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.
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 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.
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.
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.
Notification and Measure of Disciplinary Action. An employee shall be entitled to the presence of a Union representative at an investigatory interview conducted by the employer 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. Any witness to an incident resulting in an investigatory interview shall also be entitled to union representation. Following such an investigation the employee shall be notified that the investigation is complete. If an investigation of alleged employee misconduct does not lead to discipline, the investigation shall be closed and further will not become part of the employee’s permanent file nor be used to adversely affect the employee’s contractual rights. For purposes of this section an investigation is defined as a serious breach of law, Supreme Court Rules/Regulations, Department or County Code of Ethics/Policies, etc. An investigation does not refer to the daily activity relative to the conduct of policy and procedure between management and staff. Nothing in this section shall prevent the employer from interviewing an employee for the purpose of instructing, redirecting or reminding an employee of his/her duties or responsibilities and no disciplinary action is to be taken. Subsequent release from duty and pay practices during such release shall continue in accord with present practice.
Notification and Measure of Disciplinary Action. 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 therefor. The measure of discipline and the statement of the 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 known to the Employer at the time of imposition of discipline.
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 therefor. 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 make a reasonable effort to notify an employee of his/her suspension prior to its effective date.
