DISCHARGE CASES. 10.01 In the event of an Employee who has attained seniority being discharged from employment, and the Employee feeling that an injustice has been done, the case may be taken up as a grievance.
DISCHARGE CASES. If an employee believes that he has been unjustly discharged he may commence grievance procedure and it will be instituted at Step 2.
DISCHARGE CASES. A claim by an employee that he has been unjustly discharged from his employment shall be treated as a grievance if a written statement of such grievance is lodged with the Management within three working days after the employee ceases to work for the Employer. ARTICLE TWELVE - ARBITRATION
DISCHARGE CASES. (a) A claim by a seniority employee that he has been discharged without proper cause shall be treated as a grievance and shall commence at Step 2 of Article 7.05 provided a written grievance signed by the employee and his Union representative is presented to the Plant Management within three (3) days after the discharge. The International Representative of the Union will be permitted to attend the meeting held pursuant thereto, with the Plant Management. The Union will not question the discharge of any probationary employee nor shall such discharge be the subject of a grievance.
DISCHARGE CASES. 9.01 A claim by an employee who has completed her probationary period that she has been unjustly suspended or discharged from her employment will be treated as a special grievance, commencing at Step No. 3 of the Grievance Procedure, provided the discharged person submits her written grievance, dated and signed, within seven (7) consecutive calendar days after the discharge occurs.
DISCHARGE CASES. An employee who is discharged shall be so notified in writing by the Company. If the employee considers has been discharged for other than just and reasonable cause may request a hearing with the Department Head, or designated representative within eight (48) hours of receipt of such notice of discharge. A hearing will be held within three (3) days following receipt of the request referred to in Section and within three (3) days after such hearing, a decision as to whether the discharge shall be upheld, modified or revoked shall be rendered in writing by the Company. The employee may be accompanied at the hearing by a Union Grievance Committeeperson and/or representative of the International Union if so desires. Within three (3) days following receipt of the Company’s decision, the employee, may, if considers that has been unjustly discharged, file a written grievance commencing at Step No. of the Grievance Procedure which will be heard within three (3) days. If the discharge is appealed to Arbitration, the Arbitrator will have full jurisdiction to uphold or reject the discharge or to reduce the discharge to a suspension and to fix the duration of the suspension. If the Arbitrator rejects the discharge or reduces it to a suspension, the employee shall be reinstated and paid for time lost since the date of discharge or for the period of time not covered by the suspension but in no case shall this period exceed working days, to which shall be added any number of days that the Arbitration was delayed by request of the Company or from which shall be subtracted any number of days that the arbitration was delayed by request of the Union. Such payment shall be the difference between the amount of money actually received by the employee for work performed by in each week during the period that was off work due to discharge and the amount that would have received for each such week for regularly scheduled work had been continued at work in the job classification that held at the time of discharge. To the extent of time an employee is compensated by the Company in accordance with the provisions of the foregoing paragraph, shall be paid NorthernAllowance, Holidays as provided for under Article for which would have qualified had not been discharged.
DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education or a designate at Step No. 3 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 of the grievance procedure, the matter may be submitted to an Arbitration Board as defined in Article 8. Such special grievances may be settled by:
DISCHARGE CASES. 12:01 A claim by an employee that he has been discharged unjustly from his employment shall be treated as a grievance, if a written statement of such grievance is lodged with the General Manager, within seven (7) calendar days after the employee ceases to work for the Company. Such grievance shall commence at Step 3 of the Grievance Procedure, as herein provided.
DISCHARGE CASES. 9.01 It is recognized that probationary employees may be released for reasons less serious than in the case of the discharge of an employee who has completed his/her probationary period and accordingly, the release of a probationary employee will not be subject to the Grievance Procedure. A claim by an employee who has completed his/her probationary period that he/she has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged with the Corporation at Step No. 2 prior to 12:00 noon on the fifth (5) working day after the discharge is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:
DISCHARGE CASES. 9.01 A claim by an Employee who has completed the probationary period that he/she has been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Pharmacy Manager at Step No. 3 of the grievance procedure within two (2) working days after the Employee ceases working for the Employer. Such special grievances may be settled by:
