Discipline and Grievance Procedure Clause Samples
Discipline and Grievance Procedure. 24.1 An employee, who has completed his probationary period will not be disciplined or discharged without a fair and impartial investigation.
24.2 Investigation in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service for investigation (not exceeding three working days). He will be given at least 48 hours' notice in writing of the investigation and notified of the specific charges against him in writing. Where possible, investigations will be held during the employee's normal working hours. The Local Chairperson shall receive a copy of such notice. This shall not be construed to mean that a proper officer of the Corporation, who may be on the ground when the cause for investigation occurs, shall be prevented from making an immediate investigation. An employee may, if he so desires, have the assistance of one or two fellow employees, Local Chairperson or authorized Committee person, at the investigation. The employee being investigated shall be furnished with a copy of his own statement, if it is made a matter of record at the investigation. The decision will be rendered within 21 calendar days from the date the statement is taken from the employee being investigated. No discipline will apply if discipline is not assessed within 21 days from the date the statement is taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence.
24.3 If a decision is considered unjust, an appeal may be made in writing within 21 calendar days in accordance with the Grievance Procedure. Such appeal shall set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the designated National or Regional Representative of the Union shall be shown all evidence in the case.
24.4 Should an employee be exonerated he shall be paid at his regular rate of pay for any time lost (one day for each 24 hours), less any amount earned in other employment. If away from home he shall, on production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation.
24.5 Any complaint raised by an employee concerning the interpretation, application or alleged violation of this Agreement shall be dealt with in the following manner; this shall also apply to an employee who believes that he has been unjustly dealt with.
Step 1 Within 21 calendar days from cause of g...
Discipline and Grievance Procedure. 25.01 In the event a member is the subject of an allegation which may result in a warning, discipline, suspension or dismissal, the following procedure shall apply:
1. No member shall be disciplined, demoted, suspended or discharged in a manner that is inconsistent with this Collective Agreement and the Police Services Act. Refusal to comply with an order, directive or assignment that is improper or unlawful shall not result in discipline or discharge.
2. A member, at his/her option, may be accompanied and represented by an Association representative at a meeting which may be arranged following an investigation, the purpose of which is to impose disciplinary action.
3. The reasons for any disciplinary action taken shall be reduced to writing and given to the member. A copy of such notification shall be forwarded to the Association and the Director of Human Resources.
25.02 Disciplinary notifications such as conduct sheets, written warnings or disciplinary statements of a derogatory nature entered on the member's record, which have not resulted in the member's suspension, demotion or discharge, shall not be considered after two (2) years from the date the document was entered, provided that during that time no other incidents of misconduct have been documented or entered into the record. Disciplinary notifications resulting in the member’s suspension or demotion shall not be considered after five (5) years from the date the document was entered, provided that during that time no other incidents of misconduct have been documented or entered into the record. Where such notification is no longer to be considered, it shall be expunged from the file on the second and/or fifth anniversary of the date of last entry, as the case may be.
25.03 A member is entitled to view his/her Personnel File upon twenty-four (24) hours' notice of request. Such opportunity to view the file will not be unreasonably withheld. Such request shall be made through the Director - Human Resources.
25.04 Subject to the rights and procedures provided by and under the Police Services Act, the Parties hereto agree to the following Grievance Procedure: The Association shall reduce the grievance to writing using the Grievance Form and submit it to the Senior Officer in Charge of the Division or Unit. A Senior Officer shall meet with a representative of the Association and the aggrieved member. The Senior Officer/Civilian Manager shall render his/her written decision within six (6) working days ...
Discipline and Grievance Procedure. 24.1 Employees will not be disciplined for or discharged for major offenses without a fair and impartial hearing.
24.2 Investigations in connection with alleged irregularities will be held as quickly as possible. Employees may be held out of service for investigation (not exceeding three working days). Except as provided under Article 24.3, "Corrective Behaviour -- Informal Investigation", when a formal investigation is to be held, the employee and the designated Union representative will be given at least forty-eight (48) hours notice of the investigation and will be notified of the time, place, and subject matter of such investigation. (A copy of the notice for an investigation will be given to the local chairperson.) This shall not mean that the proper officer of the Company, who may be on the premises when the cause for investigation occurs, shall be prevented from holding an immediate investigation. Employees may only, if they so desire, have the assistance at the investigation of one or two co- workers, which could include their local chairperson or authorized committee members of the union who are employees of the Company. At the beginning of the hearing, the employee (and the authorized representative if present) will be provided with a copy of all the written evidence that is to be introduced. The employee and the authorized representative will be given an opportunity through the presiding officer to ask relevant questions of the witnesses present at the hearing. The questions and answers will be recorded and the employee and the authorized representative will be furnished with a copy of statements and all evidence presented. The decision will be rendered within 21 calendar days from the date the statement is taken from the employee being investigated. Employees will not be held out of service pending the rendering of a decision, except in the case of a dismissible offense.
