Common use of DISCIPLINE AND DISCHARGE Clause in Contracts

DISCIPLINE AND DISCHARGE. 3001 No employee shall be disciplined or discharged without just cause. 3002 In all instances where the Employer considers that an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice of the nature of the concern. The employee shall be entitled to a meeting prior to the imposition of discipline or discharge, unless he is a danger to himself or others, and to be represented at such a meeting by an Association representative, unless he refuses such representation. 3003 An employee shall be notified in writing of the reasons for her discipline or dismissal. A copy shall be forwarded to the Association Representative unless the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry from the employee's file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) years from the date the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary action, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee that such documentation has been removed.

DISCIPLINE AND DISCHARGE. 3001 4.01 No employee, other than an employee who at the time of discharge has not completed the probationary period, shall be discharged or disciplined or discharged without except for just cause. 4.02 Employees shall have the right to have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which may result in a suspension or discharge. 3002 In all instances where The Employer shall advise the employee of this right prior to the meeting. Where practical, without unreasonably delaying the meeting, employees may have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which would result in a lesser form of discipline. The employer will advise the employee of the provision contained in this sub-paragraph prior to the meeting. 4.03 The Employer considers that shall, except in the case of oral warnings, inform an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice in writing of the nature of reasons for any disciplinary action, as soon as possible, with a copy sent to the concern. The Union. 4.04 An employee shall be entitled to a meeting prior to the imposition copy of discipline any criticism, commendation, appraisal or discharge, unless he rating of such employee’s performance in his/her job that is a danger to himself or othersplaced in his/her file, and on an annual basis to be represented at such a meeting by an Association representative, unless he refuses such representationread his/her personal file. 3003 An The employee shall be notified allowed to place in writing such a file a response to anything contained therein which such employee deems to be adverse. When a grievance has been filed concerning an employee, the employee or the Union (with the written consent of the reasons for individual concerned) may, upon request, read and be provided copies of material in the employee’s personnel file. 4.05 Provided there is no reoccurrence of disciplinary action, disciplinary warnings and/or reprimands and/or criticism of an employee’s performance in his or her discipline or dismissaljob which predate a disciplinary action by more than 2 years shall not be adduced as evidence against an employee in any subsequent arbitration proceedings. A copy Upon request by the employee, any such documents shall be forwarded to the Association Representative unless the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry removed from the employee's ’s personnel file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) two years from the date of issue. Should there be a reoccurrence of discipline for similar behaviour within the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary actionabove time periods, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee then it is understood that such documentation has been removedtime periods will start over.

DISCIPLINE AND DISCHARGE. 3001 4.01 No employee, other than an employee who at the time of discharge has not completed the probationary period, shall be discharged or disciplined or discharged without except for just cause. 4.02 Employees shall have the right to have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which may result in a suspension or discharge. 3002 In all instances where The Employer shall advise the employee of this right prior to the meeting. Where practical, without unreasonably delaying the meeting, employees may have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which would result in a lesser form of discipline. The employer will advise the employee of the provision contained in this sub-paragraph prior to the meeting. 4.03 The Employer considers that shall, except in the case of oral warnings, inform an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice in writing of the nature of reasons for any disciplinary action, as soon as possible, with a copy sent to the concern. The Union. 4.04 An employee shall be entitled to a meeting prior to the imposition copy of discipline any criticism, commendation, appraisal or discharge, unless he rating of such employee’s performance in his/her job that is a danger to himself or othersplaced in his/her file, and on an annual basis to be represented at such a meeting by an Association representative, unless he refuses such representationread his/her personal file. 3003 An The employee shall be notified allowed to place in writing such a file a response to anything contained therein which such employee deems to be adverse. When a grievance has been filed concerning an employee, the employee or the Union (with the written consent of the reasons for individual concerned) may, upon request, read and be provided copies of material in the employee’s personnel file. 4.05 Provided there is no reoccurrence of the disciplinary action, disciplinary warnings and/or reprimands and/or criticism of an employee’s performance in his or her discipline or dismissaljob which predate a disciplinary action by more than 2 years shall not be adduced as evidence against an employee in any subsequent arbitration proceedings. A copy Upon request by the employee, any such documents shall be forwarded to the Association Representative unless the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry removed from the employee's ’s personnel file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) two years from the date of issue. Should there be a reoccurrence of discipline for similar behaviour within the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary actionabove time periods, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee then it is understood that such documentation has been removedtime periods will start over.

