Article 29: Disclipine, Suspension, and Discharge

Section 29.1:

The maintenance of discipline is the responsibility of the Company and to that end, the Company may discipline employees and such discipline shall be for just cause.

Section 29.2:

In all instances in which the Company may conclude that an employee's conduct may justify suspension or discharge, the following steps shall be taken:

A. The employee shall be suspended preliminary to discharge for three (3) working days, with timely written notice furnished the employee and the President of the Local Union setting forth the specific reason for the suspension. Upon being suspended, the employee shall immediately leave the plant and shall not return to the plant during the period of the suspension except to pick up paycheck, personal belongings, or attend a scheduled meeting provided for in Paragraph 2 of this section.

B. During the suspension period, the employee or his Local Union representative may request a meeting before the Human Resources Manager, or his representative, to discuss the facts of the violation. Should more time be required, the parties may agree to an extension. Such extension must be requested in writing between the Human Resources Manager or his representative and the Local Union representative and, if granted, will not exceed three (3) working days beyond the original suspension period.

C. After such hearing or if no hearing is requested, and having examined all evidence then available, the Human Resources Manager, or his representative shall make a final determination that the suspension shall be sustained, revoked, extended or converted into discharge. The Company shall furnish the specific reason for its decision within seven (7) calendar days from the date of the hearing to the employee and his Local Union representative.

Section 29.3: Grievance of a Suspension or Discharge

Within three (3) working days after receipt of the Human Resources Manager's decision, the employee or his Local Union representative may file with the Human Resources Manager or his representative a grievance (if a settlement had not been reached), alleging that his suspension or discharge was not for just cause. Such grievance must be reduced to writing on the grievance form at Step III.

Section 29.4: Union Representation at Investigatory Interviews:

When a supervisor or other management representative questions an employee and the investigation is likely to result in a suspension from work, provided no unreasonable delay occurs, no questioning will take place until the Department Steward, member of the Local Union grievance committee, or the Local Union President or his designee is present.