House Next Door Society Collective Agreement 2012-2026

Article 25: Discipline and Dismissal and Personnel Records

1. Except for the dismissal of an Employee serving a probationary period, there shall be no discipline or dismissal except for just cause.
2. Written warning notice shall be given to Employees promptly for poor conduct or unsatisfactory performance.
   1. This does not prevent immediate dismissal for just cause, subject to the Grievance Procedure.
   2. Unsatisfactory conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee with a copy to the Union office within five (5) working days of the disciplinary action. The written warning shall indicate that it is disciplinary in action.
   3. Unsatisfactory performance by an Employee which is considered by the Employer 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 with a copy to the Union office within five (5) working days of the disciplinary action. The written warning shall indicate that it is disciplinary in 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 the Employer’s rights to take further action during said period should the Employee’s performance so warrant.
   4. When circumstances permit, 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 discussing or issuing discipline. The Employer shall advise the Employee of the general nature of the meeting and that they may be accompanied by a Labour Relations Officer or designate of the Union at such meeting(s).
   5. When the Employer imposes discipline, they shall always adhere to well established principles of Natural Justice and Progressive Discipline. An Employee, who has been subject to disciplinary action shall after twenty four (24) months from the date the disciplinary measure was initiated, granted the Employee’s file does not contain any further record of disciplinary action of similar nature during the first twelve (12) months of the discipline being 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 affected.
3. With at least five (5) days written notice, Employees shall have reasonable access to their personnel records and shall, on request, be provided with copies of materials contained in such records, which shall be corrected if inaccurate.