Labour Relations

Information:

Question:

To answer the comment. The article that we are supposed to use is Article 5, which is the first picture. This is all of the information that is given to answer the question.

Article 5 Discipline And Discharge 5.01 5.02 Notification If the Company suspends or discharges an employee, the Company shall notify both the employee concerned and the Steward in writing, within two (2) working days, giving the reasons for such discharge or suspension. Employee Representation A Steward shall be present at any disciplinary meeting regarding verbal, writ warnings, suspensions and discharges or any other meeting called to administer discipline. The Company will only administer discipline at a meeting face-to-face with the employee concerned and a Steward present. In the event that a Steward is not present, the action taken by the Company will be null and void. If the Company discharges a Union Steward, the Union Steward will be enti- tled to representation in accordance with this Article with the Union Steward also having the additional right to be represented by the Business Agent at said meeting. Discharges and Suspensions A Bargaining Unit employee who is discharged shall be given the opportunity to request a ten (10) minute interview with a Union Steward before leaving the Company's premises. The Company will advise the employee of this right. The Company reserves the right to suspend an employee pending an investi- gation. If an employee who has acquired seniority believes that he has been dis- charged or suspended without just cause, the grievance shall be presented at Step Three within five (5) working days after notice has been given to the employee and the Steward. If a suspension is grieved, the Company may elect not to put the suspension into effect until the grievance is settled, abandoned, or determined by reference to arbitration. 5.03 Letter of Understanding BETWEEN: CLEAN RIGHT PARTNERS INC. and ALLIED SERVICE UNION CANADA, LOCAL# 254 Notwithstanding article 5.12, where exceptional circumstances exist and the Company cannot have a face-to-face meeting with the employee, the Company shall contact the Union's Business Agent. The Company and the Business Agent shall address the matter without the need for a face-to-face meeting with the employee. 7th September 2016. day of Signed at Anytown this For the Company L. Enright-Lower Lucy Enright-Lowen, Human Resources Manager For the Union Clif Allanoon Cliff Allanson President, Union Local #254 5 marks available for part (a). Marks based on the depth and accuracy of analysis from management's perspective. Article 5 Discipline & Discharge And Letter of Discharge and Letter of Understanding (it's after the signing page in the collective agreement on page 306 of the text) a) Identify concerns and issues with the current article from management's perspective and explain what management should be looking for in new language and why. b) Based on the analysis in part a), write new language for the Discipline & Discharge Article. 5 marks available for the new language. Marks based on the clarity of the writing, proper formatting, and how well the new language reflects management's perspective. This article contains several concerns and issues from management's perspective and needs to be re-written. ** The new language you propose for this article will mean that the existing Letter of Understanding can be deleted from the collective agreement. 10 marks total 2 mnolen monilahla Marlen hoondan ...LAIRE fem the