Disciplinary Review. An employee may be placed on disciplinary review for a specified period of time not to exceed six (6) months for each such instance with the understanding that should the causes for such action not be satisfactorily corrected or remedied during the period, subsequent disciplinary action may be taken. The six (6) month restriction shall apply only to managerial imposition of discipline and is not intended to restrict the ability of a third-party neutral to invoke a greater period of disciplinary review. An employee on disciplinary review shall serve at the pleasure of his/her appointing authority during such review. In the case of an employee serving disciplinary review, the forfeiture of appeal rights shall extend only to acts or omissions related to the conditions of such disciplinary review.
Disciplinary Review. 31 1. A regular, non-probationary physician being suspended or 1 terminated may appeal the discipline by making a request to the Medical Director within 2 fifteen (15) days of the date of imposition of discipline. A regular, non-probationary 3 physician who is denied removal of discipline from his or her file under Article 12 - 4 Personnel File may appeal the denial by making a request to the Medical Director within 5 fifteen (15) days of the date of notice of the denial. The physician appealing the 6 suspension or termination, or denial of removal of discipline, shall be entitled to 7 representation as set out in Section V. below.
8 2. Upon receipt of the request, the Medical Director will convene and 9 impanel an ad hoc Review Committee. The committee will have five members:
10 a. Two MCHD staff physicians identified by the bargaining unit,
11 b. Two MCHD leadership physicians (e.g., Site Medical 12 Directors), and
13 c. One generalist or specialist community physician with a 14 clinical practice that is relevant to the clinical performance of the physician for whom 15 discipline has been proposed, nominated by the Medical Director subject to approval by
Disciplinary Review a. A College Assistant, Sign Language Interpreter, or hourly Disability Accommodations Specialist whose appointment or reappointment is terminated for a reason other than lack of work or lack of funds and who has worked 500 or more hours in each of the preceding nine (9) contract years, shall have the right to a review by the College Director of Human Resources of the decision to terminate.
b. A College Assistant, Sign Language Interpreter, or hourly Disability Accommodations Specialist whose employment is terminated for a stated reason relating to his or her misconduct shall have the right to a review of the decision to terminate, provided he or she makes such a request in writing within ten (10) work days of his or her becoming aware of such decision. The review shall be conducted by a review officer, which shall be the College Director of Human Resources, unless another person, other than the employee's supervisor, has been designated by the president as the review officer. There shall be no appeal from the decision of the review officer.
c. The College Assistant, Sign Language Interpreter or hourly Disability Accommodations Specialist shall be entitled to representation by a respective Union representative. The College Assistant, Sign Language Interpreter or hourly Disability Accommodations Specialist or the respective Union shall have the right to bring witnesses.
d. Unless the employee has been advised in writing of a reason for termination related to misconduct, any College response to a request for reference or unemployment information shall contain no negative information.
Disciplinary Review. A review requested by the employee of written discipline submitted to the human resources department other than suspension without pay, dismissal or disciplinary demotion.
Disciplinary Review. All disciplinary action taken in connection with violations of rules which would result in discharge will be reviewed by the Director of Personnel or his/her designee within five (5) working days of the disciplinary action.
Disciplinary Review. An employee may be placed on disciplinary review for a specified period of time not to exceed six
Disciplinary Review. An employee may be placed on disciplinary review for a specified period of time not to exceed six (6) months for each such instance with the understanding that should the causes for such action not be satisfactorily corrected or remedied during the period, subsequent disciplinary action may be taken. The six (6) month restriction shall apply only to managerial imposition of discipline and is not intended to restrict the ability of a third (3rd) party neutral to invoke a greater period of disciplinary probation. An employee on disciplinary probation shall serve at the pleasure of his/her Appointing Authority during such period of probation. In the case of an employee serving disciplinary probation, the forfeiture of appeal rights shall extend only to acts or omissions related to the conditions of such disciplinary probation.
Disciplinary Review. 28 1. If suspended or terminated, a regular, non-initial trial service 29 Physician or Psychiatrist, or their Union Representative, may appeal the discipline by 30 making a request to the Medical Director within thirty (30) days of the date of imposition 31 of discipline. A regular, non-initial trial service Physician or Psychiatrist who is denied 1 removal of discipline from their file under Article 12 - Personnel File may appeal the denial 2 by making a request to the Medical Director within fifteen (15) days of the date of notice 3 of the denial. The regular, non-initial trial service Physician or Psychiatrist appealing the 4 suspension or termination, or denial of removal of discipline, shall be entitled to 5 representation as set out in Section V. below.
6 2. Upon receipt of a request, the Medical Director will convene a 7 mandatory meeting to formally discuss the Disciplinary Action. Unless an exception is 8 agreed to by the Union and the County, the attendees shall include the employee who 11 in Central Human Resources. The Medical Director or their designee will respond to the 12 Disciplinary Appeal in writing within fifteen (15) days of the mandatory meeting. The Union 13 may appeal the Medical Director’s/designee’s response to an ad hoc Discipline Review 14 Committee by notice to Labor Relations in Central Human Resources within fifteen (15) 15 days after receipt of the response.
16 3. Upon receipt of an Appeal of the Disciplinary Action, the Labor 17 Relations Manager or Medical Director will convene and impanel an ad hoc Discipline 18 Review Committee. The committee will have five (5) members:
19 a. Two (2) MCHD regular, non-initial trial service staff Physicians 20 (other than the individual subject to discipline) selected by the Union,
21 b. Two (2) currently or formerly Oregon licensed non-Local 88-
Disciplinary Review. 26 1. If suspended or terminated, a regular, non-initial trial service 27 Pharmacist or their Union Representative, may appeal the discipline by making a request 28 to the Pharmacy Director within thirty (30) days of the date of imposition of discipline. A 29 regular, non-initial trial service Pharmacist who is denied removal of discipline from their 31 Pharmacy Director within thirty (30) days of the date of notice of the denial. The 1 Pharmacist appealing the suspension or termination, or denial of removal of discipline, 2 shall be entitled to representation as set out in Section V. below.
3 2. Upon receipt of a request, the Pharmacy Director will convene a 4 mandatory meeting to formally discuss the Disciplinary Action. Unless an exception is 5 agreed to by the Union and the County, the attendees shall include the employee who 6 was disciplined, their Union Representative, the Pharmacy Director or their designee, a 7 representative from Health Human Resources, and a representative from Central Human 8 Resources Labor Relations. The Pharmacy Director or their designee will respond to the 9 Disciplinary Appeal in writing within thirty (30) days of the mandatory meeting. The Union 10 may appeal the Pharmacy Director’s/designee’s response by notice to Labor Relations in 11 Central Human Resources within thirty (30) days after receipt of the response.
12 3. Upon receipt of an Appeal of the Disciplinary Action, the Pharmacy 13 Director will convene and impanel Discipline Review Committee. The committee will have 14 five (5) members:
15 a. Two (2) MCHD staff Pharmacists (other than the individual 16 subject to discipline) selected by the Union,
17 b. Two (2) currently or formerly Oregon licensed non-Local 88-
Disciplinary Review. If suspended or terminated, a regular, non-initial trial service Dentist 1 or their Union Representative may appeal the discipline by making a request to the Dental 2 Director within thirty (30) days of the date of imposition of discipline. A regular, non-initial 3 trial service Dentist who is denied removal of discipline from the Dentist’s personnel file 4 under Article 12 - Personnel File may appeal the denial by making a request to the Dental 5 Director within fifteen (15) days of the date of notice of the denial. The Dentist appealing 6 the suspension or termination, or denial of removal of discipline, shall be entitled to 7 representation as set out in Section V. below.
