Formal Disciplinary Actions. An employee shall have the right to representation during the formal disciplinary process.
1. If the Agency, after investigation, intends to take disciplinary action against an employee other than oral or written reprimand, it shall give the affected employee written notice of the intended disciplinary action, including the causes for the intended disciplinary action, the acts or omissions that constitute the causes of the intended disciplinary action, the material upon which the action was based, the effective date of the intended disciplinary action, and the employee’s assigned Xxxxxx Officer.
2. The affected employee shall have the right to a pre-disciplinary review process (Xxxxxx process). The employee or his/her representative shall have up to five (5) working days from the notice of intent to take action to contact the Xxxxxx Officer to schedule a response to the proposed disciplinary action. The Xxxxxx Officer shall make a recommendation to the General Manager or designee within five (5) working days of the meeting.
3. The General Manager or designee shall consider the recommendations and issue a final written determination within five (5) working days. If discipline is imposed, the employee may appeal the action under Section C of this Article.
4. If an individual employee covered by this MOU files an appeal of discipline and Local 39 does not pursue such appeal, the employee may pursue such appeal and shall assume all of the rights and responsibilities of Local 39 in the appeal process pursuant to this MOU, including, but not limited to, the cost of the arbitrator.
Formal Disciplinary Actions. Formal disciplinary actions shall be done for just cause and include, but are not limited to suspension with or without pay, suspension pending dismissal, and dismissal.
Formal Disciplinary Actions. A. Written Letter of Reprimand
1. Prior to issuing a Letter of Reprimand, the Agency will provide an employee an opportunity (verbally or in writing) to explain their side of the situation. The Letter of Reprimand will not be issued until at least two (2) workdays after the employee's explanation, if any.
2. The employee will be given five (5) workdays to provide a written response to the Letter of Reprimand. The employee shall be authorized a reasonable amount of official time to prepare a response. If requested in writing, the response will be included in the employee’s eOPF with the Letter of Reprimand as one document.
3. A Letter of Reprimand and the employee response thereto, if any, will be maintained in an employee’s eOPF for up to two (2) years.
4. Letters of Reprimand will be issued for just and sufficient cause.
B. Adverse Actions (Suspensions, Removals, Reductions in Grade or Pay, or Furloughs for thirty (30) Days or Less)
1. Any suspension (except for D and E below):
a. Will be preceded by advance written notice of at least thirty
Formal Disciplinary Actions. An action that is made a matter of record for inclusion in the employee’s eOPF, such as a reprimand or a suspension of fourteen (14) calendar days or less.
Formal Disciplinary Actions. A removal or reduction in grade based on unacceptable performance (5 U.S.C. 4303); or
Formal Disciplinary Actions. 6.2.2.1. Formal disciplinary actions shall be administered in accordance with the principles of Just Cause.
6.2.2.2. Although the parties recognize that the concept of Just Cause incorporates the principle of progressive discipline, they also understand that in certain circumstances, the Employer might be warranted in imposing discipline that does not follow the progressive disciplinary action. Should the Employer impose discipline that does not follow the progression, it shall provide the Faculty member and Federation with a written explanation for the discipline within seven (7) days of the imposition of such discipline.
6.2.2.3. No formal disciplinary action will be imposed without an appropriate investigation except under the circumstances referred to in Article 6.2.2.2.
6.2.2.4. The order of disciplinary action is:
6.2.2.4.1. Written Warning
6.2.2.4.2. Final Written Warning or Suspension without pay 6.2.2.4.3. Dismissal
6.2.2.5. The Faculty member and the Federation shall be notified in writing prior to formal disciplinary action being imposed.
6.2.2.6. Notification shall include a statement of all charges and all supporting documentation with sufficient detail for the Faculty member to understand the decision to impose the disciplinary action and in enough detail for the Faculty member to effectively respond to the decision.
6.2.2.7. The Faculty member shall have seven (7) days to respond to the decision orally and/or in writing.
6.2.2.8. Any grievance of imposed disciplinary action shall be filed in accordance with
Formal Disciplinary Actions. Medical File (which is a separate confidential health file)
Formal Disciplinary Actions. Formal disciplinary actions consist of written reprimands, suspensions, involuntary reductions in grade or pay and removals except for performance actions taken under Article 22 of this agreement. Formal disciplinary actions are initiated by supervisors, but must be coordinated with the servicing Civilian Personnel Advisory Center.
Formal Disciplinary Actions. 5.1. All Employees as defined in 5 USC 7511 (a)(1) are entitled to due process.
5.2. When Management becomes aware of potential misconduct or misconduct by an Employee, the Employee will be contacted as soon as practicable and instructed to discontinue the misconduct.
5.3. Management will not knowingly allow instances of misconduct to continue for the purpose of increasing the severity of a potential penalty.
5.4. When discipline is initiated, it will be within a reasonable time period after the incident in question, or after Management knew or reasonably should have known of the incident.
5.5. The Employee and/or representative will be granted a reasonable amount of official time to prepare a reply to any proposed disciplinary action.
5.6. Management will provide in writing the specific reasons for the proposed discipline. Upon request, the agency will provide the Employee and/or representative, within seven (7) days, all documentation relied upon to support the proposed action.
5.7. Deciding officials will consider the case file, any oral or written replies (or both). Time limits for the Employee’s response may be extended upon written request. Deciding officials will consider the relevant Xxxxxxx Factors prior to making a penalty decision.
Formal Disciplinary Actions. Types of formal disciplinary actions include documented oral warnings, written warnings, suspension, and discharge or termination. Formal disciplinary actions are grievable and documentation is required.
