Rexall/Pharma Plus Pharmacies Ltd. (Calgary) Collective Agreement 2019-2024

Article 34: 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 the Employer 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 that the Employer first became aware of, or reasonably should have become aware of the occurence of the act. The written warning shall indicate that it is disciplinary 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 within twenty (20) working days of the date that the Employer first became aware of, or reasonably should have become aware of the occurence of the act.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 the Employer’s right to take further action during said period should the Employee’s performance so warrant.
4. The procedures stated in Articles 34.02, 34.03 and 34.10 do not prevent immediate suspension or dismissal for just cause.
5. Any written documents pertaining to disciplinary action or dismissal shall be forwarded to the Union office within five (5) working days of the disciplinary action.
6. An Employee who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for suspension or dismissal, and a copy of the letter shall be sent to the Union within two (2) 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 have her record cleared of that disciplinary action after two (2) years from the date the disciplinary measure was initiated request in writing that her record be cleared of that disciplinary action. The Employer shall confirm in writing to the Employee that such action has been effected.
9. An Employee who is dismissed shall receive her termination entitlements at the time she leaves.
10. For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 20.
11. 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 nature of the meeting and that they may be accompanied by a representative of the Union at such meeting(s).  The Employee shall be compensated at their basic rate of pay for the duration of such meeting(s).