Bonnyville Regional Fire Authority Collective Agreement 2024-2026

Article 23: Discipline and Dismissal

1. Except for the dismissal of an Employee serving a probationary period, there shall be no dismissal or discipline except for just cause.
2. The Employer and the Union acknowledge that performance issues may require the intervention of management to communicate corrective action. In such circumstances, the Employer may use a coaching in an attempt to resolve these concerns.
3. Unsatisfactory performance or conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a verbal or written warning to the Employee within twenty (20) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The verbal or written warning shall indicate that it is disciplinary action. All verbal warnings shall be confirmed in writing to the Employee. A verbal or written warning issued after twenty (20) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act leading to the verbal or written warning shall be null and void.
4. Unsatisfactory performance or conduct by an Employee which is considered by the Employer to be serious enough to warrant suspension or dismissal, may result in such discipline within twenty (20) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A suspension or dismissal issued after twenty (20) working days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act leading to the suspension or dismissal shall be null and void.
5. The procedures stated in Articles 23.03, 23.04 and 23.11 do not prevent immediate suspension or dismissal for just cause.
6. An Employee who has received a written warning, or has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for the warning or suspension or dismissal. A copy of the letter shall be sent to the Union within five (5) working days.
7. Any written documents pertaining to disciplinary action or dismissal shall be removed from the Employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified.
8. An Employee, who has been subject to disciplinary action, shall after eighteen (18) months from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of similar disciplinary action during the above period. The Employer shall confirm in writing to the Employee that such action has been effected.
9. An Employee who is dismissed shall receive their termination entitlements within five (5) working days.
10. For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 16.
11. When circumstances permit, the Employer shall provide at least forty-eight (48) but not less than twenty-four (24) hours advance notice to an Employee required to meet with the Employer for the purposes of investigating a matter related to the Employee or discussing or issuing discipline. The Employer shall advise the Employee of the nature of the meeting and that they may be accompanied by a Labour Relations Officer or designate of the Union at such meeting(s). The Employee shall be compensated at their applicable rate of pay for the duration of such meeting(s).
12. The Parties may agree to mutually extend timelines.