Notification and Measure of Disciplinary Action a) In the event disciplinary action is taken against an employee, other than the issuance of an oral reprimand, the Employer shall promptly furnish the employee and the Union in writing with a clear and concise statement of the reasons therefore. The measure of discipline and the statement of reasons may be modified, especially in cases involving suspension pending discharge, after the investigation of the total facts and circumstances. But once the measure of discipline is determined and imposed, the Employer shall not increase it for the particular act of misconduct which arose from the same facts and circumstances. The Employer shall notify an employee of his/her suspension prior to its effective date. If the Employer is unable to contact the employee, the Employer shall notify the Union prior to the effective date of the suspension.
b) An employee shall be informed that he/she is entitled to the presence of a Union representative at non- criminal investigatory interviews conducted by an agency’s Inspector General or internal affairs unit, the Executive Inspector General or the Illinois State Police Division of Internal Investigations. If such an interview is to be conducted away from the employee’s worksite, the employee shall be so notified prior to leaving his/her worksite. In the case of all other non-criminal investigatory interviews, the person conducting the interview shall inform an employee that he/she is entitled to the presence of a Union representative not later than the commencement of the interview, provided that the subject matter of the interview could cause a reasonable person to believe that the employee could be disciplined as a result of the interview. An employee shall be entitled to the presence of a Union representative at an investigatory interview if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. Such Union representative may be present during an investigatory interview for the purpose of protecting an employee's rights under the Collective Bargaining Agreement; however, such Union representative shall not act in such a manner so as to obstruct the investigation. It is understood by the parties that an employee's statement, either oral or written, made in investigatory interviews when representation is requested by the employee and denied shall not be used against him/her in any subsequent disciplinary action. All time spent...
Notification and Measure of Disciplinary Action a) In the event disciplinary action is taken against an employee, other than the issuance of an oral warning, the Employer shall promptly furnish the employee and the Union in writing with a clear and concise statement of the reasons therefore. The measure of discipline and the statement of reasons may be modified, especially in cases involving suspension pending discharge, after the investigation of the total facts and circumstances. But once the measure of discipline is determined and imposed, the employer shall not increase it for the particular act of misconduct which arose from the same facts and circumstances.
b) An employee shall be entitled to the presence of a grievance representative at an investigatory interview if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her.
c) Nothing in this section shall prevent the Employer from relieving employees from duty in accordance with its practice. The employee shall not lose any wages because of such suspension.
Notification and Measure of Disciplinary Action. In the event disciplinary action is taken against an Employee, the Employer shall promptly hand deliver the Employee a written statement indicating the nature of the disciplinary actions and the grounds therefore.
Notification and Measure of Disciplinary Action. In the event disciplinary action of five (5) days or less is taken against an employee, the Department shall promptly furnish the employee a statement in writing of the reasons therefore. The measure of discipline and the statement of reasons may be modified but not increased by the Village as a result of any grievance meetings. The previous sentence shall not preclude the Chief from initiating additional charges if new facts become known to him, nor shall it affect the authority of the Fire and Police Commission under the Municipal Code.
Notification and Measure of Disciplinary Action. In the event disciplinary action is taken against a bargaining unit member, other than the issuance of an oral warning, the University shall furnish the bargaining unit member and the Union with a written statement of the reasons therefor. The bargaining unit member shall be informed of his/her rights to Union representation. The measure of discipline and the statement of reasons may be modified, especially in cases involving the initiation of discharge proceedings, after the investigation of the total facts and circumstances. But once the measure of discipline is determined and imposed, the University shall not increase it for the particular act of misconduct which arose from the same facts and circumstances. A bargaining unit member shall be entitled to have a Union representative present at an investigatory interview if he/she requests one and if the bargaining unit member has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. The bargaining unit member shall be notified at such time as the investigation has been concluded.
Notification and Measure of Disciplinary Action. 1. In the event disciplinary action is taken against a full-time employee, other than the issuance of an oral warning or written reprimand, the College shall promptly furnish the full-time employee and the Union in writing with a clear and concise statement of the reasons. Once the measure of discipline is determined and imposed, the Board of Trustees shall not increase it.
2. A full-time employee is entitled to the presence of a union representative at an investigatory interview if he/she requests one and if the full-time employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her.
3. Investigatory interview cannot be canceled at the discretion of the administration without prior notice given to the Union.
Notification and Measure of Disciplinary Action. (a) In the event disciplinary action is taken against an employee, the Employer shall promptly furnish the employee in writing with a clear and concise statement of the reasons thereof.
(b) An employee shall be entitled to the presence of a Council representative at any interview during the investigation if he or she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him or her.
(c) Xxxxxx and written reprimands shall not be considered in imposing a disciplinary penalty for a current offense where more than eighteen (18) months have elapsed from the reprimand.
Notification and Measure of Disciplinary Action a. In the event disciplinary action is taken against an employee, the employer shall promptly furnish the employee and the Union in writing with a clear and concise statement of the reason therefor.
b. An employee shall be entitled to the presence of a grievance representative at an investigatory interview, or any other such meeting, if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. Such Union representative may be present during an investigatory interview for the purpose of clarifying and rebutting issues and otherwise protecting an employee's rights under the Collective Bargaining Agreement.
Notification and Measure of Disciplinary Action. (a) In the event disciplinary action is taken against an Employee, other than the issuance of an oral warning; the Employer shall furnish the Employee and the Union within forty-eight (48) hours of imposing the discipline, with a clear and concise statement of the reasons thereof in writing. The measure of discipline and the statement of reasons may be modified, especially in cases involving suspension pending discharge, after the investigation of the total facts and circumstances. But once the measure of discipline is determined and imposed, the Employer shall not increase it for the particular act of misconduct, which arose from the same facts and circumstances.
(b) An Employee shall be entitled to the presence of a Union representative at an investigatory interview if the Employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her.
Notification and Measure of Disciplinary Action. A. In the event disciplinary action is taken against an employee, other than the issuance of an oral warning, the Employer shall promptly furnish the employee and the Association in writing with a clear and concise statement of the reasons therefore. The measure of discipline and the statement of reasons may be modified, especially in cases involving suspension pending discharge, after the investigation of the total facts and circumstances. But once the measure of discipline is determined and imposed, the Employer shall not increase it for the particular act of misconduct which arose from the same facts and circumstances.
B. Nothing in this Section shall preclude the Employer from relieving employees from duty with pay in accordance with its practice.
