Subject: Discipline
Group: CUPE Local 2338
Approved by: Vice-President (Administration)
Approval date: September 16, 1997
Effective date: October 15 , 1997    
Administered by: Vice-President (Administration)

1 — PREAMBLE

A formal system of progressive discipline ensures consistent handling of incidents where rules or policies of Mount Allison University or the Facilities Management Department are not followed. Employees who are in violation of rules or policies are made aware when their actions are unacceptable and are given opportunities to correct their actions prior to the imposition of any penalty, unless the violation is extreme

2 — POLICIES & PROCEDURES

2.1 Basic Principles
  
2.1.1 Verbal Warning
When a supervisor first becomes aware that an employee is violating a rule or policy, the supervisor will informally discuss the matter with the employee within 3 days of becoming aware of the violation. If a second violation of a similar nature occurs, then the supervisor will issue a verbal warning to the employee. This is a discussion with the employee, in the presence of a shop steward, wherein the supervisor confirms the employee's understanding of the rule or policy, identifies the manner in which the rule or policy is being violated and inquires whether there are extenuating circumstances that are contributing to the violation. It is to be made clear to the employee that further disciplinary action will be taken by the supervisor if the violation is repeated.
      
2.1.2 Written Warning
If a third violation of the same rule or policy occurs, the supervisor will issue a written warning to the employee within 3 days of becoming aware of the violation. The written warning will be given to the employee in the presence of the Union President or a designated representative and a copy will be placed in the employee's file at the Human Resources Office. The written warning will confirm the discussion held at the time of the verbal warning and identify the nature of the third violation. The written warning will clearly state that a further violation may result in some form of penalty. A written warning will not be used as part of a progressive discipline action if the employee successfully completes 12 months of service after the warning free from any disciplinary action.
      
2.1.3 Subsequent Violations
If another violation of a similar nature occurs, the Director of Facilities Management will discuss the matter with the employee in the presence of the shop supervisor and the Union Local President and a penalty will be imposed. Ordinarily, the first penalty will be a one day suspension. Should there be subsequent violations, progressively larger penalties will be imposed by the Director until circumstances warrant discharge. All penalties will be imposed in writing as per Article 17.02 of the Collective Agreement.
      
2.2 Serious Violations
  
Progressive discipline is applicable in matters of a routine nature such as attendance or job performance. Serious violations of rules or regulations may result in immediate penalty up to and including dismissal. Such penalties can only be imposed by the Director or the Vice-President (Administration).
          
2.3 Collective Agreement
In the case of any disagreement, Article 17 of the Collective Agreement will have precedence over this policy.