Discipline and Grievance Procedure. 24.1 Discipline will be administered under the merit and demerit system. Merit marks issued will reduce proportionately the number of demerit marks in an employee's record at the time of issuance.
24.2 Employees will not be held out of service for minor offences. Minor offences are defined as offences not involving suspension or dismissal.
24.3 Reports submitted by employees will be used for the assistance of Corporate officers in determining and evaluating the facts of a particular situation.
24.4 Employees required to submit a written report will be advised of the reasons for the request and they will be allowed up to 48 hours to submit each report.
24.5 Employees charged with allegedly having committed a major offence will be granted a fair and impartial hearing by the proper officer of the Corporation.
24.6 Employees, other than probationary employees, will not be suspended or discharged without a hearing.
24.7 Hearings in connection with major offences will be held as quickly as possible. The purpose of such hearings will be to establish and determine the actual facts upon which action may be taken as considered necessary by the Corporation.
24.8 Employees may be held out of service up to 5 days or one cycle of operation, whichever is greater, pending a hearing. Employees held out of service pending a hearing will be given at least 48 hours' written notice of the charges against them (Saturdays, Sundays and general holidays excluded).
Discipline and Grievance Procedure. All disciplinary action under this Article shall be subject to the grievance procedure contained in this Master Contract.
Discipline and Grievance Procedure. 6.1 Employees will not be disciplined or discharged without a fair and impartial hearing.
(a) Investigations in connection with alleged irregularities will be held as quickly as possible. Employees may be held out
Discipline and Grievance Procedure. 6.01 a) An incident is a situation that can give rise to disciplinary action and, by extension, a grievance from the employee.
Discipline and Grievance Procedure. 24.1 Employees will not be disciplined for or discharged for major offenses without a fair and impartial hearing.
24.2 Investigations in connection with alleged irregularities will be held as quickly as possible. Employees may be held out of service for investigation (not exceeding three working days). Except as provided under Article 24.3, "Corrective Behaviour -- Informal Investigation", when a formal investigation is to be held, the employee and the designated Union representative will be given at least forty-eight (48) hours written notice of the investigation and will be notified of the time, place, and subject matter of such investigation. (A copy of the notice for an investigation will be given to the local chairperson.) This shall not mean that the proper officer of the Company, who may be on the premises when the cause for investigation occurs, shall be prevented from holding an immediate investigation.
Discipline and Grievance Procedure. 24.1 (a) Discipline will be administered under the merit and demerit system.
24.2 Employees will not be held out of service for minor offences. Minor offences are defined as offences not involving suspension or dismissal. Should an employee be held out of service for such serious offence, he/she will continue to receive pay pending the complete investigation. Notice will be provided to the local chairperson.
24.3 Reports submitted by employees will be used for the assistance of company officers in determining and evaluating the facts of a particular situation.
24.4 Employees charged with having committed an offence will be granted a fair and impartial hearing by the proper officer of the company.
24.5 Hearings in connection with major offences will be held as quickly as possible. The purpose of such hearings shall be to establish and determine the actual facts upon which action may be taken as considered necessary by the company.
(a) All evidence will be made available to the authorized Local Union representatives at the company office and in advance of the hearing if he/she so desires.
(b) When charges of a major offence have been made against an employee, the company if requested to do so by the authorized Local Union representative will, if possible, arrange for a joint confidential interview of the complainant or other witnesses (after the hearing) by the authorized Local Union representative in company with a proper officer of the company.
(c) Employees will be allowed to provide material witnesses or their written evidence, and their statements may be written into the record of the hearing.
24.7 When employees are required to make formal statement on matter affecting the agreement, company working rules or compensation, a duly authorized union representative shall be present. When employees are required to make formal statements on matter not affecting the agreement., company working rules or compensation, the employee have fellow employee or an accredited representative of the union present.
24.8 A proper officer of the company, on the ground when an incident occurs, may carry out an immediate
24.9 Employees or their accredited representative may request a deferment up to and including 72 hours from the original date set for the hearing.
24.10 When a request for deferment is made by employees or their representative, and employees fail to appear within 24 hours from the agreed date of deferment, unless prevented by bona fide illness or just cause, t...
Discipline and Grievance Procedure. Employees may only be disciplined for just cause. Disciplinary action may consist of: Informal, Verbal Warning, Written Warning, Suspension from duty without pay or Dismissal. The level of discipline imposed by the Library shall depend upon the severity of the offense involved. Except where, in the Library’s discretion, the violation warrants suspension or termination for a first offense, the Library will follow a system of progressive discipline.