Pre-Disciplinary Meetings. Prior to imposing discipline, except oral or written reprimands, the Employer will offer the opportunity to schedule a pre-disciplinary meeting with the employee. Five (5) days prior to the pre-disciplinary meeting, the Employer will inform the employee and the Union of the reasons for the contemplated discipline and an explanation of the evidence and copies of written documents relied upon to take the action. Employees may request a shorter timeframe for the pre-disciplinary meeting. The employee will be provided an opportunity to respond in writing or in person.
Pre-Disciplinary Meetings. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee and the Union of the reasons for the contemplated discipline and an explanation of the evidence and copies of written documents relied upon to take the action. The employee will be provided an opportunity to respond in writing or in person.
Pre-Disciplinary Meetings. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee and the Union staff representative in writing of the reasons for the contemplated discipline, an explanation of the evidence, copies of written documents relied upon to take the action and the opportunity to view other evidence, if any. This information will be sent to the Union on the same day it is provided to the employee. The employee will be provided an opportunity to respond either at a meeting scheduled by the Employer, or in writing if the employee prefers. A pre-disciplinary meeting with the Employer will be considered time worked. Excluding oral and written reprimands, the Union will be provided copies of disciplinary actions.
Pre-Disciplinary Meetings. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee and the Association of the reasons for the contemplated discipline, an explanation of the evidence and copies of written documents relied upon to take the action. The employee will be provided an opportunity to respond in writing or in person. In the event the Agency elects to utilize a criminal investigation as the basis for its administrative action, the Agency will attach full copy of the criminal investigation to the pre-disciplinary letter issued to the employee. Thereafter, the Agency will inform the Association that it has adopted the findings in the criminal investigation and any decision by the Agency relative to conducting a separate administrative investigation.
Pre-Disciplinary Meetings. Prior to imposing discipline, except verbal warnings or written reprimands , the College will provide the employee and the Union staff representative the following in writing: the reasons for the contemplated discipline, an explanation of the evidence, a copy of the investigation, and any other written documents relied upon to take the action. The information will be sent to the Union staff representative on the same day it is provided to the employee. The employee and the Union representative will be given a reasonable amount of time to review the information provided. The employee will be provided an opportunity to respond to the information either at a meeting scheduled by the College or in writing if the employee prefers. A pre-disciplinary meeting with the College will be considered time worked.
Pre-Disciplinary Meetings. X. Xxxxx to imposing discipline, the Employer will inform the employee and the Union staff representative (if requested by the employee) in writing (“Letter of Intent”) of the reasons for the contemplated discipline. The Letter of Intent will outline the proposed discipline, explain the evidenced, include copies of written documentation relied upon to take the disciplinary action, and allow for the opportunity to review other evidence, if any. The Letter of Intent will be provided to the employee at least seven (7) days before the pre-disciplinary meeting. The information will be sent to the Union on the same day it is provided to the employee if requested by the employee. The employee will be provided an opportunity to respond either at a meeting scheduled for a mutually agreed upon time, or in writing if the employee prefers. A pre-disciplinary meeting with the Employer will be considered time worked.
B. The Employee will be provided copies of all disciplinary action taken. The Union will be provided copies of all disciplinary action taken if requested by the employee.
C. The employee will not receive more than one form of disciplinary action as a result of a finding that misconduct has occurred.
D. The Employer will provide reasons for the disciplinary action taken at the time the action is taken or prior to, when possible. When circumstances warrant, the Employer may discipline an employee and then provide the reasons following the discipline.
Pre-Disciplinary Meetings. In the event that an employee is to be given disciplinary action for behavior or conduct which warrants time-off suspension, demotion, removal, or other discipline resulting in loss of pay, a pre-disciplinary personal conference between the employee and the Chief of Police (or designee), shall be arranged. The employee shall be given at least forty- eight (48) hours advanced notice of the hearing date and time unless the parties agree to a lesser time frame to have a hearing. Regarding the pre-disciplinary hearing an employee may elect to do any of the following:
A. Appear at the hearing and present an oral or written statement;
B. Appear at the hearing and have a representative present an oral or written statement;
C. Have a representative appear at the hearing and present an oral or written statement in place of an employee, who is physically unable to appear for the hearing; or
D. Elect to waive, in writing, the opportunity to have a pre-disciplinary hearing. The employee may have a FOP/OLC official present at the pre-disciplinary conference. The employee shall be responsible to notify the FOP/OLC official. When the nature of the offense is such that immediate disciplinary action is required, the City may, at its discretion, place an employee on paid administrative leave until a determination regarding discipline is made. Any suspension shall be for a specific number of days on which the employee would be regularly scheduled to work. Holidays occurring during a period of suspension shall be counted as workdays for the purpose of suspension.
Pre-Disciplinary Meetings. For discipline other than a verbal warning, the employee must be given the opportunity for a pre-disciplinary meeting. The employee and Union representative shall be given the opportunity to rebut or clarify the reasons for such contemplated discipline. Reasonable extensions of time for rebuttal purposes will be allowed when warranted. If further investigation shall be deemed necessary by the Employer, the meeting shall be reconvened at a later time.
Pre-Disciplinary Meetings. Upon completion of an investigation and no less than forty-eight (48) hours prior to a pre-disciplinary meeting with the Chief (or designee), a member will receive a written statement of charges. At the pre-disciplinary meeting, the charged bargaining unit member and/ or the member's representative will be allowed to present a defense/response. Pre-disciplinary meetings will be conducted by the Chief (or designee) or a representative selected by the Employer. The employee may choose to:
A. Appear at the meeting to present oral or written statements in his/her defense;
B. Appear at the meeting and have one (1) chosen representative present oral or written statements in defense of the employee; or
C. Elect in writing to waive the opportunity to have a pre-disciplinary meeting. Failure to elect and pursue one of these three options will be deemed a waiver of the employee's rights to pre-disciplinary meetings. At the pre-disciplinary meeting, the Employer representative will ask the employee or his/her representative to respond to the allegations of misconduct which were outlined to the employee. At the meeting, the employee may present any testimony, witnesses, or documents which explain whether or not the alleged misconduct occurred. The employee shall provide a list of witnesses and the name and occupation of his/her representative, if any, to the Employer as far in advance as possible, but no later than twenty-four (24) hours prior to the pre-disciplinary meeting. It is the employee's responsibility to notify witnesses that he/she desires their attendance at the meeting. The Employer shall provide a list of witnesses who will appear at the meeting as far in advance as possible, but no later than twenty-four (24) hours prior to the pre-disciplinary meeting. A written report will be prepared by the Employer representative. A copy of the representative's report will be provided to the employee, and the Union representative within five (5) calendar days following its preparation but not more than forty-five (45) calendar days from the conclusion of the pre-disciplinary meeting. The Employer will decide what discipline, if any, is appropriate.
Pre-Disciplinary Meetings. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee and the Union staff representative in writing of the reasons for the contemplated discipline, an explanation of the evidence, copies of written documents relied upon to take the action and the opportunity to view other evidence, if any. This information will be sent to the Union on the same day it is provided to the employee. The employee will be provided an opportunity to respond either at a meeting scheduled by the Employer, or in writing if the employee prefers. A pre-disciplinary meeting with the Employer will be considered time worked. Excluding oral and written reprimands, the Union will be provided copies of disciplinary actions.
27.8 The Employer will provide an employee with fifteen (15) calendar days’ written notice prior to the effective date of a reduction in pay.
27.9 The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 29, Grievance Procedure. Oral reprimands, however, may be processed only through the agency head step of the grievance procedure.
