ARTICLE 20
DISCIPLINE AND DISCHARGE

20.1:    The right to discharge, suspend, or discipline employees shall remain at the sole discretion of the Employer.  Discharge, suspension or discipline must be by proper written notice to the employee and the Union and shall be for just cause.

20.2:    The discharged, suspended or disciplined employee will be allowed to discuss his discharge, suspension or discipline with his steward; and the Employer will make available an area where he / she may do so before he / she is required to leave the property of the Employer.  Upon request, the Employer or its designated representative, will discuss the discharge, suspension or discipline with the employee and the steward.

20.3:    Such charges and specifications shall cite the specific sections of the SOGs, contract and/or appropriate law or ordinance which the member is alleged to have violated.

20.4:    Should the discharged, suspended or disciplined employee and the Union consider the discharge, suspension or discipline to be improper, a grievance may be presented in writing through the bargaining unit to the Employer.

20.5:    Acknowledgment of Discipline .  The employee will be required to acknowledge receipt of the discipline and/or discharge except that the employee may request the presence of a steward prior to signing.  It shall clearly indicate that the employee's signature does not mean that they agree to the charges or penalties.

20.6:    If an employee who was disciplined fails to file a grievance within the time specified in the grievance procedure, he / she shall forfeit his / her rights to the grievance procedure.

 

ARTICLE 21
SENIORITY

21.1:    Seniority shall mean the status attained by an employee's continuous length of service in the Fire Department.

21.2:    An employee's seniority shall entitle him / her only to such rights as are expressly provided for in this Agreement.

 

ARTICLE 22
SENIORITY LIST POSTINGS

22.1:    The Employer agrees to post and update annually a seniority list.  An employee's standing on the published list will be final unless protested by the employee in writing within ten (10) calendar days, to the Employer, from the date of posting on the Employer's bulletin board.

 

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