Notice Required in Discipline Cases Sample Clauses

Notice Required in Discipline Cases. Whenever disciplinary action (Suspension Without Pay, Demotion, or Discharge) is proposed, a Notice of Proposed Disciplinary Action shall be served upon the employee either personally or by registered or certified mail, return receipt requested, which shall include: A statement of the nature of the disciplinary action; The effective date of the proposed action; A statement in ordinary and concise language of all the specific facts or upon which the disciplinary action is based; A copy of documents upon which the proposed action is based and if too voluminous to be included with the notice, where they may be reviewed and copied; A statement advising the employee of their right to refute the charges in person or in writing at a Predisciplinary Conference; and The date and time of the Predisciplinary Conference.
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Notice Required in Discipline Cases. Whenever disciplinary action (Suspension Without Pay, Demotion, or Discharge) is proposed, a Notice of Proposed Disciplinary Action shall be served upon the employee either personally or by registered or certified mail, return receipt requested, which shall include: A statement of the nature of the disciplinary action; The effective date of the proposed action; A statement in ordinary and concise language of all the specific facts or upon which the disciplinary action is based; A copy of documents upon which the proposed action is based and if too voluminous to be included with the notice, where they may be reviewed and copied; A statement advising the employee of their right to refute the charges in person or in writing at a Predisciplinary Conference; and The date and time of the Predisciplinary Conference. Procedures for fact-finding, interviews and/or investigations When any member of the Battalion Chief’s Organization affiliated with Teamsters Local #150 is the subject of investigation or fact-finding that could lead to discipline the interview/interrogation of that member shall be conducted under the following circumstances: The member shall be advised that he or she has the right to union representation of his or her choice at the interview/interrogation and that he or she shall be given a reasonable amount of time to contact and obtain the representation. The interview/interrogation shall be conducted at a reasonable hour, preferably when the member is on-duty. If the interview/interrogation is conducted during off-duty hours, the member shall be paid overtime, at the overtime rate, for the time spent in the interview/interrogation and travel time to and from the member’s residence of record unless the member waives such overtime to accommodate his or her representative. The member shall be informed of the nature of the investigation or fact-finding prior to the interview so he or she may prepare for it if necessary. All questions directed to the member shall be asked by no more than two interviewers. The member being interviewed/interrogated shall not be threatened with discipline except that he or she be informed that failure to answer questions directly related to the investigation or fact-finding may result in discipline. No statement made during the interview/interrogation by the member under duress, coercion, or threat of insubordination may be released to any party without the express permission of the member for any purpose other than the i...
Sample 1
Notice Required in Discipline Cases. Whenever disciplinary action (Suspension Without Pay, Demotion, or Discharge) is proposed, a Notice of Proposed Disciplinary Action shall be served upon the employee either personally or by registered or certified mail, return receipt requested, which shall include:
Sample 1

Related to Notice Required in Discipline Cases

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