POTENTIAL FOR DISCIPLINARY ACTION. A requirement for participation in the STC program is completion of a minimum number of training hours for all new and current employees according to the schedule prescribed by the State Board of Corrections. Each employee will be required to complete, within the prescribed time period, training in the amount specified by that Board. Except for reasons beyond an employee's control, if the employee fails to complete the required hours of training within the specified time period, the employee will be subject to appropriate disciplinary action.
POTENTIAL FOR DISCIPLINARY ACTION. When the University determines that an employee has potentially violated laws, rules, regulations, or is guilty of other misconduct that may result in suspension, disciplinary demotion or termination of employment, a due process meeting shall be held by the Chief Human Resources Officer or designee to the extent required by law. If the employee does not attend the due process meeting without approval from the Chief Human Resources Officer or designee, disciplinary action including termination of employment may result. Postponement of the meeting requested by the Union shall not be unreasonably denied. No more than fourteen (14) days from the date of the due process meeting, the employee and the Chief Xxxxxxx shall be informed in accordance with the provisions of Article 9 Section 9 of the decision of the Chief Human Resources Officer or designee. All time limits in this Article may be waived by agreement of the University and the Union. In cases where an employee has not called or reported to work for three (3) or more days, the University shall send a certified letter to the employee’s last address reported to Human Resources with a deadline of seven (7) calendar days from the date of mailing to respond. If the employee responds by the stated deadline, a due process meeting may be held if the circumstances warrant it. However, if the employee does not respond by the stated deadline, a termination of employment will be processed without a due process meeting in accordance with Article 14 Section 2D.
POTENTIAL FOR DISCIPLINARY ACTION. When the University determines that an employee has potentially violated laws, rules, regulations, or is guilty of other misconduct that may result in suspension, disciplinary demotion or termination of employment, a due process meeting shall be held by the Chief Human Resources Officer or designee to the extent required by law. If the employee does not attend the due process meeting without approval from the Chief Human Resources Officer or designee, disciplinary action including termination of employment may result. Postponement of the meeting requested by the Union shall not be unreasonably denied. No more than fourteen (14) days from the date of the due process meeting, the employee and the Chief Xxxxxxx shall be informed in accordance with the provisions of Article 9 Section 9 of the decision of the Chief Human Resources Officer or designee. All time limits in this Article may be waived by agreement of the University and the Union.
POTENTIAL FOR DISCIPLINARY ACTION. When the University determines that an employee has potentially violated laws, rules, regulations, or is guilty of other misconduct that may result in suspension, disciplinary demotion or termination of employment, a due process meeting shall be held by the Chief Human Resources Officer or designee to the extent required by law. The employee shall be notified of the need for this meeting within fourteen (14) days from the date of event(s), or discovery by the University, whichever is later. The meeting will be held within fourteen (14) days of that notification. If the employee does not attend the due process meeting without approval from the Chief Human Resources Officer or designee, disciplinary action including termination of employment may result. Postponement of the meeting requested by the Union shall not be unreasonably denied. No more than fourteen (14) days from the date of the due process meeting, the employee and the Chief Xxxxxxx shall be informed in accordance with the provisions of Article 9 Section 9 of the decision of the Chief Human Resources Officer or designee. All time limits in this Article may be waived by agreement of the University and the Union. In cases where an employee has not called or reported to work for three (3) or more days, the University shall send a certified letter to the employee’s last address reported to Human Resources with a deadline of seven (7) calendar days from the date of mailing to respond. If the employee responds by the stated deadline, a due process meeting may be held if the circumstances warrant it. However, if the employee does not respond by the stated deadline, a termination of employment will be processed without a due process meeting in accordance with Article 14 Section 2D.
