Investigation and Discipline Sample Clauses
Investigation and Discipline. 34.1 When an investigation is to be held, the engineer whose presence is desired will be properly advised as to the time, place and subject matter, which will be confined to the particular matter under investigation.
34.2 An engineer will not be disciplined or dismissed without having had a fair and impartial hearing and his/her responsibility established.
34.3 An engineer who has been on duty in excess of eight hours will not be required to attend hearing without having sufficient time off duty for rest.
34.4 A hearing shall be held and the locomotive engineer advised in writing of the decision within 28 calendar days from the date of the locomotive engineer's statement unless as otherwise mutually agreed. NOTE: Employee's file will be cleared of any record of discipline placed on his/her file after five (5) years. Any discipline not deducted from an employee's record in accordance with Company policy 6-S-1 will not be removed from employee's record notwithstanding this Article. This is not to interfere with current practice of clearing twenty (20) demerits from employee's file following one (1) year of discipline-free service.
34.5 At the hearing the engineer may have an accredited representative of the Brotherhood of Locomotive Engineers appear with him who will be accorded the privilege of requesting the presiding officer to ask, for the record, questions which have a bearing on the responsibility of the engineer. The engineer will be given a clear copy of his/her statement.
34.6 An engineer and his/her accredited representative shall have the right to be present during the examination of any witness whose evidence may have a bearing on the engineer's responsibility to offer rebuttal through the presiding officer by accredited representative. The General Chairman to be given a copy of statements of such witnesses on request.
34.7 An engineer will not be held off unnecessarily in connection with an investigation, lay-over time to be used as far as practicable.
34.8 Engineers instructed to report for investigation and no responsibility is attached will be compensated for such service in accordance with the provisions of Article 21.
34.9 An appeal may be made in accordance with the Grievance Procedure. Should discipline after appeal be found to be unjust, resulting in cancellation of such discipline, an engineer losing time shall be paid for time lost 100 miles for each consecutive 24 hours at minimum through freight rate, less any amount earned in other ...
Investigation and Discipline. If an employee who is transferred from the employment of a member to the employment of a joint powers entity is under investigation by the member of the entity at the time of the transfer and would be subject to discipline by the member of the entity, the new joint powers entity may discipline the employee for just cause, and the employee's union may file a grievance under the collective bargaining agreement the employee was covered by as an employee of a member of the entity or the new collective bargaining agreement after it is agreed to.
Investigation and Discipline. Should an Employee be the complainant or respondent in an investigation, the Employee shall have the right to have a Union representative present at any meetings involving the Employee. At the conclusion of an investigation, an Employee shall have the right to grieve any disciplinary action imposed by the College in accordance with Article 13: Complaint, Grievance and Arbitration Procedure.
Investigation and Discipline. 27.1 An employee shall not be disciplined or dismissed until after a fair and impartial investigation has been held and the employee's responsibility is established by assessing the evidence produced and the employee will not be required to assume this responsibility in his/her statement.
Investigation and Discipline. No employee will be disciplined or dismissed until the charges against them have been investigated; the investigation to be presided over by the employee's superior officer. They may, however, be held off for investigation not exceeding three days. They will be given 48 hours' notice of the investigation and will be properly notified of the time, place and the charges placed against them. They may select a fellow employee to appear with them at the investigation, and they and such fellow employee will have the right to hear all of the evidence submitted, and will be given an opportunity through the presiding officer to ask questions of witnesses whose evidence may have bearing on their responsibility, questions and answers will be recorded. The Union will be provided an opportunity to reply and/or submit additional evidence for consideration to the proper officer of the Company within 7 days of the investigation. Such information will form part of the investigation record. They will be furnished with a copy of their statement taken at the investigation. The employee will be advised in writing of the decision within 28 days from the date investigation is completed except as otherwise mutually agreed. If not satisfied with the decision they will have the right to appeal in accordance with the grievance procedure.
Investigation and Discipline. Should a Faculty Member be the complainant or respondent in an investigation, the Faculty Member shall have the right to have Union representation at all meetings involving the Faculty Member. At the conclusion of an investigation, a Faculty Member shall have the right to grieve any disciplinary action imposed by the College in accordance with Article 11: Complaint,
Investigation and Discipline. When an investigation is to be held, the engineer whose presence is desired will be properly advised as to the time, place and subject matter, which will be confined to the particular matter under investigation.
Investigation and Discipline. No employee will be disciplined or dismissed until the charges against have been investigated: the investigation to be presided over by the employee's superior officer. may, however, be held off for investigation not exceeding three days. will be given hours' notice of the investigation and will be properly notified of the charges against may select a fellow employee to appear with at the investigation, and and such fellow employee will have the right to hear all of the evidence submitted, and will be given an opportunity through the presiding officer to ask questions of witnesses whose evidence may have bearing on responsibility, questions and answers will be recorded. will be furnished with a copy of statement taken at the investigation. The employee will be advised in writing of the decision within days from the date investigation is completed except as otherwise mutually agreed. If not satisfied with the decision will have the right to appeal in accordance with the grievance procedure. On request, the General Chairperson will be shown all evidence in the case. In case the discipline or dismissal is found to be unjust, the employee will be exonerated. If the employee has been dismissed, will be paid in accordance with either:
Investigation and Discipline. 27.1 An employee shall not be disciplined or dismissed until after a fair and impartial investigation has been held and the employee's responsibility is established by assessing the evidence produced and the employee will not be required to assume this responsibility in his/her statement. If, in the final decision, the charges against an employee are not sustained, his record shall be cleared of the charges; if suspended or dismissed, he shall be returned to his former position and reimbursed for wages list, less any earning derived from outside employment during the period so compensated; if the investigation was away from home, he shall be reimbursed for reasonable travel expenses upon presenting receipts. Any employee appearing before a disciplinary hearing shall be given the option of using the language (English or French) in which he can express himself/herself most fluently.
Investigation and Discipline. Informal Investigation
25.1 Subject to the provisions of Article 25.5 (b), minor incidents will be handled without the necessity of a formal investigation. The Company may assess discipline to a maximum of 10 demerit marks without the necessity of a formal investigation.
25.2 Such incidents will be investigated as quickly as possible by a proper officer(s) of the Company and subsequently reviewed with the employee(s) concerned.
25.3 In cases where the assessment of discipline is warranted, employees will be advised in writing within twenty (20) calendar days from the date the incident is reviewed with them except as otherwise mutually agreed.
25.4 From the time of notification of the conclusions
(a) that they accept the conclusions reached by the Company and the discipline assessed; or
(b) that they are not in accord with the conclusions reached by the Company and request a formal investigation under the procedures set forth in Articles 25.5, 25.6 and 25.7; or
(c) that they accept the conclusions reached by the Company but may initiate an appeal of the discipline in accordance with the grievance procedure.