| |
| Policy
#: |
3701 |
| Subject: |
Discipline |
| Group: |
CUPE
Local 2338 |
| Approved
by: |
Vice-President
(Administration) |
| Approval
date: |
September
16, 1997 |
| Effective
date: |
October
15 , 1997 |
| Revised: |
|
| 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). |
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|
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|
2.3
|
Collective
Agreement |
|
In
the case of any disagreement, Article 17 of the Collective Agreement
will have precedence over this policy. |
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