Major Discipline. Major Discipline includes suspensions of three (3) or more days, demotion, reduction in pay, or termination. Major Discipline is subject to completion of pre-disciplinary procedures and may be appealed as provided below.
Major Discipline. A. Major discipline shall be all discipline administered, where the punishment imposed may result in suspension without pay or more than three days, or in the dismissal or demotion of the employee. Major discipline shall not be imposed for minor infractions that have occurred infrequently.
B. The employee shall receive notice at least ten calendar days prior to a pre-disciplinary hearing. The notice shall contain the time, date and place of the hearing and shall also contain a brief statement of all charges against the employee. An earlier date may be established if the employee agrees, or with department approval, the date may be extended by five calendar days.
C. Further, major suspensions of 15 days or more will be calculated as follows: 15 days= 11 days of suspension as defined above 20 days= 15 days of suspension as defined above 30 days =22 days of suspension as defined above
Major Discipline. Major discipline is a suspension of more than 3 days, reduction in class or pay, or termination. An employee subject to major discipline may appeal the discipline by submitting a request for arbitration to the Management Services Department within 15 working days of receipt of the final notice of discipline. The arbitration shall be governed by the Rules and Procedures provided for in Exhibit F. The grievant and the City may agree upon an arbitrator to hear the grievance. In the event the parties cannot agree upon an arbitrator they shall request a list of seven (7) arbitrators from the California State Mediation and Conciliation Service within 10 working days after receipt of the written submission to arbitration and shall thereafter select an arbitrator from that list or any subsequent list. If the parties cannot agree upon an arbitrator, they will alternately strike names from the list until one name remains. The City shall strike the first name from the list. If either the City or the employee so requests, the arbitrator shall hear the merits of any issue raised regarding the arbitrability of the discipline first; no hearing on the merits of the discipline appeal may be conducted until the issue of arbitrability has been decided. The decision of the arbitrator regarding arbitrability shall be final and binding on the parties. The arbitrator shall conduct an evidentiary hearing and shall issue a written decision within 30 working days of hearing or submission of written briefs. Any time limit or stage of the procedure specified may be waived upon consent of the employee and the City.
Major Discipline. (a) Prior to imposing discipline in the nature of a suspension or termination, the Employer will contact a full-time Business Representative of the Union. The purpose of such contact will be to:
i) identify the potential range of disciplinary measures which the Employer is considering in the case;
ii) discuss the state of the evidence in the case, and receive such further information as the Union may be in a position to provide; and
iii) discuss alternatives to the imposition of a suspension or dismissal as the case may be.
(b) The imposition of discipline will not be unduly delayed by this process.
(c) Any communications flowing from this Clause 14.08 are agreed by the parties to be privileged and confidential and will be treated for all purposes as if the communications had occurred during the grievance procedure on a "without prejudice" basis.
(d) In this clause, "suspension" means a disciplinary suspension and, for greater specificity, does not include any period of time during which an employee may be involuntarily removed from the workplace pending the completion of an investigation.
Major Discipline. Provided a notice of appeal is filed within seven (7) calendar days of the employee's receipt of the preliminary notice, the Department shall consult with the Union as to availability and schedule a hearing on a mutually convenient date within the twenty (20) day period set forth in section E.3. In the event an appeal is not filed within the seven (7) calendar day period, or the parties are unable to agree on a mutually convenient date within the twenty (20) day period, the Department shall go forward and schedule the hearing.
Major Discipline a. Major discipline shall include: (a) termination from employment; (b) disciplinary demotion; (c) suspension for more than five (5) business days per incident (in five (5) day blocks); and (d) suspension for five (5) business days if the aggregate number of business days for which the employee is suspended in the calendar year is fifteen (15) days or more. Removal from positions of Team Leader and Supervising Probation Officer, pursuant to 9.8 below are not subject to disciplinary hearing procedures.
b. Hearings of major discipline shall be conducted by a hearing officer assigned by the Administrative Office of the Courts. The scheduling of said hearings will be mutually agreed upon by management, the hearing officer and the union.
Major Discipline. In general, Major Discipline includes those categories of discipline that are more than 35 hours (see Title 4A:2-2.2).
Major Discipline. In the event that discipline of an employee involves suspension of more than 35 hours and/or other penalties as indicated in N.J.A.C. 4A:2-2.2, the following appeals process shall apply:
Major Discipline. Major discipline may only be implemented by Department Heads. Types of major discipline include the following:
Major Discipline. Any permanent employee in the classified service shall have the right to appeal any termination, suspension of forty (40) hours or more, denial of a merit increase, reduction in salary, or nonprobationary demotion. The appeal process shall not be applicable to those positions which may be deemed exempt from the classified service or to probationary employees. The appeal process shall not be applicable to verbal reprimands and performance evaluations. An employee desiring to appeal the appointing authority's decision shall have ten (10) calendar days after receipt of the response to file an appeal. The employee's request for appeal must be addressed to the Administrative Services Director and received in the Personnel Division so that same is date stamped by the Personnel Division within the 10-day period. If, within the 10-day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the action of the appointing authority shall be considered conclusive and shall take effect as prescribed. If, within the 10-day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Personnel Division, an arbitration appeal hearing shall be established as follows:
