Develop the target point and resistant point as a management of the organization for the following Initial demands by same management to union for a collective bargaining.

Article 5.02: Employee Representation

Initial demand: A steward shall be present is encouraged to be present at any disciplinary meeting regarding verbal, written warnings, suspensions and discharges, or any other meeting called to administer discipline. The organization will only administer discipline at a meeting face-to-face with the employee concerned and a steward present. In the event that a steward is not present, the action taken by the organization will be null and void. endeavor to have a steward present; however, in circumstances where a steward is not immediately available, the organization reserves the right to proceed with disciplinary actions after making a reasonable effort to involve the steward. In such cases, the organization will document the efforts made to involve the steward. If the organization discharges a union steward, the union steward will be entitled to representation in accordance with this Article with the union steward also having the additional right to be represented by the business agent at said meeting.

Article 6.01

Initial Demand: Notice of disciplinary action, which may have been placed on the HRM file of an employee, shall not be relied upon after 10 months 24 months have elapsed since the disciplinary action was taken. This extended period allows for a more comprehensive evaluation of the employee's behavior and performance post-disciplinary action. This clause does not apply to infractions where violence in the workplace has taken place.