Common use of DISCIPLINE CASES Clause in Contracts

DISCIPLINE CASES. 12.1 When the Employer intends to meet with an Employee for disciplinary purposes, the Supervisor shall notify the Employee and the Union in advance of the purpose of the meeting. A copy of any disciplinary letter or letter of expectation will be forwarded to the Union. 12.2 Should it be found, upon investigation, that any Employee has been unjustly suspended or discharged, such Employee shall be immediately reinstated in their former position, without loss of seniority rating, and shall be compensated for all lost time and earnings. It is understood that this article is not intended to restrict an arbitrator's ability to determine an appropriate remedy at arbitration. 12.3 An Employee has the right to add a rebuttal to their personnel file with a copy to their immediate supervisor. (a) Upon written request of the Employee to the Superintendent responsible for Human Resources, documents contained in the Employee’s personnel file which are disciplinary in nature and all supporting documents shall be removed from the file three (3) years after their date of issue, unless further similar disciplinary action has occurred in that period. Notwithstanding the foregoing, disciplinary materials referring to matters that have resulted in a suspension; related to harassment; violence or inappropriate interaction with students will remain in the Employee’s file. (b) Letters of Expectation are non-disciplinary. The purpose of a Letter of Expectation is to provide information and direction on practice, protocol or procedure.

DISCIPLINE CASES. 12.1 When the Employer a supervisor intends to meet with an Employee for disciplinary purposes, the Supervisor shall notify the Employee and the Union in advance of the purpose of the meeting. A copy of any disciplinary letter or letter of expectation will be forwarded to the Union. 12.2 Should it be found, upon investigation, that any Employee has been unjustly suspended or discharged, such Employee shall be immediately reinstated in their former position, without loss of seniority rating, and shall be compensated for all lost time and earnings. It is understood that this article is not intended to restrict an arbitrator's ability to determine an appropriate remedy at arbitration. 12.3 An Employee has the right to add a rebuttal to their personnel file with a copy to their immediate supervisor. (a) Upon written request of the Employee to the Superintendent responsible for Human Resources, documents contained in the Employee’s personnel file which are disciplinary in nature and all supporting documents shall be removed from the file three (3) years after their date of issue, unless further similar disciplinary action has occurred in that period. Notwithstanding the foregoing, disciplinary materials referring to matters that have resulted in a suspension; related to harassment; violence or inappropriate interaction with students will remain in the Employee’s file. (b) Letters of Expectation are non-disciplinary. The purpose of a Letter of Expectation is to provide information and direction on practice, protocol or procedure.