Common use of Employee Rights In Second Step Actions Clause in Contracts

Employee Rights In Second Step Actions. Employees shall have the following rights in a Second Step Action: 1. In any case where the County intends to investigate or interview an employee and a disciplinary action pursuant to Article 35 (C) may result against the investigated or interviewed employee, the County shall provide to the employee and the Association a written statement containing the following: • the alleged charge(s), violation(s), rules, policies and/or procedures potentially violated; • discovery; • the maximum disciplinary action being considered; and • a date and time for the employee's mandatory interview, if one is to be conducted. 2. In any case where the County believes cause for discharge, suspension, demotion, transfer or reassignment exists after completing the steps outlined in (F)(1) above, prior to making a determination as to whether such action should be taken against a regular employee, the County shall provide to the employee and the Association a written statement containing the following: • the alleged charge(s), violation(s) or area(s) of concern; • the rules, policies and/or procedures potentially violated; • the maximum disciplinary action being considered; and • a date and time for the employee and the Association to meet with County representatives to respond and present information on the employee's behalf. The County agrees to provide the employee and Association with a minimum of seven (7) days written notice prior to the date designated for the employee's second step meeting. It is agreed that written statements will not be accepted in lieu of investigatory interviews under the steps outlined above.

Employee Rights In Second Step Actions. Employees shall have the following rights in a Second Step Action: 1. In any case where the County intends to investigate or interview an employee and a disciplinary action pursuant to Article 35 (C) may result against the investigated or interviewed employee, the County shall provide to the employee and the Association a written statement containing the following: •  the alleged charge(s), violation(s), rules, policies and/or procedures potentially violated; •  discovery; •  the maximum disciplinary action being considered; and •  a date and time for the employee's mandatory interview, if one is to be conducted. 2. In any case where the County believes cause for discharge, suspension, demotion, transfer or reassignment exists after completing the steps outlined in (F)(1) above, prior to making a determination as to whether such action should be taken against a regular employee, the County shall provide to the employee and the Association a written statement containing the following: •  the alleged charge(s), violation(s) or area(s) of concern; •  the rules, policies and/or procedures potentially violated; •  the maximum disciplinary action being considered; and •  a date and time for the employee and the Association to meet with County representatives to respond and present information on the employee's behalf. The County agrees to provide the employee and Association with a minimum of seven (7) days written notice prior to the date designated for the employee's second step meeting. It is agreed that written statements will not be accepted in lieu of investigatory interviews under the steps outlined above.

Employee Rights In Second Step Actions. Employees shall have the following rights in a Second Step Action: 1. In any case where the County intends to investigate or interview an employee and a disciplinary action pursuant to Article 35 (C) may result against the investigated or interviewed employee, the County shall provide to the employee and the Association a written statement containing the following: • the alleged charge(s), violation(s), rules, policies and/or procedures potentially violated; • discovery; discovery • the maximum disciplinary action being considered; and • a date and time for the employee's mandatory interview, if one is to be conducted. 2. In any case where the County believes cause for discharge, suspension, demotion, transfer or reassignment exists after completing the steps outlined in (F)(1) above, prior to making a determination as to whether such action should be taken against a regular employee, the County shall provide to the employee and the Association a written statement containing the following: • the alleged charge(s), violation(s) or area(s) of concern; • the rules, policies and/or procedures potentially violated; • the maximum disciplinary action being considered; and • a date and time for the employee and the Association to meet with County representatives to respond and present information on the employee's behalf. The County agrees to provide the employee and Association with a minimum of seven (7) days written notice prior to the date designated for the employee's second step meeting. It is agreed that written statements will not be accepted in lieu of investigatory interviews under the steps outlined above.