Discipline or Discharge. A. The District may discipline or discharge employees for just cause. Disciplinary actions include: 1. Oral discussion 2. Written reprimand 3. One to 10-day Suspension 4. Dismissal Note: This does not include letters of expectation. Letters of expectation are used to set the expectation around performance and behavior, not as a disciplinary action. B. The parties agree that discipline should be progressive. Nevertheless, both parties agree that for more serious offenses discipline may start at any level up to and including dismissal. C. Any reprimand of any employee shall be done in a manner that will not embarrass the employee before other employees or the public. A written reprimand may be processed through the grievance procedure. D. In any case, if the District feels there is just cause for discipline, the employee involved may be suspended with pay for up to ten (10) days with pay pending a final decision in the case. E. The BVCEA shall be notified and shall have the right to take up the suspension and/or discharge as a grievance at step two of the grievance procedure, and the matter will be handled in accordance with this procedure through the arbitration step if deemed necessary by either party. F. Any fact-finding meeting will be held in a timely manner with the employee and his/her BVCEA representative within 10 work days from the disciplinary incident, as feasible. Human Resources will give notice to the BVCEA representative and employee at least 24 hours in advance of the meeting not counting non-work days. G. Employees shall have the opportunity to review their personnel file and submit written request to the department of Human Resources that a prior infraction which occurred more than three (3) years previous be redacted from their personnel file. The decision of the Assistant Superintendent of Human Resources will be final.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
