Article 20 – Discipline

As a matter of practice and general principle, the Employer endorses the concept of progressive discipline.

The Employer shall not discipline or dismiss any employee except for just cause.

The disciplinary actions that may be taken by the Employer include, but are not limited to, letter(s) of warning or reprimand, suspension(s) with or without pay, and dismissal. Such disciplinary action shall be in accordance with the principles of progressive discipline, and be reasonable and commensurate with the seriousness of the violation.

Employees are entitled to union representation at any disciplinary meeting or any meeting that has a reasonable prospect for becoming disciplinary. Employees will be provided with reasonable notice of any such meeting. Such notice shall be in writing, shall contain the nature of the allegations and shall advise Employees that they are entitled to be accompanied at this meeting by a Union Representative. Employees shall be provided an opportunity to respond to the allegations presented at the meeting. Employees may submit, to their Employment supervisor, a written response to any disciplinary letter.

In exceptional circumstances, based on the severity of an infraction, it is understood that the Employer may impose immediate disciplinary action.

The employee shall be notified in writing of the nature of any disciplinary action(s) taken and the reasons for such action(s) within five (5) days of the discipline, and a copy of the letter shall be forwarded to the Union at that time.

Records of discipline will be removed from the employee’s file after twelve (12) months of subsequent active employment during which no further disciplinary action is taken.