Common use of DISCIPLINE, DISMISSAL AND RESIGNATION Clause in Contracts

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 By an appointment made at least five (5) working days in advance, an Employee and/or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative of the Union to be present at the time of the examination. 28.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee shall be accompanied by a Union ▇▇▇▇▇▇▇, at the request of the Employee. 28.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 23.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 23.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union within five (5) days at the time of the action being takensuspension or dismissal. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 23.03 By an appointment made at least five (5) working days in advance, an Employee and/or and/ or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative of the Union to be present at the time of the examination. 28.04 23.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At Prior to such discussion or investigation, the Employer shall advise an Employee shall of their right be accompanied by a Union ▇▇▇▇▇▇▇ or Union Representative of their choice. The Employer shall give the Employee a reasonable amount of time to contact their Union ▇, at the request of the Employee▇▇▇▇▇▇ or Union Representative. 28.05 23.05 An Employee who has been subject to disciplinary action may shall, after two eighteen (218) years of continuous service months from the date the disciplinary measure was invoked, request in writing that her personnel file be cleared of any record time of the disciplinary action. Such request shall be granted discipline, have such record deemed removed from their personnel file, provided no further discipline of equal or greater severity has been received within the Employee’s file does not contain any further record of disciplinary action during the two eighteen (218) year period of which the Employee is awaremonth period. 28.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 23.06 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 23.07 Fourteen (14) calendar days days’ notice in writing shall be given by the Employee resigning from the Employer. 28.09 23.08 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is they are aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 In 14.01 Discipline (a) Except for the event dismissal of an Employee is given serving a written warningprobationary period, it there shall be within ten no discipline or dismissal except for just cause. (10b) days None of the date provisions of this Article shall prevent immediate suspension or dismissal for cause, subject to the grievance procedure. (c) Discipline shall normally be progressive, appropriate, and measured to the incident that gave rise to the discipline. (d) The Employer concludes their investigationmay discipline Employees for just cause by providing written disciplinary notices to Employees for poor conduct, unsatisfactory job performance, or infraction of the Employer's rules, regulations, and policies. (e) The Employer may issue a Letter of Expectation to outline job requirements and expectations. The intent of the letter is to clarify expectations for an Employee and to allow the Employee to meet those expectations. (f) A written warning that is grieved and determined to Letter of Expectation shall not be unjustified considered disciplinary but shall be removed from placed on the Employee's record. 28.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union within five (5) days Personnel file. Any Letter of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 By an appointment made at least five (5) working days in advance, an Employee and/or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have Expectation placed on an Employee's personnel file made available at their place shall be removed after a period of employment eighteen (18) months of worked time. (g) Copies of all written disciplinary notices issued shall be forwarded to the Union. In addition, all written disciplinary notices shall be signed by the Employee and at a reasonable time for the employee to examine his file, once in every year or Employer and placed in the event Employee's personnel file. (h) An Employee shall have the right to have Union representation at any disciplinary meeting or discussion that may lead to discipline. Any dismissal or discipline of an (i) Where a grievance. The manager or designate intends to hold an investigative meeting with an employee that has the potential to lead to discipline, the manager or designate shall provide the Employee with not less than twenty-four (24) hours advance notice and the purpose of the meeting so the Employee may request a representative of contact the Union to be present at the time of the examination. 28.04 The Employer will schedule arrange for a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee shall be accompanied by a Union ▇▇▇▇▇▇▇▇ or the CUPE National Representative to be present. The manager or designate will provide the Union with meeting particulars, at the request of the Employee. 28.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invokeddate, request in writing that her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advisedtime, and a written copy shall location. This requirement may be forwarded to waived upon mutual Agreement between the Union. 28.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her position except where the Employee subsequently provides reasons acceptable to the Union and Employer. 28.08 Fourteen (14j) calendar days notice in writing An Employee required to attend a disciplinary or investigation meeting shall be given by paid at the Employee resigning from the EmployerBasic Rate of Pay for time spent in attendance at that meeting. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 25.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 25.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 25.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presents of the Union to be present at the time of the examinationExecutive Director or her designate. 28.04 25.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request of the Employeesuch discussions or investigations. 28.05 25.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 25.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 25.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 25.08 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 25.01 The Employer may discipline, suspend or dismiss an Employee for just cause only. Unsatisfactory conduct and / or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 25.02 In the event an Employee is suspended or dismissedreceives discipline, the Employer shall provide written reasons for the suspension or dismissal such discipline to the Employee and the Union within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspensionMembership Services Officer). 28.03 25.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presence of the Union to be present at the time of the examinationExecutive Director or their designate. 28.04 25.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request of the Employeesuch discussions or investigations. 28.05 25.05 An Employee who has been subject to disciplinary action may after two twenty-four (224) years months of continuous service from the date the disciplinary measure was invoked, request in writing that her their personnel file be deemed cleared of any record of the disciplinary action. Such request shall be granted action provided the Employee’s 's file does not contain any further record of disciplinary action during the two twenty-four (224) year period of which the Employee is awaremonths period. 