Use of Labour Relations Code, British Columbia Sample Clauses
The 'Use of Labour Relations Code, British Columbia' clause establishes that the rights, obligations, and procedures outlined in the British Columbia Labour Relations Code will govern the employment relationship or labor matters addressed in the agreement. In practice, this means that issues such as union certification, collective bargaining, dispute resolution, and unfair labor practices will be handled according to the standards and processes set by the Code. This clause ensures consistency with provincial labor laws, providing a clear legal framework for both employers and employees and reducing ambiguity in the interpretation and enforcement of labor rights and responsibilities.
Use of Labour Relations Code, British Columbia. The parties acknowledge that assistance may be sought for the resolution of grievances through Sections 87, 104 and 105 of the Labour Relations Code, British Columbia.
Use of Labour Relations Code, British Columbia. The parties acknowledge that assistance may be sought for the resolution of grievances through Sections 87, 104 and 105 of the Labour Relations Code, British Columbia.
(a) Employees can only be disciplined or discharged with just and reasonable cause.
(b) During the probationary period, an employee may be discharged if they are determined to be unsuitable for continued employment.
(c) The Employer agrees that if the Employer chooses to implement written discipline, suspension without pay or discharge on an employee, a ▇▇▇▇▇▇▇ will be present unless the employee specifically requests otherwise. Should such a request be made, the employee is required to sign a document indicating they do not wish to have a ▇▇▇▇▇▇▇ present.
(d) In the event that an employee, other than a probationary employee, is discharged for just and reasonable cause, a designated shop ▇▇▇▇▇▇▇ and the Union will be notified of the dismissal. Such notification will be in writing.
(e) Written reasons for the discharge will be provided.
(f) The Employer has the right to suspend an employee pending an investigation where the Employer has determined, based on the severity of the issue in question and the information immediately available to the Employer, the employee’s continued presence in the workplace constitutes a serious and immediate concern to the Employer’s legitimate interest. In this case the employee will be sent home with pay until the investigation is completed or they are returned to work.
(g) Where the Employer determines such a concern does not exist, the Employer can assign the employee or employees to closer supervision or other work which is reasonably available, they are qualified to perform and have the appropriate GPEB licensing, while the investigation is being conducted. In either case, the Employer commits to conduct such an investigation as expeditiously as possible.
(h) Failure to secure and or maintain a GPEB tag may constitute reasonable and just cause for termination. Other positions in the bargaining unit may be explored, if such positions are available and the employee meets the qualifications and a current CPIC is submitted to the Employer in a timely fashion. The employee is responsible for any associated costs of obtaining the CPIC.