DISCIPLINE CASES. 11.01 Where a record of verbal warning or a written warning is placed in the employee’s file, the employee will be given two (2) copies with the explanation that one (1) copy is to go to the Union if the employee so desires. The Company will give the Union a copy of any suspension or discharge notice as soon as possible after it has been given to the employee. Upon receipt of said copies the employee must sign the original copy on their file to indicate that they did in fact receive the copies but not to admit guilt or to agree with the action taken by the Company. Any unjust action may be the subject of a grievance in the case of an employee who has attained seniority. When the Company advises a seniority employee of a suspension or discharge, a Union ▇▇▇▇▇▇▇ shall be present at the meeting. The absence of a ▇▇▇▇▇▇▇, because of unavailability, shall not prevent the Company from suspending an employee pending investigation. When an employee is suspended pending investigation, the Company will make all reasonable efforts to complete its investigation within five (5) working days, or as soon as possible. 11.02 In the event of an employee, who has attained seniority, being suspended or discharged from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance commencing at Step 2 or the grievance procedure. The employment of a probationary employee may be terminated at the discretion of the Company provided it is not contrary to the Ontario Human Rights Code and such termination shall not be subjected to the Grievance Procedure. 11.03 A claim by an employee who has attained seniority, that she has been unjustly suspended or discharged from her employment shall be treated as a grievance if a written statement of such grievance signed by the employee or a union representative, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspension. All preliminary steps of the Grievance Procedure prior to Step No. 2 will be omitted in such case. 11.04 Such special grievance may be settled by confirming the Company's action in dismissing or suspending the employee, or by reinstating the employee in her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the mutually agreed to sole arbitrator, as the case may be. 11.05 All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
DISCIPLINE CASES. 11.01 Where a record of verbal warning or a written warning is placed in the employee’s 's file, . the employee will be given two (2) copies with the explanation that one (1) copy is to go to the Union if the employee so desires. The Company will give the Union a copy of any suspension or discharge notice as soon as possible after it has been given to the employee. Upon receipt of said copies the employee must sign the original copy on their file to indicate that they did in fact receive the copies but not to admit guilt or to agree with the action taken by the Company. Any unjust action may be the subject of a grievance in the case of an employee who has attained seniority. When the Company advises a seniority employee of a suspension or discharge, . a Union ▇▇▇▇▇▇▇ shall be present at the meetingmeeting as an observer. The absence of a ▇▇▇▇▇▇▇, because of unavailability, shall not prevent the Company from suspending an employee pending investigation. When an employee is suspended pending investigation, the Company will make all reasonable efforts to complete its investigation within five (5) working days, or as soon as possible.
11.02 In the event of an employee, who has attained seniority, . being suspended or discharged from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance commencing at Step 2 or the grievance proceduregrievance. The employment of a probationary employee may be terminated at the discretion of the Company provided it is not contrary to the Ontario Human Rights Code and such termination shall not be subjected to the Grievance Procedure.
11.03 Management. A claim by an employee who has attained seniority, that she has been unjustly suspended or discharged from her employment shall be treated as a grievance if a written statement of such grievance signed by the employee or a union representativeemployee, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspensiondischarge. All preliminary steps of the Grievance Procedure grievance procedure prior to Step No. 2 will be omitted in such case.
11.04 . Article Such special grievance may be settled by confirming the Company's Managements action in dismissing or suspending the employee, or by reinstating the employee in her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the mutually agreed to sole arbitratorBoard of Arbitration, as the case may be.
11.05 . All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.
Appears in 1 contract
Sources: Collective Agreement
DISCIPLINE CASES. 11.01 Where a record of verbal warning or a written warning is placed in the employee’s file, the employee will be given two (2) copies with the explanation that one (1) copy is to go to the Union if the employee so desires. The Company will give the Union a copy of any suspension or discharge notice as soon as possible after it has been given to the employee. Upon receipt of said copies the employee must sign the original copy on their file to indicate that they did in fact receive the copies but not to admit guilt or to agree with the action taken by the Company. Any unjust action may be the subject of a grievance in the case of an employee who has attained seniority. When the Company advises a seniority employee of a suspension or discharge, a Union ▇▇▇▇▇▇▇ shall be present at the meetingmeeting as an observer. The absence of a ▇▇▇▇▇▇▇, because of unavailability, shall not prevent the Company from suspending an employee pending investigation. When an employee is suspended pending investigation, the Company will make all reasonable efforts to complete its investigation within five (5) working days, or as soon as possible.
11.02 In the event of an employee, who has attained seniority, being suspended or discharged from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance commencing at Step 2 or the grievance proceduregrievance. The employment of a probationary employee may be terminated at the discretion of the Company provided it is not contrary to the Ontario Human Rights Code and such termination shall not be subjected to the Grievance ProcedureCompany.
11.03 A claim by an employee who has attained seniority, that she has been unjustly suspended or discharged from her employment shall be treated as a grievance if a written statement of such grievance signed by the employee or a union representativeemployee, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspension. All preliminary steps of the Grievance Procedure prior to Step No. 2 will be omitted in such case.
11.04 Such special grievance may be settled by confirming the Company's action in dismissing or suspending the employee, or by reinstating the employee in her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the mutually agreed to sole arbitratorBoard of Arbitration, as the case may be.
