Management support of employees. In all cases, the employee shall be considered innocent of any inmate complaint or accusation. However, if documentation is presented that in the Employer's estimation would warrant an airing of the charges, the subject employee shall be notified of the charge, be shown the information, and shall be given the opportunity to refute such at an administrative review. The Employer and MFPE recognize the importance of concluding any investigation in a timely manner.
Management support of employees. When a manager is aware of an employee being accused by a client of improper behavior or a violation of rule or policy, the subject employee shall be notified by Management if an investigation is warranted, within 30-days. If the employee claims innocence, the employee shall be deemed innocent unless evidence is presented which is in opposition to the employee's account. In such an event, the employee shall be entitled to process the matter through the grievance procedure. In the event a member of the bargaining unit is assaulted or abused by a client, the employee shall serve as the complainant in the filing of charges against the client. The Employer shall encourage the employee in the filing of said charges. Furthermore, the Employer shall assist the employee in monitoring the complaint to further ensure that justice prevails.
Management support of employees. If an employee is charged by a client with improper behavior or a violation of rule or policy, the subject employee shall be notified by management of the charge. If the employee claims innocence, the employee shall be deemed innocent unless evidence is presented which is in opposition to the employee's account. In such an event, the employee shall be entitled to process the matter through the grievance procedure. In the event a member of the bargaining unit is assaulted or abused by a client, the employee shall serve as the complainant in the filing of charges against the client. The Employer shall encourage the employee in the filing of said charges. Furthermore, the Employer shall assist the employee in monitoring the complaint to further ensure that justice prevails.
Management support of employees. When an employee is charged by an inmate with improper behavior, or whenever an inmate brings to the attention of the Employer any violation of rule or policy, the employer shall determine whether the charge has merit. If the charge is determined to be without merit no further action is required. If management determines that the charge has merit, the employee will be notified of the meritorious charge prior to further action. The employee may then request and receive a timely meeting with the appropriate management official. The inmate may also be requested to attend the meeting. In all cases, if the employee claims innocence, the employee shall be deemed innocent unless evidence is presented which is in opposition to the employee's account. In such event, the employee shall be entitled to a pre- determination meeting under due process rules as established by the Department of Corrections if the discipline may result in suspension, demotion, or discharge. The employee may be represented by the Federation upon request of the employee.
Management support of employees. Any time an employee is suspected of wrongdoing, including infractions of policy, rule, regulation, or law, the employee shall have the allegations presented to them by a management representative and shall be shown any written complaints or charges. Prior to forming opinions about the validity of the allegations, and before taking disciplinary action (beyond informal counseling), management will consider the employee's response. If (after considering the employee's response) management believes the allegations are valid and takes formal disciplinary action, the action shall be subject to the grievance procedure.
