Search... 
    
Home | Policy Table of Contents

GDQ CUPE Discipline Policy

Adopted: August 27, 1991
Amended: December 9, 2003, January 13, 2009

Policy

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.

Guidelines

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:

Verbal Warning
An employee may be given a verbal warning by their supervisor detailing deficiencies and/or violations, the standard required of the employee, suitable instructions to the employee on how to meet the standard and the course of action that will be taken should further violations occur. Verbal warning should be documented by the supervisor and forwarded to Human Resources to be placed in an employee’s Personnel file.

Written Notice of Dissatisfaction
As a subsequent measure, an employee may be given, by their supervisor, a Written Notice of Dissatisfaction detailing deficiencies and/or violations, from the District expectations and polices required of the employee, suitable instructions to the employee on how to meet the standard, and course of action that will be taken should further violations occur.

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
The Supervisor may then recommend to the Associate Superintendent Human Resources or designate an employee’s suspension from work without pay as a disciplinary action. A letter will accompany such suspension. The employee’s signature signifies only receipt of this letter. A copy of the letter will be sent to the Associate Superintendent of Human Resources & Administration, to the Union, and the original to the employee’s record for filing.

Termination
An employee may be terminated if previous disciplinary action fails to correct deficiency, or if a deficiency is so serious as to warrant immediate termination. The Superintendent, or designate, makes all final decisions with respect to dismissal based on all supporting documentation as well as any recommendation from the employee’s Supervisors. A copy of the termination letter will be provided to the Union.

Appeals of any disciplinary action decisions will be conducted in accordance with the Grievance Procedure in the CUPE Collective Agreement.

References

Cross Reference: CUPE Code of Conduct

Home | Policy Table of Contents