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3.21 Disciplinary Action |
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3.21.1 Employers have the right to discipline or discharge
Employees for just and reasonable
cause. Reasonable cause may include, but shall not be
restricted to:
- the refusal by an Employee to abide by any Employer, or
Project site, safety rules
and regulations;
- reporting for work or working while under the influence
of alcohol, illegal drugs,
or being otherwise impaired;
- the refusal of an Employee to abide by the terms and
conditions of the following:
this Agreement; Employer rules, regulations, polices and
practices; Owner or
HCML rules, regulations, policies and practices; or CEP
rules, regulations,
polices and practices.
The presence of a CEP steward or representative is
mandatory at any meeting during
which an Employee is disciplined.
The disciplinary record of an Employee, including letters
of reprimand or warnings but
not including suspensions or other discipline, shall not be
used against him/her in making
decisions to discipline at any time after twelve (12)
months have expired since the
reprimand or warning.
In cases involving suspension or discipline other than
letters of reprimand or warning, the
disciplinary notice will remain on the employee's file for
twenty-four (24) months and not
used after that period in making decisions to discipline
provided no other discipline has
occurred during that time.
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