DISCIPLINE AND DISCHARGE. 3001 No 24.01 The Lab shall not discipline or dismiss any non- probationary employee shall be disciplined or discharged without bound by this Agreement, except for just cause. 3002 In all instances where the Employer considers that an employee warrants . 24.02 When it becomes necessary to take disciplinary action other than a verbal warning, the employee shall be given advance notice of the nature of the concern. The an employee shall be entitled to a meeting prior to the imposition of discipline or discharge, unless he is a danger to himself or others, and to be represented at such a meeting by an Association representativea staff representative from within the bargaining unit, unless he refuses such representation. 3003 An employee . 24.03 Employees shall be notified in writing of the reasons grounds for her discipline or dismissaland discharge. A copy shall be forwarded to the Association Representative unless Association. 24.04 Any material concerning an employee which is to be relied upon by the Lab in any arbitration shall be kept in a file to which the employee elects otherwisewill be granted access upon request, in the presence of management. 3004 Employees The employee shall be shown entitled to comment or respond in writing to any adverse report concerning her performance or conductreport, and her comments such comment or reply response shall also be recorded dated and kept on the file. An employee shall be entitled to one (1) copy of any document on the said file, upon request in her writing. An employee may examine this personnel file, upon request, at a location providing suitable table or counter space and privacy. Only one such file shall be maintained. Upon request, she an employee shall be given copies a copy of such documentsany document placed in their personnel file. 24.05 An employee shall be advised promptly in writing of the reason for the discipline or suspension with a copy being sent to the Association. If she regards the The record of any adverse report to or disciplinary action shall be inaccurate, she may also initiate a grievance requesting its correction or removal removed from her file. 3005 file after one (1) year, if there are no further incidences. 24.06 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (23, Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry from the employee's file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) years from the date the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary action, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee that such documentation has been removed.

DISCIPLINE AND DISCHARGE. 3001 No employee (a) Employee warning notices shall be disciplined removed from employee file after 12 months, should the offense not be repeated. Employee suspension notices shall be removed after 24 months should the offense not be repeated. (b) Employees will be granted access to their personnel file. Twenty-four (24) hours advance notice must be given and the employee must be accompanied by a Shop ▇▇▇▇▇▇▇ and a member of the Personnel Department. The meeting will take place during regular business hours of the Personnel Department. Should the employee wish to remove or discharged without just causealter any contents of his/her file other than provided for elsewhere in this Contract, the grievance procedure must be invoked. (c) Discipline and discharge notices issued to Employees must contain information and reasons for which the notice is issued. 3002 In all instances where Such notices shall be issued to an employee as soon as the Employer considers that an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice is aware of the nature event leading to his/her actions and has a reasonable period of time to investigate the concern. The employee shall be entitled to a meeting prior to the imposition of discipline or discharge, unless he is a danger to himself or others, and to be represented at such a meeting by an Association representative, unless he refuses such representation. 3003 An employee shall be notified in writing of the reasons for her discipline or dismissalmatter. A copy shall be forwarded signed by a Management representative and the Employee will be required to sign such notices as acknowledgement of receipt of same. The signing of this notice is not an admission of guilt. (d) If an employee has any complaint or question, which he/she wishes to discuss with the Association Representative unless Employer, he/she shall take the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning matter up with his/her performance or conduct, Department Head and her comments or reply shall also be recorded in her personnel file. Upon request, he/she shall be given copies accompanied by his/her Department ▇▇▇▇▇▇▇ if he/she requires such assistance. (e) In all cases of such documents. If she regards discipline (including discharge), the report to Employer will ensure that the employee will be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself provided the opportunity to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit the assistance of a grievance under Article 26 (Grievance Procedure)Shop ▇▇▇▇▇▇▇. 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry from the employee's file at any hearing unless Should the employee has previously been made aware of its contents at the time of filing or not wish to have Union representation they will sign a reasonable time thereafter. 3008 An waiver. (f) No employee subject to disciplinary action shall, after four (4) years from the date the disciplinary measure was initiated request in writing that her record will be cleared of that disciplinary action, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee that such documentation has been removeddischarged without just cause.

