ARTICLE 11 : DISCIPLINE AND DISMISSAL

11.1* A member may be disciplined for just cause. Such disciplinary action shall commensurate with the seriousness of the violation and based on the principles of progressive discipline.

11.2 Notwithstanding the previous paragraph, the Employer retains the right to discipline an Employee for just cause without having first issued progressive discipline. In such cases, the Employer shall take reasonable steps to notify the Association prior to the imposition of such measures. It is further understood that the Employer is not precluded by this Article from relying on the member's previous disciplinary record related to the alleged offense or from introducing them as evidence at any stage of the grievance and arbitration process.

11.3* Disciplinary measures may take the form of verbal reprimand, written reprimand, suspension without pay or termination of employment. The disciplinary measure imposed must be reasonable, considering the seriousness of the misconduct, mitigating factors and aggravating factors.

11.4* Employees have the right to be accompanied or represented by the Association in all aspects of discipline proceedings and shall be advised of these rights whenever appropriate.

11.5 DISCIPLINE

11.5.1 There are three (3) steps in the progressive discipline process:

a) a letter of reprimand which includes detailed reasons for the expected improvements by the member in a given time;

b) suspension without pay;

c) dismissal for cause.

11.5.2 Prior to imposing discipline, the Dean, where appropriate:

i) shall notify the employee in writing of the time and place of a meeting to discuss the matter and shall advise the employee of their right to APTPUO representation at that meeting. Unless the Member objects in writing, the Association shall be copied on all correspondence addressed to a Member relating to the application of Article 11.

It is agreed that the Employer has the right in exceptional circumstances to suspend an employee with or without pay for the period its consideration of the matter, and prior to the imposition of any other discipline.

11.5.3 Disciplinary letters and related documentation shall be removed from the employee's personnel file after twenty-four (24) months.

11.5.4 An employee who is disciplined shall be advised in writing of the nature of the discipline, of the reasons for the disciplinary action and of their right to initiate a grievance and to be represented by the APTPUO.