28.06 25.06 In the event an Employee is reported to her their licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 25.07 An Employee absent for three (3) consecutive work days workdays without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 25.08 Fourteen (14) calendar days days’ notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 27.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union within five (5) days at the time of the action being taken. suspension or dismissal The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 27.03 By an appointment made at least five (5) working days in advance, an Employee and/or and/ or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative of the Union to be present at the time of the examination. 28.04 27.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At Prior to such discussion or investigation, the Employer shall advise an Employee shall of their right be accompanied by a Union ▇▇▇▇▇▇▇ or Union Representative of their choice. The Employer shall give the Employee a reasonable amount of time to contact their Union ▇, at the request of the Employee▇▇▇▇▇▇ or Union Representative. 28.05 27.05 An Employee who has been subject to disciplinary action may shall, after two eighteen (218) years of continuous service months from the date the disciplinary measure was invoked, request in writing that her personnel file be cleared of any record time of the disciplinary action. Such request shall be granted discipline, have such record deemed removed from their personnel file, provided no further discipline of equal or greater severity has been received within the Employee’s file does not contain any further record of disciplinary action during the two eighteen (218) year period of which the Employee is awaremonth period. 28.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 27.06 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 27.07 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 27.08 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 In (a) Except for the event dismissal of an Employee is given serving a written warningprobation period, it there shall be within ten no discipline or dismissal except for just cause. (10b) days Copies of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified all disciplinary notices shall be removed from forwarded to the Employee's recordUnion. Regular Employees shall be given the opportunity to sign disciplinary notices as having been read. 28.02 In the event an (c) An Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 By an appointment made at least five (5) working days in advance, an Employee and/or their representative, shall have access to their personnel records once per year. The Employer will make arrangements the right to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative of the Union to be present at the time of the examination. 28.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee shall be accompanied by a Union Shop ▇▇▇▇▇▇▇▇ or Local Union Officer present when disciplinary notice, at the request in writing, (or verbally) is issued. (d) None of the Employeeprovisions of this Article shall prevent immediate suspension or dismissal for just cause, subject to the Grievance Procedure. 28.05 35.02 A Regular Employee absent for three (3) scheduled workdays without good and proper reason and without notifying the Employer, shall be considered to have vacated their position. 35.03 Upon providing at least one (1) days’ notice, an Employee shall have the right to view their personnel file once each year, or when the Employee has filed a grievance. An Employee shall be given a copy of the contents of their personnel file provided that they first pay to the Employer, a fee established by the Employer, to cover the cost of the copying. (a) An Employee intending to terminate services with the Employer shall give a minimum of twenty-eight (28) days’ notice exclusive of vacation, in writing, to that effect. 35.05 An Employee who has been subject to disciplinary action may may, after two twenty-four (224) years months of continuous service [exclusive of any periods of Leave of Absence in excess of thirty (30) days], from the date the disciplinary measure was invoked, request in writing that her their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two twenty-four (224) year period of which the Employee is awaremonth period. 28.06 In the event an 35.06 An Employee is reported to her licensing body required by the Employer, the Employee Employer to attend a disciplinary or investigation meeting shall be so advised, and a written copy shall be forwarded to paid at the UnionBasic Rate of Pay for time spent in attendance at that meeting. 28.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 26.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 26.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 26.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presence of the Union to be present at the time of the examinationExecutive Director or designate. 28.04 26.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, an Employee shall be accompanied by a Union ▇▇▇▇▇▇▇, at the request of the Employee. 28.05 26.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 26.06 In the event an Employee is reported to her their licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 26.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer.. draft 28.08 26.08 Fourteen (14) calendar days days’ notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 25.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 25.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 25.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presence of the Union to be present at the time of the examinationExecutive Director or their designate. 28.04 25.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request of the Employeesuch discussions or investigations. 28.05 25.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 25.06 In the event an Employee is reported to her their licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 25.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 25.08 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 The 25.09 Unsatisfactory conduct and/ or performance by an Employee shall sign all notices of disciplinemay be grounds for discipline up to, and including, immediate dismissal 25.10 Nothing in this Article prevents immediate suspension or dismissal for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to signjust cause.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 In the event 26.01 Unsatisfactory conduct and/or performance by an Employee may be grounds for discipline up to and including immediate dismissal. 26.02 Unsatisfactory conduct and/or performance by an Employee which is given a written warning, it shall be within ten (10) days of the date not considered by the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the serious enough to warrant suspension or dismissal may result in a written warning to the Employee. The Employee and the Union within five (5) days shall be advised that further infractions of a similar nature will result in further disciplinary action. A copy of the action being taken. The action of suspension or dismissal written warning shall be within ten (10) days of placed on the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 By an appointment made at least five (5) working days in advance, an Employee and/or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place with a copy forwarded to the Union. 