Suspensions and Discharge Sample Clauses

The "Suspensions and Discharge" clause defines the conditions under which an employee's work may be temporarily halted (suspended) or permanently ended (discharged) by the employer. Typically, this clause outlines the specific behaviors or performance issues that can lead to suspension or discharge, such as misconduct, violation of company policies, or failure to meet job requirements. It may also describe the procedures to be followed, such as notice requirements or opportunities for the employee to respond. The core function of this clause is to provide a clear framework for managing serious employment issues, ensuring both parties understand the grounds and process for suspending or terminating employment, thereby reducing disputes and promoting fairness.
Suspensions and Discharge. In the case of suspension or discharge, employees shall be provided written notice of the reason(s) for such action and shall be entitled to respond to the reasons for recommended discipline before such action is taken. A Union representative shall be present during such meetings. If an employee is suspended prior to or during an investigation, they shall be in paid status pending disciplinary action.
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Suspensions and Discharge. A. The Employer retains the right to suspend and discharge any employee for just cause. In all cases involving discharge or suspension of an employee, the Employer must notify the employee in writing of his discharge or suspension and the reason therefore. Such notice shall also be given to the Shop ▇▇▇▇▇▇▇ and a copy mailed to the Union Office within forty-eight (48) hours from the time of the discharge or suspension. B. A discharged or suspended employee who believes he was not suspended or discharged for just cause must notify the Employer in writing within five (5) working days after receiving notification or such action against him of his desire to appeal the discharge or suspension. In such event, such grievance shall then be handled in accordance with the grievance procedure set forth in this Agreement starting with Step Two.
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Suspensions and Discharge. The Employer agrees that employees shall be disciplined or discharged only for just cause. Any disciplinary action of more than five (5) calendar days' suspension, up to and including discharge, shall be subject to the Fire and Police Commission procedures of Ill. Rev. Stat., Ch. 24, Sec. 10-2.1-17, and exclusive of the grievance procedure. Any disciplinary action up to and including a five (5) calendar days' suspension shall be subject to the grievance procedure of this Agreement. It is agreed that each calendar day's suspension shall be equal to eight (8) hours loss of pay.
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Related to Suspensions and Discharge

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union ▇▇▇▇▇▇▇ shall be given the reasons in writing, by the Employer, for the suspension or discharge.

  • DISCIPLINE, SUSPENSION AND DISCHARGE ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the ▇▇▇▇ (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

  • Satisfaction and Discharge SECTION 401.

  • DISCIPLINE AND DISCHARGE B.6.1 If the Employer requires an Employee to meet with his/her Supervisor or designate in order to formally investigate the professional conduct of the Employee or in order to receive a written reprimand, suspension or discharge, the Supervisor will inform the Employee that he/she has the right to have a Bargaining Unit representative present. The Employee has a right to refuse Bargaining Unit representation. If the Employee elects to have Bargaining Unit representation, no discussion of the issues will take place until the Bargaining Unit representative is present in a timely fashion. B.6.2 The Bargaining Unit Grievance Committee shall receive a copy of any written reprimand given to an Employee resulting from a meeting at which a representative of the Bargaining Unit has been present. B.6.3 In determining the disciplinary action to be taken against an Employee, the Employer will take into consideration the Employee's record and the lapse of time since the last disciplinary action. 6.3.1 During the probationary period, the Employer shall have the right to discipline, demote, discharge or layoff a probationary new Employee. The new Employee shall have recourse to the Grievance Procedures. It is understood by the parties, for the purpose of discipline, a lesser standard of just cause may apply to a probationary Employee than to an Employee who has completed his/her probationary period. B.6.4 An Employee shall receive a copy of any written reprimand. B.6.5 A claim of discharge without just cause by an Employee shall be treated as a grievance if a written statement of such grievance is lodged with the person designated by the Employer within fifteen (15) working days following written notification of the discharge to the Employee from the Employer. All preliminary steps of the Grievance Procedures prior to Step 2 will be omitted in such case. B.6.6 The Employer shall not discipline or discharge an Employee without just cause. B.6.7 In any matter of discipline or discharge, an Employee shall be advised in writing of his/her right to Bargaining Unit representation.