GDQ CUPE Discipline Policy
Adopted: August 27, 1991
The Board understands that discipline may be necessary when an employee fails to meet the expected standards for performance or conduct. The objective of the discipline is to ensure that the employees achieve satisfactory levels of performance or conduct.
1. Employees should receive regular feedback on their work performance and assistance to improve.
2. All employees are entitled to understand the standards that their performance or conduct should meet.
3. All employees are entitled to be advised if their performance is unsatisfactory, and in most cases, given direction and opportunity to improve.
4. The Disciplinary process needs to be fair, objective and free from discrimination. As such, before disciplinary action is taken, an investigation of the incident(s) must be completed.
5. All employees shall be able to access discipline policies and procedures.
6. Disciplinary actions must apply fairly and consistently to all employees. Typically, the progression of discipline needs to apply to related past incidents.
7. While this policy envisions discipline as a progressive process, specific behaviour(s) may be serious enough to warrant bypassing earlier steps in the process to impose more severe disciplinary measures.
8. Disciplinary actions will be progressive in nature and will consist of four steps:
Step 1 Verbal Warning
Step 2 Written Notice of Dissatisfaction
Step 3 Suspension
Step 4 Dismissal
Definition of Terms
Immediate Supervisor -- A District employee in a supervisory position to which the employee is assigned, including principals, vice principals, out of scope employees, and others whose job assignment includes supervision of members of the Canadian Union of Public Employees (CUPE), Local 2545.
Union -- Canadian Union of Public Employees (CUPE), Local 2545.
Procedures - Non-Disciplinary
The Supervisor may recommend to the Associate Superintendent Human Resources or designate the suspension from the performance of his or her duties an employee, with or without pay, for non-disciplinary reasons, where the continued presence of the employee can be considered to present a reasonably serious and immediate risk to the legitimate concerns of the employer.
Procedures - Disciplinary
It is the policy of the Employer to use a progressive discipline program to ensure employee behavior aligns with District expectations, policies and legislation. Supervisors are to make reasonable efforts to ensure employees are aware of acceptable job performance and work behavior standards. The type of disciplinary action (up to and including termination) taken depends on the nature and seriousness of the circumstances surrounding the offense as determined by an employee’s supervisor in consultation with the Associate Superintendent Human Resources, or designate.
The Employer reserves the right to determine appropriate discipline as outlined in this policy, and specifically the option to imposing immediate discipline, up to and including termination.
An employee shall have the right to have a Union representative at a meeting with the Employer called to discuss any disciplinary action. The Employer shall give written particulars within ten (10) working days of such discipline to the employee with copies to the Union and the employee’s record.
Supervisors will typically, follow the progressive discipline guidelines below, until the issue(s) is resolved:
Written Notice of Dissatisfaction
The employee’s signature signifies only receipt of the Written Notice of Dissatisfaction. A copy of the Written Notice of Dissatisfaction will be sent to Associate Superintendent of Human Resources & Administration, the Union and the original to the employee’s record for filing.
Suspension Without Pay
Appeals of any disciplinary action decisions will be conducted in accordance with the Grievance Procedure in the CUPE Collective Agreement.
Cross Reference: CUPE Code of Conduct