DISCIPLINE AND DISCHARGE. 3001 No employee (a) Employee warning notices shall be disciplined removed from employee file after months, should the offense not be repeated. Employee suspension notices shall be removed after months should the offense not be repeated. Employees will be granted access to their personnel file. Twenty- hours advance notice must be given and the employee must be accompanied by a Shop ▇▇▇▇▇▇▇ and a member of the Personnel Department. The meeting will take place during regular business hours of the Personnel Department. Should the employee wish to remove or discharged without just causealter any contents of file other than provided for elsewhere in this Contract, the grievance procedure must be invoked. 3002 In all instances where Discipline and discharge notices issued to Employees must contain information and reasons for which the notice is issued. Such notices shall be issued to an employee as soon as the Employer considers that an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice is aware of the nature event leading to actions and has a reasonable period of time to investigate the concern. The employee shall be entitled to a meeting prior to the imposition of discipline or discharge, unless he is a danger to himself or others, and to be represented at such a meeting by an Association representative, unless he refuses such representation. 3003 An employee shall be notified in writing of the reasons for her discipline or dismissalmatter. A copy shall be forwarded signed by a Management representative and the Employee will be required to sign such notices as acknowledgement of receipt of same. The signing of this notice is not an admission of guilt. If an employee has any complaint or question, which wishes to discuss with the Association Representative unless Employer, shall take the matter up with Department Head and shall be accompanied by Department ▇▇▇▇▇▇▇ if requires such assistance. In all cases of discipline (including discharge), the Employer will ensure that the employee elects otherwise. 3004 Employees shall will be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards provided the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself opportunity to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit the assistance of a grievance under Article 26 (Grievance Procedure)Shop ▇▇▇▇▇▇▇. 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry from the employee's file at any hearing unless Should the employee has previously been made aware of its contents at the time of filing or not wish to have Union representation they will sign a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) years from the date the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary action, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee that such documentation has been removedwaiver.

DISCIPLINE AND DISCHARGE. 3001 No 14.1 An employee who has completed his/her probationary period shall not be disciplined, suspended or discharged except for just cause. Such action by the City shall be disciplined subject to the Grievance and Arbitration Procedures of this Agreement. 14.2 In the event a suspension or discharged discharge is determined to be without just cause. 3002 In all instances where the Employer considers that an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance reinstated in good standing with restoration of seniority rights and pay for the time lost. 14.3 Disciplinary action or measures shall include only the following: oral reprimand, written reprimand, suspension (notice in writing) and discharge. The measure of punishment shall in all cases be properly and reasonably related to the severity of the nature offense taking into account past offenses. If an employer has reason to reprimand an employee, both parties shall act in accordance with the provisions of Article 1 2.3 and 2.4 of this Agreement. 14.4 An employee shall have the concernright to have an Association representative present whenever the employee is to be notified that disciplinary action, which is intended to result in suspension or discharge, is being taken. The City shall inform an employee of such right prior to taking such disciplinary action. 14.5 No written material concerning an employee’s conduct, service, character or personality shall be placed in the employee’s personnel or performance evaluation file unless the employee has had an opportunity to read the material. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be entitled filed; with the understanding that such signature merely signifies that he/she has read the material to a meeting prior be filed, and does in no way indicate agreement with its contents. The employee shall have the right to answer any material filed and his/her answer shall be attached to the imposition of discipline or discharge, unless he is a danger to himself or others, and to be represented at such a meeting by an Association representative, unless he refuses such representationfile copy. 3003 An The employee shall subsequently have the right to see and/or reproduce any documents he/she has signed. 14.6 At the written request of an employee, records of disciplinary action may be notified in writing of the reasons for her discipline or dismissal. A copy shall be forwarded to the Association Representative unless the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry removed from the employee's file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, personnel file(s) if after four two (42) years from the date of such record entry there have been no other record entries involving similar complaints. Information removed from a file may be retained by the City in a separate file for purposes of liability, litigation or insurance requirements only. CDL records are to be retained 5 years. 14.7 Any disciplinary measure was initiated request in writing that her record action shall be cleared of that disciplinary action, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing presented to the employee and the Association no more than ninety (90) calendar days from the date of the discovery for which the employee is being disciplined. It is understood that such documentation has there may be extenuating circumstances which makes this impossible, in the case of a major crime or other incident which may not have been removeddiscovered until more than ninety (90) days after its occurrence. Such events shall be documented as early as possible. 14.8 The following are applicable only to employees in the City Clerk’s Office: Verbal warnings shall be done by the Clerk and placed in the personnel file per Association contract. Written warnings shall be done by the Clerk and placed in the personnel file per Association contract. Notice of Suspension shall be given to the employee by the Clerk. The Clerk may place an employee on paid leave after the suspension is approved by the City Manager or City Attorney. Employee grievances shall be filed with the City Clerk at the Step 2 level of the Grievance Procedure set forth in the CBA. Appeal of the Clerk’s decision shall go directly to the City Council.

