Canadian Blood Services (Transport Unit) Collective Agreement 2017-2021

Article 36: Discipline and Dismissal

1.  
   1. Except for the dismissal of an Employee serving a probationary period, there shall be no dismissal or discipline except for just cause. An Employee so disciplined or discharged shall have recourse to the grievance and arbitration procedures as provided for in this Collective Agreement.  An Employee discharged for just cause shall receive from the Employer, in writing twenty-four (24) hours of discharge, the reason(s) for the discharge and a copy of this letter shall be sent to the Union.
   2. During a preliminary investigation or during a discipline meeting, an Employee shall have the right to be accompanied by a Labour Relations Officer or designate of the Union. The Employer shall advise the Employee that they have the right to Union representation at such meetings and shall advise the Employee of the purpose of the meeting.  The Employee shall be given twenty-four (24) hours advance notice of such meetings. The twenty-four (24) hour notice period may be extended by the parties by mutual agreement.
2. 1. Unsatisfactory conduct and/or performance by an Employee which is not considered by the Employer to be serious enough to warrant discipline may result in a non-disciplinary letter to the Employee.  A copy shall be provided to the Union within five (5) working days.  In such cases, the letter shall state a definite period in which improvement or correction is expected, and, at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the improvement or correction. The Employee shall be informed in writing of the results of the review.  The assignment of an improvement or correction period shall not act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant.
   2. Where the Employee has not received further non-disciplinary letters or discipline for a period of two (2) years following the improvement or correction period, the letter shall be removed from their record.
3. An Employee who has been suspended shall receive from the Employer, in writing, the reason(s) for suspension.  A copy of this letter shall be sent to the Union within five (5) calendar days.
4. 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.
5. An Employee who is dismissed shall receive their termination entitlements at the time they leave in accordance with the Employment Standards Code.