LOCAL 701 Agreement 2007-2010

ARTICLE XIX    CORRECTIVE ACTION

Section 19.1.

The parties agree that a fairly administered progressive corrective action procedure can be effective in identifying and remedying many problems which interfere with employee job performance; they recognize, however, that very serious workplace misconduct may warrant immediate discharge. Examples of serious misconduct are outlined in the University’s Corrective Action Policy. No corrective action shall be taken without just cause.

Employees shall be furnished a copy of the corrective action notice when issued, and a copy shall be sent to the Union. Except for serious offenses, the progressive corrective action process shall not be advanced if six (6) months or more have elapsed since the incident giving rise to the employee's last previous corrective action. Corrective actions issued within the preceding six (6) months may be considered in evaluating the qualifications of an employee to satisfactorily perform the work of a position he is seeking pursuant to Article VIII of this Agreement. Corrective actions in an employee's file will not be furnished or shown to prospective employers absent specific authorization by that employee.

Employees shall be entitled, on request, to Union representation during the course of any investigatory interview initiated by a University representative if the employee reasonably believes that such interview might result in disciplinary action.

Section 19.2.

It is understood that employees who are found to have in their personal possession during their working hours (including break time) any quantity of any intoxicating substance (including alcoholic beverages, marijuana or any controlled substances) shall be subject to progressive corrective action as stated in the University policy guidelines on Substance Abuse (U604), dated October 17, 2003.