Common use of - DUE PROCESS AND DISCIPLINARY ACTION Clause in Contracts

- DUE PROCESS AND DISCIPLINARY ACTION. Section 1. Conferences-for-the-Record A. The Board and Union recognize the principle of progressive discipline. The parties agree that disciplinary action may be consistent with the concept of progressive discipline when the Board deems it appropriate, and that the degree of discipline shall be reasonably related to the seriousness of the offense. B. All employees are accountable for their individual levels of productivity, implementing the duties of their positions, and rendering efficient, effective delivery of services and support. A Conference-for-the-Record may be held when an employee’s fitness is at issue or when any employee renders deficient performance, violates any rule, regulation, policy, state or federal statute, defies an administrator’s authority or when there is a substantiated administrative or preliminary personnel investigation against the unit member. Any employee summoned to the office of a supervising administrator, or his/her designee for a Conference-for-the-Record which may lead to disciplinary action or reprimand, shall have the right to request Union representation and shall be informed of this right. If Union representation is provided, the employee shall have the right to be accompanied at the Conference-for-the-Record by a representative of the Union. C. Employees shall be given two days' written notice and a written statement of the reasons for the conference, except in cases deemed to be an emergency. The employee, at the time written notice is given, shall be provided a copy of any police report. The investigation shall be considered active until a final decision has been made regarding the incident. D. A Conference-for-the-Record, not held in accordance with these conditions, shall not be considered a part of the employee's personnel file or record. E. The employee shall not be represented by an attorney at a Conference-for-the- Record. The bargaining agent shall have the right to refuse representation in accordance with its own internal, nondiscriminatory rules. F. The use of tape recorders or other mechanical devices is expressly prohibited.

- DUE PROCESS AND DISCIPLINARY ACTION. Section 1. Conferences-for-the-Record A. The Board and Union recognize the principle of progressive discipline. The parties agree that disciplinary action may be consistent with consist ent w ith the concept of progressive discipline when w hen the Board deems it appropriate, and that the degree of discipline shall be reasonably related to the seriousness of the offense. B. All employees are accountable for their individual levels of productivity, implementing the duties of their positionsposit ions, and rendering efficient, effective delivery of services and supportsupport . A Conference-for-the-Record may be held when w hen an employee’s fitness f itness is at issue or when w hen any employee renders deficient performance, violates any rule, regulation, policy, state st ate or federal statutest atute, defies an administratoradminist rator’s authority or when w hen there is a substantiated administrative subst antiated administ rative or preliminary personnel investigation invest igation against the unit member. Any employee summoned to the office of a supervising administratoradminist rator, or his/her designee for a Conference-for-the-Record which w hich may lead to disciplinary action or reprimand, shall have the right to request Union representation represent ation and shall be informed of this right. If Union representation represent ation is provided, the employee shall have the right to be accompanied at the Conference-for-the-Record by a representative repre- sent ative of the Union. C. Employees shall be given two tw o days' written w rit ten notice and a written statement w rit ten st atement of the reasons for the conference, except in cases deemed to be an emergency. The employee, at the time written t ime w rit ten notice is given, shall be provided a copy of any police report. The investigation invest igation shall be considered active until a final f inal decision has been made regarding the incident. D. A Conference-for-the-Record, not held in accordance with w ith these conditions, shall not be considered a part of the employee's ' s personnel file f ile or record. E. The employee shall not be represented represent ed by an attorney at a Conference-for-the- the-Record. The bargaining agent shall have the right to refuse representation represent ation in accordance with w ith its own ow n internal, nondiscriminatory nondiscriminat ory rules. F. The use of tape recorders or other mechanical devices is expressly prohibited.