HOLDING OUT OF SERVICE PENDING AN INVESTIGATION Sample Clauses

HOLDING OUT OF SERVICE PENDING AN INVESTIGATION. ‌ An employee may be held out of service with pay pending a disciplinary investigation conducted prior to the disciplinary process. Holding an employee out of service with pay is not considered a form of discipline.

HOLDING OUT OF SERVICE PENDING AN INVESTIGATION. ‌ An employee may be held out of service with pay pending a disciplinary investigation conducted prior to the disciplinary process. Holding an employee out of service with pay is not considered a form of discipline. 17.4 REVIEW OF DISCIPLINARY RECORD‌ A notation of one year’s standing or more on the service record of an employee will not be considered in disciplinary cases. This one year time period may be extended by mutual agreement on a case by case basis between LACMTA and Teamsters. After one year, written reprimands will not be used except to provide evidence of progressive discipline. This one year limitation will not apply to any discipline for conduct which would be a violation of the law or which could subject LACMTA to potential liability. (E.g. EEO, Sexual Harassment, Violence in the Workplace, etc.) 17.5 PROGRESSIVE DISCIPLINE‌ Progressive discipline provides for increasingly severe penalties to be imposed on an employee for like behavior. This provides the employee with an opportunity to correct his or her behavior before more severe disciplinary action is taken. However, under some circumstances more severe discipline, including termination, may be administered the first time an employee commits a serious offense. Additionally, under some circumstances lesser discipline may be administered due to mitigating circumstances, such as an employee’s length and quality of service. The Teamsters and LACMTA recognize the use of a corrective non-punitive disciplinary process. To this end, LACMTA will consider issuing disciplinary letters instead of imposing unpaid suspensions. However, when discipline letters without unpaid suspensions are issued, they are to be considered as having the same force and effect as a suspension without pay. 17.6 DISCIPLINE‌ 17.6.1 WRITTEN REPRIMAND‌ A written reprimand may be necessary for a more serious violation or a repeat of like behavior. Again, a meeting shall be conducted as soon as possible between a Lieutenant/Sergeant and the employee where the facts are presented. A copy of the written reprimand with the employee’s response shall be given to the employee with a copy placed in his/her personnel file at the worksite location. The employee shall be requested to sign and date the written reprimand. The employee’s signature is an acknowledgement of receipt of the written reprimand only. 17.6.2