DISCHARGE, SUSPENSION AND WARNING Sample Clauses

DISCHARGE, SUSPENSION AND WARNING. 19.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be documented, and a copy of this warning will be forwarded immediately to the regional office of the Union. 19.02 A ▇▇▇▇▇▇▇ must be present for all meetings of a disciplinary nature between the Employer and an employee. 19.03 An employee may be suspended or discharged for just cause by the Employer. Within five workdays following suspension or discharge, the employee involved together with a ▇▇▇▇▇▇▇ and/or Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.

DISCHARGE, SUSPENSION AND WARNING. 24.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be a written one and a copy of this warning will be forwarded to the office of the CLAC. 24.02 An employee, who has completed his probationary period, may be suspended or discharged for just cause by the Employer. Within five (5) workdays following the suspension or discharge, the employee involved, together with a Union representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.

DISCHARGE, SUSPENSION AND WARNING. 21.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be documented, and a copy of this warning will be forwarded immediately to the regional office of the Union. 21.02 A ▇▇▇▇▇▇▇ must be present for all meetings of a disciplinary nature between the Employer and an employee. 21.03 An employee may be suspended or discharged for just cause by the Employer. Within five workdays following suspension or discharge, the employee involved together with a ▇▇▇▇▇▇▇ and/or Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration. 21.04 Disciplinary notations in an employee’s record, older than eighteen (18) months of active service, shall not be relied upon for further progressive discipline.

DISCHARGE, SUSPENSION AND WARNING. 24.01 An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer's clients; the refusal by the employee to abide by the requirements of the Employer's rules, regulations, policies and practices. Such suspension or discharge is subject to the Grievance procedure. 24.02 When the conduct or performance of an employee calls for a warning by the Employer, such a warning shall be noted by the ▇▇▇▇▇▇▇/supervisor. The ▇▇▇▇▇▇▇/supervisor shall inform the Union ▇▇▇▇▇▇▇ of the warning within twenty-four (24) hours.

DISCHARGE, SUSPENSION AND WARNING. 18.01 When the conduct, performance or attitude of an employee calls for discipline by the Employer, the discipline shall be a written one and a copy of this shall be given to the ▇▇▇▇▇▇▇.

DISCHARGE, SUSPENSION AND WARNING. 20.01 When the attitude or performance of an employee calls for a warning or other discipline by the Employer, such discipline shall be in writing to the employee, with a copy given to a ▇▇▇▇▇▇▇ and forwarded immediately to the area office of the Union. A ▇▇▇▇▇▇▇ shall be present when an employee receives discipline unless immediate discipline is required and a ▇▇▇▇▇▇▇ cannot attend in a reasonable period of time. 20.02 An employee may be suspended or discharged for proper cause by the Employer. Within five workdays following suspension or discharge, the employee involved together with a CLAC Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may file a grievance at Step 2 or submit the complaint to arbitration.

DISCHARGE, SUSPENSION AND WARNING. 24.01 An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer's clients; the refusal by the employee to abide by the requirements of the Employer's rules, regulations, policies, and practices as represented by the Employer’s site supervisor. Such suspension or discharge is subject to the grievance procedure. 24.02 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be noted in writing by the ▇▇▇▇▇▇▇/supervisor. The ▇▇▇▇▇▇▇/supervisor shall inform the Union ▇▇▇▇▇▇▇ of the warning within twenty-four (24) hours.

DISCHARGE, SUSPENSION AND WARNING. 20.01 If the Employer is not satisfied with the attitude or performance of an employee the Employer may issue a warning. If such a warning is a written one, a copy of this warning will be forwarded immediately to the ▇▇▇▇▇▇▇ and the Union office. A written warning shall be removed from the employee's records one year after it was issued, provided there were no further warnings within twelve months following the issuing of the warning. 20.02 An employee may be suspended or discharged for just cause by the Employer. Within five workdays following suspension or discharge, the employee involved, provided she has completed her probationary period, may together with a CLAC representative and the Employer discuss the reason leading to the suspension or discharge. Within five workdays following the interview, the Union may process the complaint via Step 2 of the grievance procedure. 20.03 When the Employer does a written evaluation of an employee, the employee involved shall receive a copy of the evaluation reviewed with her, upon request.

DISCHARGE, SUSPENSION AND WARNING. 13.01 Where a second warning is required by the Employer for a bargaining unit employee, the warning shall be in writing. The Employer shall provide the employee with two (2) copies on any written warning affecting the employee. Any written reply by the employee shall become part of their record. It shall be up to the employee to give a copy to the Union. The Union shall receive a copy of any notice relating to suspension or discharge of any bargaining unit employee. a. Letters of reprimand shall be removed from an employee’s personnel file eighteen (18) months following the date of discipline, provided the employee is free from any further discipline during that period of time. b. Records of suspension shall be removed from an employee’s personnel file twenty-four (24) months following the date of discipline, provided the employee is free from any further discipline during that period of time. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the twenty-four (24) month period noted above. c. Matters relating to resident abuse as defined by the Resident’s ▇▇▇▇ of Rights will not be removed from the employee’s personnel file. 13.02 Within five (5) workdays following a warning, suspension or discharge, the employee involved, provided she has completed the probationary period, may together with the Union Representative discuss with the Employer the reasons for the warning, suspension or discharge. Within five (5) workdays following this discussion, the employee may submit a written grievance at Step 3 of the Grievance Procedure. 13.03 An employee subject to suspension, discharge or written warnings shall have the right to the presence of a Union ▇▇▇▇▇▇▇ or Union Representative at the time the disciplinary action is taken in writing, if she so chooses and if a Union Representative is readily available without unreasonable interruption of resident care. Where reasonable possible and without interruption of resident care, disciplinary meetings will be schedules when a ▇▇▇▇▇▇▇ is scheduled to work.