Common use of Discipline Procedure Clause in Contracts

Discipline Procedure. No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled; (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five days. Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two working days. When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five working days, in writing by the Employer of the reason for such discharge or suspension. It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. ‌ (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;College. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer College shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five days. . (d) Where this Agreement agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two working days. . (e) When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his their ▇▇▇▇▇▇▇. If a meeting on college property is not advisable for safety reasons, such meeting may be held at a mutually-agreed location. In an instance where such a meeting is not possible due to bona fide safety concerns of either party, the employee's copy of the written reasons will be sent by registered mail to the employee's last recorded address. Likewise, a copy of the employee's letter will be immediately delivered to the bargaining unit Chairperson. The President of the Union or designate shall be advised, within five working days, in writing by the Employer College of the reason for such discharge or suspension. . (f) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;College. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer College shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. . (d) Where this Agreement agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. . (e) When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his or her ▇▇▇▇▇▇▇. If a meeting on college property is not advisable for safety reasons, such meeting may be held at a mutually-agreed location. In an instance where such a meeting is not possible due to bona fide safety concerns of either party, the employee's copy of the written reasons will be sent by registered mail to the employee's last recorded address. Likewise, a copy of the employee's letter will be immediately delivered to the bargaining unit Chairperson. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer College of the reason for such discharge or suspension. . (f) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled; (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer of the reason for such discharge or suspension. It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union Union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. . (d) Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. . (e) When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer of the reason for such discharge or suspension. . (f) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officerUnion Officer, the employee shall have the right to have a staff representative Staff Representative or union officer Union Officer present.

Discipline Procedure. ‌ (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five days. Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two working days. When an employee is disciplined, discharged or suspended, the employee shall be given the reason in writing in the presence of his or her ▇▇▇▇▇▇▇. If a meeting on NEC property is not advisable for safety reasons, such meeting may be held at a mutually-agreed location. In an instance where such a meeting is not possible due to bona fide safety concerns of either party, the employee's copy of the written reasons will be sent by registered mail to the employee's last recorded address. Likewise, a copy of the employee's letter will be immediately delivered to the bargaining unit Chair. The President of the Union or designate shall be advised, within five working days, in writing by the Employer of the reason for such discharge or suspension. . (d) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present. (e) A ▇▇▇▇▇▇▇ shall have the right to consult with a staff representative of the Union and to have a local representative present at any discussion with supervisory personnel, which the ▇▇▇▇▇▇▇ has been advised might be the basis of disciplinary action against the ▇▇▇▇▇▇▇ providing that this does not result in an undue delay of the appropriate action being taken.

Discipline Procedure. (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five days. Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two working days. When an employee is disciplined, discharged or suspended, the employee shall be given the reason in writing in the presence of his or her ▇▇▇▇▇▇▇. If a meeting on NEC property is not advisable for safety reasons, such meeting may be held at a mutually-agreed location. In an instance where such a meeting is not possible due to bona fide safety concerns of either party, the employee's copy of the written reasons will be sent by registered mail to the employee's last recorded address. Likewise, a copy of the employee's letter will be immediately delivered to the bargaining unit Chair. The President of the Union or designate shall be advised, within five working days, in writing by the Employer of the reason for such discharge or suspension. . (d) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present. (e) A ▇▇▇▇▇▇▇ shall have the right to consult with a staff representative of the Union and to have a local representative present at any discussion with supervisory personnel, which the ▇▇▇▇▇▇▇ has been advised might be the basis of disciplinary action against the ▇▇▇▇▇▇▇ providing that this does not result in an undue delay of the appropriate action being taken.

Discipline Procedure. (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union Union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. . (d) Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. . (e) When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his or her ▇▇▇▇▇▇▇. If a meeting on College property is not advisable for safety reasons, such meeting may be held at a mutually-agreed location. In an instance where such a meeting is not possible due to bona fide safety concerns of either Party, the employee's copy of the written reasons will be sent by registered mail to the employee's last recorded address. Likewise, a copy of the employee's letter will be immediately delivered to the bargaining unit Chair. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer of the reason for such discharge or suspension. . (f) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officerUnion Officer, the employee shall have the right to have a staff representative Staff Representative or union officer Union Officer present.

Discipline Procedure. ‌ No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled; (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five days. Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two working days. When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five working days, in writing by the Employer of the reason for such discharge or suspension. It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. ‌ No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled; (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer of the reason for such discharge or suspension. It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. ‌ No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled; (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her their supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her their right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. Where this Agreement agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his their ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer of the reason for such discharge or suspension. It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled; (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her their supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her their right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. Where this Agreement agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his their ▇▇▇▇▇▇▇. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer of the reason for such discharge or suspension. It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.

Discipline Procedure. ‌ (a) Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall notify the employee in advance of the meeting and shall advise the employee that a ▇▇▇▇▇▇▇'▇ presence is recommended. The employee shall be given sufficient time to arrange for a ▇▇▇▇▇▇▇ to attend the meeting, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) No employee shall be disciplined, suspended or discharged except for just cause, and an employee shall be discharged only upon the written authority of the Employer. An employee has the right to bring a shop ▇▇▇▇▇▇▇ to any meeting which the employee reasonably believes may lead to disciplinary action. However: (a) it is up to the employee to be aware of, and to exercise, this right; (b) there shall be no undue delay of the meeting being scheduled;College. (c) if an employee wishes to have a shop ▇▇▇▇▇▇▇ present, the employee must so advise his or her supervisor in advance of the meeting; (d) this right does not extend to operational meetings or discussions. The Employer shall advise an employee of his or her right to have a shop ▇▇▇▇▇▇▇ present at any meeting in which the Employer intends to administer written discipline. The Employer College shall inform the union ▇▇▇▇▇▇▇ verbally prior to imposing a suspension of more than five (5) days. . (d) Where this Agreement requires reasons in writing for disciplinary action, it is understood and agreed that compliance with that requirement shall be sufficient if verbal reasons are given immediately in the presence of the employee's ▇▇▇▇▇▇▇, and are confirmed in writing within two (2) working days. . (e) When an employee is discharged or suspended, the employee shall be given the reason in writing in the presence of his or her ▇▇▇▇▇▇▇. If a meeting on college property is not advisable for safety reasons, such meeting may be held at a mutually-agreed location. In an instance where such a meeting is not possible due to bona fide safety concerns of either party, the employee's copy of the written reasons will be sent by registered mail to the employee's last recorded address. Likewise, a copy of the employee's letter will be immediately delivered to the bargaining unit Chair. The President of the Union or designate shall be advised, within five (5) working days, in writing by the Employer College of the reason for such discharge or suspension. . (f) It is understood that where the employee being disciplined, suspended or discharged is a ▇▇▇▇▇▇▇ or union officer, the employee shall have the right to have a staff representative or union officer present.