Common use of DISCHARGE AND DISCIPLINE Clause in Contracts

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, and dismissal. A Department Head may suspend, or dismiss an employee for just cause. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttal. The employee may appeal the reprimand only directly to the Human Resources Director or his/her designated representative. The employee may present a written rebuttal to the final decision regarding the appeal which shall be attached to and become part of the file pertaining to the appeal. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand. Section 3. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An employee may appeal the suspension in accordance with the Grievance Article contained in this contract. Section 4. A Department Head may dismiss any employee only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article within ten (10) working days of notice of dismissal. Section 5. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen (14) calendar days for the purpose of investigation of the accusation. If after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written warning, written reprimand, suspension, demotion and dismissal. A Department Head may suspend, demote or dismiss an employee for just cause. Written warnings may not be grieved or appealed, however, an employee who receives a written warning may make a written rebuttal to be added to the Personnel file. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP Union and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal grieve the reprimand only directly to the Human Resources Director Personnel Officer or his/her his designated representative. The grievance shall be presented within fifteen (15) working days of receipt of the reprimand. The response to the grievance shall be in writing and shall be issued within fifteen (15) working days of receipt of the grievance. The written decision on the grievance shall be final and binding upon the parties to the grievance. The grievance procedure as outlined in Article 20 shall not apply to this Section. The employee may present a written rebuttal to the final decision regarding the appeal grievance within fifteen (15) working days of date of decision which shall be attached to and become a part of the file pertaining to the appealgrievance. The rebuttal shall be delivered to the Human Resources Personnel Department and a copy transmitted by the Human Resources Personnel Department to the Department Head who wrote the reprimand. Section 3. Written reprimands, written warnings and rebuttals or explanations thereof shall be removed from an employee's personnel file, including such files within a Department, one year after the filing thereof provided there is a written request for removal from the affected employee and further provided there have been no additional disciplinary actions taken against the employee for the same or similar violations. Section 4. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 6 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director Personnel Officer in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with the Grievance Article contained in this contractBoard within fifteen (15) working days of notice of suspension. Section 45. A Department Head may dismiss any employee with status only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director Personnel Officer with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten fifteen (1015) working days of notice of dismissal. Section 56. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines to dismiss the employee, he shall give written notice of the dismissal in accordance with Section 5, and if after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action. Section 7. An employee who receives three (3) or more reprimands within a twelve (12) consecutive month period shall be authorized to utilize the appeal procedure outlined in Article 20 of this Agreement. In the event that an employee appeals the third or additional reprimand during a twelve (12) consecutive month period, documents relating to the preceding like reprimands shall be admissible in the appeal procedure.

DISCHARGE AND DISCIPLINE. ‌ Section 1. The purpose of discipline is to correct employee behavior. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A Department Head may suspend, demote or dismiss an employee only for “just cause,” as that term is defined in Article 8, Section 2. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP Union and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal grieve the reprimand only directly to the Human Resources Director or his/her his designated representative. The grievance procedure as outlined in Article 8 shall not apply to this Section. The employee may present a written rebuttal to the final decision regarding the appeal grievance within ten (10) working days of date of decision which shall be attached to and become part of the file pertaining to the appealgrievance. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand. A probationary employee shall not have the right to grieve a reprimand. Section 3. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 5 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with Board within ten (10) working days of notice of suspension. A probationary employee shall not have the Grievance Article contained in this contractright to appeal a suspension. Section 4. A Department Head may dismiss any employee only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten (10) working days of notice of dismissal. A probationary employee shall not have the right to appeal a dismissal. Section 5. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines that to dismiss the accusation cannot be substantiated or does not constitute cause for dismissalemployee, the employee be reinstated and awarded back pay for any portion he shall give written notice of the suspension time not imposed as disciplinary action.dismissal in accordance with Section 4, and if after investigation