11.05 All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.
Appears in 1 contract
Sources: Collective Agreement
DISCIPLINE CASES. 11.01 Where a record of verbal warning or a written warning is placed in the employee’s file, the employee will be given two (2) copies with the explanation that one (1) copy is to go to the Union if the employee so desires. The Company will give the Union a copy of any suspension or discharge notice as soon as possible after it has been given to the employee. Upon receipt of said copies the employee must sign the original copy on their file to indicate that they did in fact receive the copies but not to admit guilt or to agree with the action taken by the Company. Any unjust action may be the subject of a grievance in the case of an employee who has attained seniority. When the Company advises a seniority employee of a suspension or discharge, a Union ▇▇▇▇▇▇▇ shall be present at the meetingmeeting as an observer. The absence of a ▇▇▇▇▇▇▇, because of unavailability, shall not prevent the Company from suspending an employee pending investigation. When an employee is suspended pending investigation, the Company will make all reasonable efforts to complete its investigation within five (5) working days, or as soon as possible.
11.02 In the event of an employee, who has attained seniority, being suspended or discharged from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance commencing at Step 2 or the grievance proceduregrievance. The employment of a probationary employee may be terminated at the discretion of the Company provided it is not contrary to the Ontario Human Rights Code and such termination shall not be subjected to the Grievance ProcedureCompany.
11.03 A claim by an employee who has attained seniority, that she has been unjustly suspended or discharged from her employment shall be treated as a grievance if a written statement of such grievance signed by the employee or a union representativeemployee, is lodged with the Factory Manager or his designate within five (5) working days after the employee is notified of her discharge or suspensiondischarge. All preliminary steps of the Grievance Procedure prior to Step No. 2 will be omitted in such case.
11.04 Such special grievance may be settled by confirming the Company's ’s action in dismissing or suspending the employee, or by reinstating the employee in her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the mutually agreed to sole arbitratorBoard of Arbitration, as the case may be.
11.05 All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.
Appears in 1 contract
Sources: Collective Agreement
DISCIPLINE CASES. 11.01 Where 13.01 An employee will be entitled to union representation at any meeting where the Employer is meting out discipline, example verbal warning, written warning, dismissal. The Employer shall notify the employee prior to the meeting that it is a record discipline meeting. A ▇▇▇▇▇▇▇ shall be present unless the grievor asks the ▇▇▇▇▇▇▇ to leave. The Employee is entitled to the ▇▇▇▇▇▇▇ of verbal warning or the employee’s choice except in the case of matters that require immediate attention, wherein the employee will have to choose a ▇▇▇▇▇▇▇ who is readily available and without interfering with the efficiency of the Employer. The Employer will make a reasonable effort to complete a workplace investigation within fourteen (14) calendar days after becoming aware of an incident. If a workplace investigation exceeds fourteen (14) calendar days then the Employer will inform the union Chief ▇▇▇▇▇▇▇ why the investigation is taking longer. Provided the integrity of the investigation is not jeopardized, the Employer will notify the Chief ▇▇▇▇▇▇▇ and employee being investigated that an investigation is commencing as soon as reasonably practical upon the Employer becoming aware of an issue to be investigated.”
13.02 Any written warning is to be placed in the employee’s 's file, the employee will be given two (2) copies with the explanation instructions that one (1) copy is to go to the Union if the employee so desiresUnion. The Company will give the Union a copy of any suspension or discharge notice as soon as possible after it has been given to the employee. Upon On receipt of the said copies copies, the employee must sign the original copy on their file to indicate indicating that they did did, in fact fact, receive the copies but not to admit any guilt or to agree with the action taken by the CompanyEmployer. Any unjust disciplinary action may be the subject of a grievance in grievance.
13.03 The Employer shall notify the case of an employee who has attained seniority. When the Company advises a seniority employee of a suspension or discharge, a Union Chief ▇▇▇▇▇▇▇ shall be present at the meeting. The absence of a ▇▇▇▇▇▇▇, because of unavailability, shall not prevent the Company from suspending an employee pending investigation. When an employee is suspended pending investigation, the Company will make all reasonable efforts to complete its investigation within five (5) working days, or as soon as possible.
11.02 In the event of an employee, who has attained seniority, being suspended or discharged from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance commencing at Step 2 or the grievance procedure. The employment of a probationary employee may be terminated at the discretion of the Company provided it is not contrary Union with respect to the Ontario Human Rights Code and such termination shall not be subjected to the Grievance Procedure.
11.03 A suspension or discharge of any employee. Any claim by an employee who has attained seniority, acquired seniority that she has they have been unjustly suspended or discharged from her employment shall will be treated as a grievance if a written statement of such grievance signed is lodged by the employee with the Administrator of the Employer within seven (7) calendar days after written notice of such suspension or discharge has been given to the employee. Such grievance will be taken up at a union representative, special meeting between the Union and the Administrator within seven (7) days after it is lodged with the Factory Manager or his designate and failing settlement, within five (5) working days after the employee is notified of her discharge or suspension. All preliminary steps of the Grievance Procedure prior to Step No. 2 will be omitted in such case.
11.04 Such special grievance may be settled by confirming the Company's action in dismissing or suspending the employee, or by reinstating the employee in her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the mutually agreed to sole arbitrator, as the case may be.
11.05 All disciplinary records of an employee shall be removed from an employee file if she established a clear record for twelve (12) calendar months.ten
Appears in 1 contract
Sources: Collective Agreement