she wishes to contest the disciplinary notice. If the Superintendent and/or his/her designated representative are unable to resolve the matters set forth in the disciplinary notice with the unit member, the Superintendent or his/her authorized designee will notify the unit member and the Union in writing within ten (10) working days.
DISCIPLINE AND DISCHARGE PROCEDURES. Letters of discipline shall be presented to the employee within a reasonable period of time of the Company’s knowledge of the incident leading to discipline and shall contain an explanation of the infraction and the future corrective action to be expected. It is recognized that corrective disciplinary action is most effective when taken in a timely manner and that disciplinary letters, up to and including termination, will be presented to the employee in person. The employee will have a Shop ▇▇▇▇▇▇▇ present.