East Central Ambulance Association Collective Agreement 2025 - 2028

Article 22: 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. Unsatisfactory conduct by an Employee which is not considered by ECAA to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee within twenty (20) working days of the date ECAA  first became aware of, or reasonably should have become aware of the occurrence of the act. ECAA shall provide a copy to HSAA within five (5) working days of the disciplinary action. The written warning shall indicate that it is disciplinary action.

3. Unsatisfactory performance by an Employee which is considered by ECAA to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal may result in a 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. ECAA shall provide a copy to the Labour Relations Officer of HSAA or designate within five (5) working days of the disciplinary action. The written warning shall indicate that it is disciplinary action. It 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 discipline. 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 ECAA’s right to take further action during or following said period should the Employee’s performance so warrant.

4. The procedure stated in Articles 22.02 and 22.03 does not prevent immediate suspension or dismissal for just cause.

5. An Employee who has received a written warning, been suspended or dismissed shall receive from ECAA in writing the reason(s) for suspension or dismissal, and a copy of the letter shall be sent to the Labour Relations Officer of HSAA or designate within two (2) working days.

6. Any disciplinary action/letter or dismissal/letter shall be removed from the Employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified.

7. An Employee who is dismissed shall receive their termination entitlements within three (3) working days.

8.  

   1. An Employee who has been subject to disciplinary action shall, after eighteen (18) months from the date the disciplinary action 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 disciplinary action during the above period. ECAA shall confirm in writing to the Employee that such action has been effected.

   2. After the letter is removed from the Employee’s file, the Employer shall not make reference to and/or rely upon the letter for any purpose.

9. For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays, and Named Holidays specified in Article 15.

10.  

    1. When circumstances permit, the Employer shall provide at least one (1) working day (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).  

    2. The Parties may agree to mutually extend timelines.