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Article 10 : discipline

10.1 Depending on the severity or the frequency of an alleged infraction, the disciplinary measures that can be applied are as follows:

  • verbal warning;
  • disciplinary letter;
  • suspension; or
  • dismissal.

10.2 The University shall apply a progressive discipline system in disciplinary matters. However, if the alleged acts or behavior are serious enough, progressive discipline may be disregarded and the misconduct may be subject to serious disciplinary measures, including dismissal, upon the first act or behavior.

10.3 The University shall not impose discipline without just cause.

10.4 An employee who has successfully completed his probationary period and who has been the subject of a disciplinary letter, suspension or dismissal may submit his case to the grievance procedure and, if applicable, to arbitration. The burden of proof rests with the University.

10.5 When discipline involving a disciplinary letter, suspension or dismissal is to be applied, the Dean of the faculty or the Director of the service or his excluded designate, will consult the Human Resources Service. The Dean or Director or his excluded designate shall communicate the decision to the employee in a written notice that sets out the reasons behind the discipline.

10.6 When an investigation that may lead to discipline is carried out, only the employee who is himself the subject of the investigation is informed of his right to be accompanied by a union representative.

10.7 If the University wishes to impose a disciplinary measure other than a verbal warning, it shall call the employee to a meeting through a written notice at least twenty-four (24) hours in advance. The written notice informs the employee of the day, time and location of the meeting and of his right to be accompanied by a union representative. If no Union Representative who is part of the Bargaining Unit’s Executive Committee is available on campus and one is requested, the meeting shall be rescheduled.

A certified copy of the written notice is sent to the president of the Bargaining Unit.

10.8 Any disciplinary measure recorded in an employee's personnel file will not be used against him and will be withdrawn from his file if no further disciplinary infractions of the same nature have been recorded in his personal file during the subsequent two (2) years. Furthermore, any disciplinary measures that have been decided in the employee's favor are removed from the employee's file forthwith.

10.9 A suspension without pay that does not exceed thirty (30) calendar days will not affect an employee's seniority date.

10.10 The parties agree that the University may suspend an employee with full salary and all benefits during an investigation. It is understood that such suspension does not constitute discipline and cannot be the subject of a grievance.