Common use of Procedures for Discipline and Dismissal Clause in Contracts

Procedures for Discipline and Dismissal. 13.02.1 Except as provided in 13.02.7, the Employer shall only dismiss an Employee after taking steps to correct a fault or behaviour of the Employee. 13.02.2 The Executive Director shall initiate discipline procedures by notifying the Employee in writing to meet with him or her in the presence of the appropriate manager and a Union ▇▇▇▇▇▇▇. The Employee shall have the right to be represented by his or her advocate, who may be the Union ▇▇▇▇▇▇▇, at this meeting and the Executive Director shall inform the Employee of that right at the time that the Employee is notified of the meeting. Notice of the meeting shall be sent to the Employee, with a copy to the Chief Shop ▇▇▇▇▇▇▇, within twenty (20) days of the date the Employer knew, or ought reasonably to have known, of the occurrence of the matter giving rise to the discipline. The meeting shall take place within five (5) days of the written notification. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned. 13.02.3 (a) If no satisfactory solution is reached at the meeting provided for in 13.02.2, the Executive Director shall take one of the following actions if the intention is to proceed with discipline: (i) further investigate the alleged incident and, following the investigation, which must be completed within at most 20 days from the date of the unsuccessful meeting, advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, of the disciplinary measure(s), or, (ii) advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, of the disciplinary measure(s).

Procedures for Discipline and Dismissal. 13.02.1 13.03.1 Except as provided in 13.02.713.03.7, the Employer shall only dismiss an Employee after taking steps to correct a fault or behaviour of the EmployeeEmployee by lesser forms of discipline beginning with a written warning. As a final step, the Employer shall notify the Employee in writing that failure to meet certain specific standards within a specific period of time shall lead to dismissal. 13.02.2 13.03.2 The Executive Director shall initiate discipline procedures by notifying the Employee in writing to meet with him or her in the presence of the appropriate manager and a Union ▇▇▇▇▇▇▇. The Employee shall have the right to be represented by his or her advocate, who may be the Union ▇▇▇▇▇▇▇, at this meeting and the Executive Director shall inform the Employee of that right at the time that the Employee is notified of the meeting. Notice of the meeting shall be sent to the Employee, with a copy to the Chief Shop ▇▇▇▇▇▇▇, within twenty (20) days of the date the Employer knew, or ought reasonably to have known, of the occurrence of the matter giving rise to the discipline. The meeting shall take place within five (5) days of the written notification. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned. 13.02.3 (a) If no satisfactory solution is reached at the meeting provided for in 13.02.2, the Executive Director shall take one of the following actions if the intention is to proceed with discipline: (i) further investigate the alleged incident and, following the investigation, which must be completed within at most 20 days from the date of the unsuccessful meeting, advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, of the disciplinary measure(s), or, (ii) advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, of the disciplinary measure(s).

Procedures for Discipline and Dismissal. 13.02.1 9.05.1 Except as provided in 13.02.79.05.7, the Employer shall only dismiss an Employee after taking steps to correct a fault or behaviour of the EmployeeEmployee by lesser forms of discipline beginning with a written warning. As a final step, the Employer shall notify the Employee in writing that failure to meet certain specific standards within a specific period of time shall lead to dismissal. A copy of the letter shall be sent to the Union. 13.02.2 9.05.2 The Executive Director shall initiate discipline procedures by notifying the Employee in writing to meet with him or her in the presence of the appropriate manager and a Union ▇▇▇▇▇▇▇. The Employee shall have the right to be represented by his or her advocate, who may be the Union ▇▇▇▇▇▇▇, at this meeting and the Executive Director shall inform the Employee of that right at the time that the Employee is notified of the meeting. Notice of the meeting shall be sent to the Employee, with a copy to the Chief Shop ▇▇▇▇▇▇▇Union, within twenty (20) days of the date the Employer knew, or ought reasonably to have known, knew of the occurrence of the matter giving rise to the discipline. The meeting shall take place within five (5) days of the written notification. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned. 13.02.3 (a) If no satisfactory solution is reached at the meeting provided for in 13.02.29.05.2, the Executive Director shall take one of the following actions if the intention is to proceed with discipline: (i) further investigate the alleged incident and, following the investigation, which must be completed within at most 20 days from the date of the unsuccessful meeting, advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇Union, of the disciplinary measure(s), or, (ii) advise . The investigation must be completed within 20 days from the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, date of the disciplinary measure(s)meeting provided for in 9.05.

Procedures for Discipline and Dismissal. 13.02.1 Except as provided in 13.02.7, the Employer shall only dismiss an Employee after taking steps to correct a fault or behaviour of the Employee. 13.02.2 The Executive Director shall initiate discipline procedures by notifying the Employee in writing to meet with him or her in the presence of the appropriate manager and a Union ▇▇▇▇▇▇▇. The Employee shall have the right to be represented by his or her advocate, who may be the Union ▇▇▇▇▇▇▇, at this meeting and the Executive Director shall inform the Employee of that right at the time that the Employee is notified of the meeting. Notice of the meeting shall be sent to the Employee, with a copy to the Chief Shop ▇▇▇▇▇▇▇, within twenty (20) days of the date the Employer knew, or ought reasonably to have known, of the occurrence of the matter giving rise to the discipline. The meeting shall take place within five (5) days of the written notification. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned. 13.02.3 (a) If no satisfactory solution is reached at the meeting provided for in 13.02.2, the Executive Director shall take one of the following actions if the intention is to proceed with discipline: (i) further investigate the alleged incident and, following the investigation, which must be completed within at most 20 days from the date of the unsuccessful meeting, advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, of the disciplinary measure(s), or, (ii) advise the Employee in writing, with a copy to the Chief Shop ▇▇▇▇▇▇▇, of the disciplinary measure(s).