Employment Status Pending Appeal or Waiver. Except as provided herein, any employee against whom a recommendation of personnel action has been issued shall remain on active duty status and responsible for fulfilling the duties of the position pending his/her appeal or waiver thereof. If the Superintendent or designee determines that a permanent classified employee should be dismissed and that his/her continuing in active duty status would present an unreasonable risk of harm to students, staff, or property while proceedings are pending, the Superintendent or designee may order the employee immediately suspended from duty without pay in conjunction with the recommendation of personnel action. This suspension order shall be in writing and shall state the reasons that the suspension is deemed necessary. The suspension order shall be served upon the employee either personally or by registered or certified mail, return receipt requested, immediately after issuance. Except in cases of emergency when the employee must be removed from the premises immediately, the Superintendent or designee shall give the employee written notice of the proposed recommendation of dismissal at least five calendar days before the effective date of any order of suspension issued in conjunction with a recommendation involving dismissal. This notice shall state that immediate suspension without pay is being considered, the reasons for the proposed dismissal and proposed immediate suspension without pay, materials upon which the proposed action is based, and the employee's right to respond to the Superintendent or designee orally or in writing before the final recommendation and order are issued.
Employment Status Pending Appeal or Waiver. Except as provided herein, any employee against whom a recommendation of disciplinary action has been issued shall remain on active duty status pending his/her appeal or waiver thereof. The employee shall remain available during normal work hours unless they are on approved leave.
Employment Status Pending Appeal or Waiver. Except as provided herein, any bargaining unit member against whom a recommendation of discipline has been issued shall remain on active duty status and responsible for fulfilling the duties of the position or on paid administrative leave, pending his/her appeal or waiver thereof.
Employment Status Pending Appeal or Waiver. Except as provided below, any employee against whom a recommendation of personnel action has been issued shall remain on active duty status and responsible for fulfilling the duties of the position pending his or her appeal. If the Superintendent or designee determines that a permanent classified employee should be dismissed and that his or her continuing in active duty status would present an unreasonable risk of harm to students, staff, or property while proceedings are pending, the Superintendent or designee may order the employee immediately suspended from duty without pay. This suspension order shall be in writing and shall state the reasons that the suspension is deemed necessary. The suspension order shall be served upon the employee either personally or by registered or certified mail, return receipt requested, immediately after issuance. Except in cases of emergency when the employee must be removed from the premises immediately, the Superintendent or designee shall give the employee written notice of the proposed recommendation of dismissal at least five (5) calendar days before the effective date of any order of suspension issued in conjunction with a recommendation of dismissal.
Employment Status Pending Appeal or Waiver. In any cases where the Superintendent or designee deems it necessary or proper he/she may suspend the employee until a decision has been rendered pursuant to the procedures contained herein. Until such time as the decision has been rendered, the suspension shall be with pay unless the Superintendent determines through an investigation that the employee presents an unreasonable risk of harm to student, staff or property. AFSCME shall have input into the investigative process. If the Superintendent determines that such a risk exists, after notifying the employee in writing of the reason and giving the employee the opportunity to respond, the suspension will be without pay.
20.7.1 An employee who has been suspended without pay pursuant to section 20.7 may, with the concurrence of AFSCME, file a grievance at Level Three (Arbitration) of the Grievance Procedure, section 21.3.4, within five (5) days of service of notice of a determination by the Superintendent that the employee is suspended without pay, which shall constitute submission of the grievance to expedited binding arbitration. An arbitration hearing on the grievance shall be scheduled by the superintendent before one of the persons listed in Appendix B, or if none of those persons are available within the time allowed, before a mutually agreed upon arbitrator, within fifteen (15) days of receipt of the submission of the grievance to arbitration. The arbitrator shall render a decision on the suspension without pay issue only, without a transcript, at the conclusion of the hearing or within five (5) days thereafter.
Employment Status Pending Appeal or Waiver. 16 Except as provided here in, any employee against whom a recommendation of personnel 17 action has been issued shall remain on active duty status and responsible for fulfilling the duties 18 of the position pending his/her appeal or waiver thereof. 19 In cases where the Superintendent or designee has determined that a permanent classified 20 employee should be dismissed and that continuation of the employee in active duty status after a 21 written recommendation of such personnel action has been issued would result in an 22 unreasonable risk of harm to students, staff, or property during the time the proceedings are 23 pending, the Superintendent or designee may order the employee immediately suspended from 24 his/her duties with pay in conjunction with the recommendation of personnel action.
Employment Status Pending Appeal or Waiver. A. Any employee, against whom a Recommendation for Personnel Action has been issued, may continue performing the duties of the position pending his/her appeal or waiver.
B. In cases where the Superintendent/President has determined that an employee should be dismissed and that continuation of active duty after a Recommendation for Personnel Action has been issued could result in a potential risk of harm to students, employees, or District property while the proceedings are pending, he/she may order the employee immediately suspended from active duty with/without pay as defined in Education Code section §88123.
C. The suspension order shall be in writing and include a statement of the reasons why suspension is necessary. Any suspension order shall be served on the employee and the Association either personally or by registered/certified mail, return receipt requested to the employee's last known address, immediately after issuance.
Employment Status Pending Appeal or Waiver. 10.5.1 Except as provided herein, any employee against whom a recommendation of personnel action has been issued shall remain on active duty status and responsible for fulfilling the duties of the position pending his/her appeal or waiver thereof.
10.5.2 In cases where the Superintendent or designated representative has determined that a permanent classified employee should be dismissed and that continuation of the employee in active duty status after a written recommendation of such personnel action has been issued would result in an unreasonable risk of harm to students, staff or property during the time the proceedings are pending , or the Superintendent believes the employee should be removed from the work site prior to the hearing. The Superintendent or designated representative may order the employee suspended from his/her duties without pay in conjunction with the recommendation of personnel action. Such suspension order shall comply with law and afford the employee an opportunity to have a "Xxxxxx" hearing before the Superintendent prior to the suspension without pay.
Employment Status Pending Appeal or Waiver. Except as provided herein, any employee against whom a Notice of Proposed Disciplinary Action or Notice of Disciplinary Action has been issued shall remain on active duty status and responsible for fulfilling the duties of the position pending his/her appeal or waiver thereof.
Employment Status Pending Appeal or Waiver provided herein, any employee against whom a recommendation of disciplinary