26.03 The Employee shall sign written notice of employment and at a reasonable time discipline for the employee sole purpose of indicating that the Employee is aware of the disciplinary note. An Employee shall have the right to examine his file, once in every year or in the event of a grievance. The Employee may request be accompanied by a representative of the Union during disciplinary discussions. If an Employee refuses to sign the written notice of discipline it will be present at placed on the time personnel file unsigned. 26.04 Employees shall be informed by the Employer in advance of the examinationmeeting, that they are being investigated with respect to an incident that may result in discipline and that they have the right to have a Union representative present if they so choose. The meeting shall be conducted on Employee paid time. 28.04 The Employer will schedule 26.05 When an Employee has grieved a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control action and a designated officer of the EmployerEmployer has either allowed the grievance or reduced the penalty levied against the grievor, by giving reasonable advance notice. At such discussion or investigation, an the personnel file of the Employee shall be accompanied by a Union ▇▇▇▇▇▇▇, at the request amended to reflect this action provided this action results in closure of the Employeegrievance. 28.05 26.06 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s 's file does not contain any further record of disciplinary action during the after two (2) year period continuous years of which service from the date the disciplinary measure was invoked. The Employer will confirm in writing to the Employee is awarethat such action has been effected and the documents cleared from the file. 28.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 26.07 An Employee absent for three (3) consecutive work working days without notifying the Employer, Employer shall be considered to have vacated her position except where terminated their employment unless the Employee subsequently provides reasons reason acceptable to the Employer and, where in the opinion of the Employer, such prior notification was not possible. 28.08 Fourteen (14) calendar days notice 26.08 Nothing in writing shall be given by the Employee resigning from the Employerthis Article prevents immediate dismissal for just cause. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 An Employee may be disciplined or dismissed for just cause. In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 By an appointment made at least five (5) working days in advance, an Employee and/or their representative, shall have access to their personnel records once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative of the Union to be present at the time of the examination. 28.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request such discussions or investigations. 28.04 An Employee that is to be interviewed with regards to an incident that may lead to disciplinary action shall be given twenty-four (24) hours notice of the Employeetime and location of such interview. 28.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 25.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 25.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 25.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presents of the Union to be present at the time of the examinationExecutive Director or her designate. 28.04 25.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request of the Employeesuch discussions or investigations. 28.05 25.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 25.06 In the event an Employee is reported to her licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 25.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 25.08 Fourteen (14) calendar days notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 25.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 25.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 25.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presence of the Union to be present at the time of the examinationExecutive Director or their designate. 28.04 25.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request of the Employeesuch discussions or investigations. 28.05 25.05 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that her their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. 28.06 25.06 In the event an Employee is reported to her their licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 25.07 An Employee absent for three (3) consecutive work days workdays without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 25.08 Fourteen (14) calendar days days’ notice in writing shall be given by the Employee resigning from the Employer. 28.09 The 25.09 Unsatisfactory conduct and/ or performance by an Employee shall sign all notices of disciplinemay be grounds for discipline up to, and including, immediate dismissal 25.10 Nothing in this Article prevents immediate suspension or dismissal for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to signjust cause.

DISCIPLINE, DISMISSAL AND RESIGNATION. 28.01 25.01 In the event an Employee is given a written warning, it shall be within ten (10) days of the date the Employer concludes their investigation. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 28.02 25.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union (Membership Services Officer) within five (5) days of the action being taken. The action of suspension or dismissal shall be within ten (10) days of the date that the Employer concludes their investigation. When action involves a suspension, the notice shall specify the time period of the suspension. 28.03 25.03 By an appointment made at least five one (51) working days day in advance, an Employee and/or their Union representative, shall have access to their personnel records during the grievance process or at least once per year. The Employer will make arrangements to have an Employee's personnel file made available at their place of employment and at a reasonable time for the employee to examine his file, once in every year or in the event of a grievance. The Employee may request a representative presence of the Union to be present at the time of the examinationExecutive Director or their designate. 28.04 25.04 The Employer will schedule a disciplinary discussion or investigation with an Employee, where such investigation is under the discretionary control of the Employer, by giving reasonable advance notice. At such discussion or investigation, The Employer will advise an Employee shall of their right to be accompanied by a Union ▇▇▇▇▇▇▇, Representative at the request of the Employeesuch discussions or investigations. 28.05 25.05 An Employee who has been subject to disciplinary action may after After two (2) years of continuous service from the date the thea disciplinary measure was invoked, an Employee who has been subject to disciplinary action request in writing that her shall have their personnel file be deemed cleared of any record of the disciplinary action. Such request shall be granted , provided the Employee’s file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the two (2) year period noted above. 28.06 25.06 In the event an Employee is reported to her their licensing body by the Employer, the Employee shall be so advised, and a written copy shall be forwarded to the Union. 28.07 25.07 An Employee absent for three (3) consecutive work days without notifying the Employer, shall be considered to have vacated her their position except where the Employee subsequently provides reasons acceptable to the Employer. 28.08 25.08 Fourteen (14) calendar days days’ notice in writing shall be given by the Employee resigning from the Employer. 28.09 The Employee shall sign all notices of discipline, for the sole purpose of indicating she is aware of the discipline. It is deemed notification when the Employee refuses to sign.