Christenson Communities Ltd. (Royal Oak Manor, Lacombe) Collective Agreement 2020-2024

Article 32: Discipline, Dismissal & Resignation

1. No Employee shall be disciplined without just cause.  The procedure stated in Article 32.02 does not prevent immediate discipline or dismissal for just cause or for the dismissal of an Employee serving a probation period.
2. 1. Unsatisfactory conduct and/or performance by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal shall result in a written warning to the Employee, given to the Employee within fifteen (15) calendar days of the act becoming known to the Employer, with a copy to the Union.  It shall state a definite period in which improvement or correction is expected.
   2. The Employer shall provide at least 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 the applicable rate of pay for the duration of such meeting(s).
3. The Employee shall be evaluated at the end of the stated period and, if improvement or correction satisfactory to the Employer has not occurred, the Employee may be suspended or dismissed subject to the grievance procedure.  A written warning that is grieved and determined to be unjustified shall be removed from their personnel file.
4. An Employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that their record be cleared of that disciplinary action.
   
   The Employer shall confirm in writing to the Employee that such action has been effected.