MHR 522 Lecture Notes - Lecture 8: The Employer, Absenteeism

• School: Ryerson University
• Department: Human Resources
• Course: MHR 522
• Professor: Tingting Zhang

Document Summary

In discipline and discharge cases the onus (burden) of proof is on the employer. Civil standard of proof -balance of probabilities (more likely than not) What is the purpose of discipline in the workplace: discipline is punitive but discipline is corrective, o(cid:271)je(cid:272)ti(cid:448)e of dis(cid:272)ipli(cid:374)e is to i(cid:373)pro(cid:448)e e(cid:373)plo(cid:455)ee"s perfor(cid:373)a(cid:374)(cid:272)e, e(cid:373)ploye(cid:396)(cid:859)s powe(cid:396) to dis(cid:272)ha(cid:396)ge/dis(cid:272)ipli(cid:374)e is li(cid:373)ited to (cid:858)just (cid:272)ause(cid:859) (cid:396)e(cid:395)ui(cid:396)e(cid:373)e(cid:374)t i(cid:374) (cid:373)ost. Ca(cid:859)s: procedural requirements for discipline, sometimes ca will contain specific disciplinary measures for specific behaviours. In other cases the onus is one the party bringing the complaint -typically the union. Types of penalties imposed: traditional penalties: warnings, suspensions, and discharge, uncommon penalties: demotion, wage cuts, monetary penalties or fines and loss of seniority are not permissible (unless the collective agreements so provide) Increasingly more serious disciplinary sanctions for subsequent offences. Verbal warning written warning suspension: well-entrenched in unionized work environments, can result in dismissal if major misconduct, examples of misconduct: