Section 10 DISCHARGE AND DISCIPLINE

1. The Employer shall not discharge employees or take other disciplinary action without just cause.

2. In imposing discipline on a current charge, the Employer will not take into account any prior infractions which occurred more than two (2) years previously, except for cases involving safety violations in which prior infractions that occurred up to three (3) years previously may be taken into account.

3. An employee suspended and ordered to leave his work for disciplinary reasons, before leaving the Employer's premises, shall have the right to consult his Steward at a place and a reasonable length of time provided by the Employer. Exception may be made to this provision, with immediate action taken by the Employer to remove an employee from the premises in cases involving possession or use of illegal drugs, drunkenness, violence, willful destruction of property, and other such serious violations.

4. The Employer shall give the employee, with copies to the Union President and Chief Steward, written notice of any disciplinary action involving demotion, layoff, or discharge within two (2) working days after such action.

5. Any complaint that the alleged breach of discipline was not, in fact, committed may be treated as a grievance if the complaint:
   1. Concerns disciplinary action involving demotion, layoff, and discharge;

   2. Is presented in writing within two (2) working days after receipt of the Employer's notification of the disciplinary action; and

   3. Is presented directly in the Third Step of the grievance procedure.

   4. Failure to submit a written grievance by the employee within the two (2) working day period constitutes a waiver of all claims concerning such disciplinary demotion, layoff, or discharge.