DISCIPLINE AND DISCHARGE. 3001 4.01 No employee, other than an employee who at the time of discharge has not completed the probationary period, shall be discharged or disciplined or discharged without except for just cause. 4.02 Employees shall have the right to have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which may result in a suspension or discharge. 3002 In all instances where The Employer shall advise the employee of this right prior to the meeting. Where practical, without unreasonably delaying the meeting, employees may have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which would result in a lesser form of discipline. The employer will advise the employee of the provision contained in this sub- paragraph prior to the meeting. 4.03 The Employer considers that shall, except in the case of oral warnings, inform an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice in writing of the nature of reasons for any disciplinary action, as soon as possible, with a copy sent to the concern. The Union. 4.04 An employee shall be entitled to a meeting prior to the imposition copy of discipline any criticism, commendation, appraisal or discharge, unless he rating of such employee’s performance in their job that is a danger to himself or othersplaced in their file, and on an annual basis to be represented at such a meeting by an Association representative, unless he refuses such representationready their personal file. 3003 An The employee shall be notified allowed to place in writing such a file a response to anything contained therein which such employee deems to be adverse. When a grievance has been filed concerning an employee, the employee or the Union (with the written consent of the reasons for her discipline or dismissalindividual concerned) may, upon request, read and be provided copies of material in the employee’s personnel file. 4.05 Provided there is no reoccurrence of the disciplinary action, disciplinary warnings and/or reprimands and/or criticism of an employee’s performance in their job which predate a disciplinary action by more than eighteen (18) months shall not be adduced as evidence against an employee in any subsequent arbitration proceedings. A copy Upon request by the employee, any such documents shall be forwarded to the Association Representative unless the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry removed from the employee's ’s personnel file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four eighteen (418) years months from the date of issue. Should there be a reoccurrence of discipline for similar behaviour within the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary actionabove time periods, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee then it is understood that such documentation has been removedtime periods will start over.

DISCIPLINE AND DISCHARGE. 3001 4.01 No employee, other than an employee who at the time of discharge has not completed the probationary period, shall be discharged or disciplined or discharged without ext for just cause. 4.02 Employees shall have the right to have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which may result in a suspension or discharge. 3002 In all instances where The Employer shall advise the employee of this right prior to the meeting. Where practical, without unreasonably delaying the meeting, employees may have a ▇▇▇▇▇▇▇ present at any disciplinary meeting which would result in a lesser form of discipline. The employer will advise the employee of the provision contained in this sub-paragraph prior to the meeting. 4.03 The Employer considers that shall, except in the case of oral warnings, inform an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice in writing of the nature of reasons for any disciplinary action, as soon as possible, with a copy sent to the concern. The Union. 4.04 An employee shall be entitled to a meeting prior to the imposition copy of discipline any criticism, commendation, appraisal or discharge, unless he rating of such employee’s performance in his/her job that is a danger to himself or othersplaced in his/her file, and on an annual basis to be represented at such a meeting by an Association representative, unless he refuses such representationread his/her personal file. 3003 An The employee shall be notified allowed to place in writing such a file a response to anything contained therein which such employee deems to be adverse. When a grievance has been filed concerning an employee, the employee or the Union (with the written consent of the reasons for individual concerned) may, upon request, read and be provided copies of material in the employee’s personnel file. 4.05 Provided there is no reoccurrence of the disciplinary action, disciplinary warnings and/or reprimands and/or criticism of an employee’s performance in his or her discipline or dismissaljob which predate a disciplinary action by more than 2 years shall not be adduced as evidence against an employee in any subsequent arbitration proceedings. A copy Upon request by the employee, any such documents shall be forwarded to the Association Representative unless the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning her performance or conduct, and her comments or reply shall also be recorded in her personnel file. Upon request, she shall be given copies of such documents. If she regards the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An employee who considers herself to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit a grievance under Article 26 (Grievance Procedure). 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry removed from the employee's ’s personnel file at any hearing unless the employee has previously been made aware of its contents at the time of filing or a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) two years from the date of issue. Should there be a reoccurrence of discipline for similar behaviour within the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary actionabove time periods, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee then it is understood that such documentation has been removedtime periods will start over.

DISCIPLINE AND DISCHARGE. 3001 No employee (a) Employee warning notices shall be disciplined removed from employee files after twelve (12) months, should the offense not be repeated. Employee suspension notices shall be removed aftertwenty- four (24) months, should the offense not be repeated. (b) Employees will be granted access to their personnel file. Twenty-four (24) hours’ advance notice must be given and the employee must be accompanied by a Shop ▇▇▇▇▇▇▇ and a member of the Human Resources Department. The meeting will take place during regular business hours of the Human Resources Department. Should the employee wish to remove or discharged without just causealter any contents of his/her file other than provided for elsewhere in this Contract, the grievance procedure must be invoked. 13.2 Discipline and discharge notices issued to Employees must contain information and reasons for which the notice is issued. 3002 In all instances where Such notices shall be issued to an employee as soon as the Employer considers that an employee warrants disciplinary action other than a verbal warning, the employee shall be given advance notice is aware of the nature event leading to his/her actions and has a reasonable period of time to investigate the concern. The employee shall be entitled to a meeting prior to the imposition of discipline or discharge, unless he is a danger to himself or others, and to be represented at such a meeting by an Association representative, unless he refuses such representation. 3003 An employee shall be notified in writing of the reasons for her discipline or dismissalmatter. A copy shall be forwarded signed by a Management Representative and the Employee will be required to sign such notices as acknowledgement of receipt of same. The signing of this notice is not an admission of guilt. 13.3 If an employee has any complaint or question, which he/she wish to discuss with the Association Representative unless Employer, he/she shall take the employee elects otherwise. 3004 Employees shall be shown any adverse report concerning matter up with his/her performance or conduct, Department Head and her comments or reply shall also be recorded in her personnel file. Upon request, he/she shall be given copies accompanied by his/her Department ▇▇▇▇▇▇▇ if he/she requires such assistance. 13.4 In all cases of such documents. If she regards discipline (including discharge), the report to be inaccurate, she may also initiate a grievance requesting its correction or removal from her file. 3005 An Employer will ensure that the employee who considers herself is provided the opportunity to have been wrongfully disciplined, suspended, or discharged shall be entitled to submit the assistance of a grievance under Article 26 (Grievance Procedure)Shop ▇▇▇▇▇▇▇. 3006 An employee may examine her personnel file upon request. Only one such file shall be maintained. Upon request, an employee shall be given a copy of any document placed in her personnel file. 3007 The Employer agrees not to introduce as evidence any derogatory entry from the employee's file at any hearing unless Should the employee has previously been made aware of its contents at the time of filing or not wish to have Union representation, they will sign a reasonable time thereafter. 3008 An employee subject to disciplinary action shall, after four (4) years from the date the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary action, provided the Employee has not accumulated any additional disciplinary actions. The Employer shall confirm in writing to the employee that such documentation has been removedwaiver.