DISCHARGE AND DISCIPLINE. Section 1. The purpose of discipline is to correct employee behavior. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A Department Head may suspend, demote or dismiss an employee only for “just cause,” as that term is defined in Article 8, Section 2. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP Union and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal grieve the reprimand only directly to the Human Resources Director or his/her his designated representative. The grievance procedure as outlined in Article 8 shall not apply to this Section. The employee may present a written rebuttal to the final decision regarding the appeal grievance within ten (10) working days of date of decision which shall be attached to and become part of the file pertaining to the appealgrievance. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand. A probationary employee shall not have the right to grieve a reprimand. Section 3. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 5 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with Board within ten (10) working days of notice of suspension. A probationary employee shall not have the Grievance Article contained in this contractright to appeal a suspension. Section 4. A Department Head may dismiss any employee only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten (10) working days of notice of dismissal. A probationary employee shall not have the right to appeal a dismissal. Section 5. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen (14) calendar days for the purpose of investigation of the accusation. If after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action.thirty

DISCHARGE AND DISCIPLINE. Section 9-1. Disciplinary action shall consist of written reprimand, suspension, and dismissal. A Department Head The Company may suspend, discipline or dismiss an employee discharge employees for just cause. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by managementShould an employee feel such action improper, the FOP employee shall then be extended all the rights and privileges accorded by the grievance and arbitration procedures contained herein provided the employee has completed the 90-day calendar introductory period defined in Section 5-5. (a) A warning notice shall be removed from an employee’s file if it has been found through the grievance procedure to have been unjustifiably issued. (b) Any warning notice issued to an employee by the Company shall be issued within five (5) working days following knowledge by the Company of the occurrence of the alleged violation and such warning notice is subject to challenge by the Union or employee to whom the notice is issued in accordance with Section 10-1. Requests for extensions will not be unreasonably denied. Section 9-2. In all cases where written warning notices are given to employees, the area Shop Xxxxxxx will receive a written copy of said notices. Section 9-3. Employees shall not leave work prior to the completion of their scheduled hours without prior permission from their Supervisor. Exceptions will be made for emergency situations. Section 9-4. Employees shall not be absent from work without prior permission from their Supervisor except for illness, injury or other reasons beyond the control of the employee. An action must It is the duty of every employee who, for any reason, will be presented absent from work for a scheduled work shift or who expects to the employee report for work late to notify their Supervisor as far in writing within a reasonable time after the alleged incident or an investigation advance of the alleged incident has been completedscheduled starting time as possible. The employee will initial receipt provide the contact point the reasons for such tardiness or absence, the anticipated time or date of return and phone number (if possible) where they may be reached. Authorization of such tardiness or absence shall be determined by the same without implying agreement or admitting to the infraction or wrong doingSupervisor. Section 29-5. A Department Head may give An employee who is absent from work for a written reprimand to any period of three (3) consecutive workdays without proper cause or an employee who is absent from work for just cause. Such reprimand a period of three (3) consecutive workdays without reporting the reason for such absence shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttal. The employee may appeal the reprimand only directly to the Human Resources Director or his/her designated representative. The employee may present a written rebuttal to the final decision regarding the appeal which shall be attached to and become part of the file pertaining to the appeal. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimandconsidered as having resigned without notice. Section 39-6. A Department Head may suspend an employee without pay In cases of layoff or suspension for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; howevercause, no single suspension employees shall be for more than fifteen (15) working days. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration given a copy of the suspensionlayoff, suspension or termination of service notice if they are available to be presented with such copy. An employee may If they are not available, copies of the notice will be sent to employees at their last known address and to the Union office. Employees shall have the right to appeal the suspension action shown on the notice provided the Union files a written grievance with the designated representative of the Company in accordance with the Grievance grievance Article contained in this contractAgreement. Section 49-7. A Department Head may dismiss any employee only Progressive discipline will be used except in severe violations that allow for just cause at any time and at the time immediate termination of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article within ten (10) working days of notice of dismissalemployment. Section 59-8. Upon being informed that an employee has been accused The Shop Xxxxxxx will be notified of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen (14) calendar days for the purpose of investigation of the accusation. If after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated all suspensions and awarded back pay for any portion of the suspension time not imposed as disciplinary actionterminations.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A The Department Head may suspend, or dismiss discipline an employee for just cause. Provisions Just cause shall be defined as a cause which a reasonable employer, acting in good faith, would regard as good and sufficient reason for the level of discipline issued against the employee for the infraction that led to the disciplinary actions should be limited to those listed aboveaction, and the discipline was consistent with how other employees, in the same department and in similar situations, were treated as distinguished from arbitrary whim or caprice. Other solutions may be obtained through mutual consent by managementIn informing an employee of proposed discipline, the FOP and the employee. An action must be presented County can refer to the employee in writing within a reasonable time after Lancaster County Personnel Rules to set forth the alleged incident or an investigation of basis for the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doingproposed discipline. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal the reprimand only directly to the Human Resources Director or his/her his designated representative. The employee may present a written rebuttal appeal shall be presented within fifteen (15) working days of receipt of the reprimand. The response to the final appeal shall be in writing and shall be issued within fifteen (15) working days of receipt of the appeal. The written decision regarding on the appeal which shall be attached to final and become part of binding upon the file pertaining parties to the appeal. The rebuttal grievance procedure as outlined in Article 19 shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand.not Section 3. All forms of discipline, rebuttals, or explanations shall remain in the Section 4. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 6 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with the Grievance Article contained in this contractBoard within fifteen (15) working days of notice of suspension. Section 45. A Department Head may dismiss any employee with status only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten fifteen (1015) working days of notice of dismissal. Section 56. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines to dismiss the employee, he shall give written notice of the dismissal in accordance with Section 5, and if after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action. Section 7. An employee who receives three (3) or more reprimands within a twelve (12) consecutive month period shall be authorized to utilize the appeal procedure outlined in Article 19 of this Agreement. In the event that an employee appeals the third or additional reprimand during a twelve (12) consecutive month period, documents relating to the preceding like reprimands shall be admissible in the appeal procedure.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A The Department Head may suspend, or dismiss discipline an employee for just cause. Provisions Just cause shall be defined as a cause which a reasonable employer, acting in good faith, would regard as good and sufficient reason for the level of discipline issued against the employee for the infraction that led to the disciplinary actions should be limited to those listed aboveaction, and the discipline was consistent with how other employees, in the same department and in similar situations, were treated as distinguished from arbitrary whim or caprice. Other solutions may be obtained through mutual consent by managementIn informing an employee of proposed discipline, the FOP and the employee. An action must be presented County can refer to the employee in writing within a reasonable time after Lancaster County Personnel Rules to set forth the alleged incident or an investigation of basis for the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doingproposed discipline. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal the reprimand only directly to the Human Resources Director or his/her his designated representative. The appeal shall be presented within fifteen (15) working days of receipt of the reprimand. The response to the appeal shall be in writing and shall be issued within fifteen (15) working days of receipt of the appeal. The written decision on the appeal shall be final and binding upon the parties to the appeal. The grievance procedure as outlined in Article 19 shall not apply to this Section. The employee may present a written rebuttal to the final decision regarding the appeal which shall be attached to and become part of the file pertaining to the appeal. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand.final Section 3. All forms of discipline, rebuttals, or explanations shall remain in the Section 4. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 6 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with the Grievance Article contained in this contractBoard within fifteen (15) working days of notice of suspension. Section 45. A Department Head may dismiss any employee with status only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten fifteen (1015) working days of notice of dismissal. Section 56. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines to dismiss the employee, he shall give written notice of the dismissal in accordance with Section 5, and if after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action. Section 7. An employee who receives three (3) or more reprimands within a twelve (12) consecutive month period shall be authorized to utilize the appeal procedure outlined in Article 19 of this Agreement. In the event that an employee appeals the third or additional reprimand during a twelve (12) consecutive month period, documents relating to the preceding like reprimands shall be admissible in the appeal procedure.

DISCHARGE AND DISCIPLINE. ‌ Section 1. Management is encouraged to provide verbal coaching to employees prior to instituting formal discipline. Coaching is not considered discipline. However, if employee is provided written confirmation of coaching, such coaching may be cited as background information for formal pre-disciplinary meeting notices and disciplinary actions. Written confirmation can be accomplished by sending an email, or text message to the employee or by having the employee acknowledge receipt of a paper document. Section 2. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. The Department Head may discipline an employee for just cause and may utilize progressive discipline where appropriate, as determined by the Department Head. Just cause shall be defined as a cause which a reasonable employer, acting in good faith, would regard as good and sufficient reason for the level of discipline issued against the employee for the infraction that led to the disciplinary action, and the discipline was consistent with how other employees in similar situations were treated as distinguished from arbitrary whim or caprice. In informing an employee of proposed discipline, the County can refer to the Lancaster County Personnel Rules to set forth the basis for the proposed discipline. Section 3. A Department Head may suspend, or dismiss an employee for just cause. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal grieve the reprimand only directly to the Human Resources Director or his/her designated representativeDirector. The grievance shall be presented within fifteen (15) working days of receipt of the reprimand. The response to the grievance shall be in writing and shall be issued within fifteen (15) working days of receipt of the grievance. The written decision on the grievance shall be final and binding upon the parties to the grievance. The grievance procedure shall not apply to this Section. The employee may present a written rebuttal to the final decision regarding the appeal grievance within fifteen (15) working days of date of decision which shall be attached to and become a part of the file pertaining to the appealgrievance. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted shared by the Human Resources Department to the Department Head who wrote issued the written reprimand. Section 3. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An employee may appeal the suspension in accordance with the Grievance Article contained in this contract. Section 4. A Department Head may dismiss any employee only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article within ten (10) working days of notice of dismissal. Section 5. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen (14) calendar days for the purpose of investigation of the accusation. If after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A The Department Head may suspend, or dismiss discipline an employee for just cause. Provisions Just cause shall be defined as a cause which a reasonable employer, acting in good faith, would regard as good and sufficient reason for the level of discipline issued against the employee for the infraction that led to the disciplinary actions should be limited to those listed aboveaction, and the discipline was consistent with how other employees in similar situations were treated as distinguished from arbitrary whim or caprice. Other solutions may be obtained through mutual consent by managementIn informing an employee of proposed discipline, the FOP and the employee. An action must be presented County can refer to the employee in writing within a reasonable time after Lancaster County Personnel Rules to set forth the alleged incident or an investigation of basis for the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doingproposed discipline. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal grieve the reprimand only directly to the Human Resources Director or his/her his designated representative. The employee may present a written rebuttal to the final decision regarding the appeal which grievance shall be attached to and become part of presented within Section 3. Any written reprimand, which is maintained in the personnel file pertaining to the appeal. The rebuttal shall be delivered to in the Human Resources Department and a copy transmitted by any such file within the Human Resources Department Engineering Department, shall not be used to enhance any subsequent discipline after eighteen (18) months from the date the reprimand is presented to the Department Head who wrote the reprimandemployee. Section 34. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 6 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with the Grievance Article contained in this contractBoard within fifteen (15) working days of notice of suspension. Section 45. A Department Head may dismiss any employee with status only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten fifteen (1015) working days of notice of dismissal. Section 56. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines to dismiss the employee, he shall give written notice of the dismissal in accordance with Section 5, and if after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action. Section 7. An employee who receives three (3) or more reprimands within a twelve (12) consecutive month period shall be authorized to utilize the appeal procedure of this Agreement. In the event that an employee appeals the third or additional reprimand during a twelve (12) consecutive month period, documents relating to the preceding like reprimands shall be admissible in the appeal procedure.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A The Department Head may suspend, or dismiss discipline an employee for just cause. Provisions Just cause shall be defined as a cause which a reasonable employer, acting in good faith, would regard as good and sufficient reason for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP and level of discipline issued against the employee. An action must be presented employee for the infraction that led to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing.disciplinary action, and the Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal grieve the reprimand only directly to the Human Resources Director or his/her his designated representative. The employee may present a written rebuttal to the final decision regarding the appeal which grievance shall be attached to and become part of presented within Section 3. Any written reprimand, which is maintained in the personnel file pertaining to the appeal. The rebuttal shall be delivered to in the Human Resources Department and a copy transmitted by any such file within the Human Resources Department Engineering Department, shall not be used to the Department Head who wrote the reprimand.enhance any subsequent discipline after eighteen (18) months Section 34. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 6 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with the Grievance Article contained in this contractBoard within fifteen (15) working days of notice of suspension. Section 45. A Department Head may dismiss any employee with status only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten fifteen (1015) working days of notice of dismissal. Section 56. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines to dismiss the employee, he shall give written notice of the dismissal in accordance with Section 5, and if after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action. Section 7. An employee who receives three (3) or more reprimands within a twelve (12) consecutive month period shall be authorized to utilize the appeal procedure of this Agreement. In the event that an employee appeals the third or additional reprimand during a twelve (12) consecutive month period, documents relating to the preceding like reprimands shall be admissible in the appeal procedure.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, demotion and dismissal. A The Department Head may suspend, or dismiss discipline an employee for just cause. Provisions Just cause shall be defined as a cause which a reasonable employer, acting in good faith, would regard as good and sufficient reason for the level of discipline issued against the employee for the infraction that led to the disciplinary actions should be limited to those listed aboveaction, and the discipline was consistent with how other employees, in the same department and in similar situations, were treated as distinguished from arbitrary whim or caprice. Other solutions may be obtained through mutual consent by managementIn informing an employee of proposed discipline, the FOP and the employee. An action must be presented County can refer to the employee in writing within a reasonable time after Lancaster County Personnel Rules to set forth the alleged incident or an investigation of basis for the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doingproposed discipline. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttalreceipt. The employee may appeal the reprimand only directly to the Human Resources Director or his/her his designated representative. The appeal shall be presented within fifteen (15) working days of receipt of the reprimand. The response to the appeal shall be in writing and shall be issued within fifteen (15) working days of receipt of the appeal. The written decision on the appeal shall be final and binding upon the parties to the appeal. The grievance procedure as outlined in Article 19 shall not apply to this Section. The employee may present a written rebuttal to the final decision regarding final Section 3. All forms of discipline, rebuttals, or explanations shall remain in the appeal which employee’s personnel file, including such files within a department. However, no written reprimands shall be attached used to and become part enhance any subsequent discipline after 18 (eighteen) months from the date of the file pertaining to the appeal. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the written reprimand. Section 34. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days, except for the investigative suspension as defined in Section 6 of this Article. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An Any status employee who is suspended may appeal for a hearing, in writing, to the suspension in accordance with the Grievance Article contained in this contractBoard within fifteen (15) working days of notice of suspension. Section 45. A Department Head may dismiss any employee with status only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article Board within ten fifteen (1015) working days of notice of dismissal. Section 56. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen thirty (1430) calendar days for the purpose of investigation of the accusation. If , provided that if after investigation the Department Head determines to dismiss the employee, he shall give written notice of the dismissal in accordance with Section 5, and if after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action. Section 7. An employee who receives three (3) or more reprimands within a twelve (12) consecutive month period shall be authorized to utilize the appeal procedure outlined in Article 19 of this Agreement. In the event that an employee appeals the third or additional reprimand during a twelve (12) consecutive month period, documents relating to the preceding like reprimands shall be admissible in the appeal procedure.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, and dismissal. A Department Head may suspend, or dismiss an employee for just cause. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttal. The employee may appeal the reprimand only directly to the Human Resources Director or his/her their designated representative. The employee may present a written rebuttal to the final decision regarding the appeal which shall be attached to and become part of the file pertaining to the appeal. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand. Section 3. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An employee may appeal the suspension in accordance with the Grievance Article contained in this contract. Section 4. A Department Head may dismiss any employee only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article within ten (10) working days of notice of dismissal. Section 5. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen (14) calendar days for the purpose of investigation of the accusation. If after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action.

DISCHARGE AND DISCIPLINE. Section 1. Disciplinary action shall consist of written reprimand, suspension, and dismissal. A Department Head may suspend, or dismiss an employee for just cause. Provisions for disciplinary actions should be limited to those listed above. Other solutions may be obtained through mutual consent by management, the FOP and the employee. An action must be presented to the employee in writing within a reasonable time after the alleged incident or an investigation of the alleged incident has been completed. The employee will initial receipt of the same without implying agreement or admitting to the infraction or wrong doing. Section 2. A Department Head may give a written reprimand to any employee for just cause. Such reprimand shall be in writing and addressed and presented to the employee who will initial receipt and may attach a written rebuttal. The employee may appeal the reprimand only directly to the Human Resources Director or his/her his designated representative. The employee may present a written rebuttal to the final decision regarding the appeal which shall be attached to and become part of the file pertaining to the appeal. The rebuttal shall be delivered to the Human Resources Department and a copy transmitted by the Human Resources Department to the Department Head who wrote the reprimand. Section 3. A Department Head may suspend an employee without pay for just cause for a period or periods not exceeding thirty (30) working days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) working days. The Department Head shall notify the employee concerned and the Human Resources Director in writing no later than one (1) working day after the date of suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. An employee may appeal the suspension in accordance with the Grievance Article contained in this contract. Section 4. A Department Head may dismiss any employee only for just cause at any time and at the time of dismissal shall furnish the employee with a written statement of other reasons for the dismissal and within one (1) working day of such action, furnish the Human Resources Director with a written statement of the reasons for the dismissal. Any employee who is dismissed may appeal, in writing, pursuant to the Grievance and Appeal Procedure Article within ten (10) working days of notice of dismissal. Section 5. Upon being informed that an employee has been accused of behavior which, if substantiated, would be just cause for dismissal, the Department Head shall have the option of suspending an employee without pay for a period not to exceed fourteen (14) calendar days for the purpose of investigation of the accusation. If after investigation the Department Head determines that the accusation cannot be substantiated or does not constitute cause for dismissal, the employee be reinstated and awarded back pay for any portion of the suspension time not imposed as disciplinary action.