Common use of Pre-Disciplinary Notice Clause in Contracts

Pre-Disciplinary Notice. An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the action being taken. The notice shall be served at least seven (7) calendar days prior to the effective day of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing nor the following calendar day shall be considered in the seven calendar days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, in cases of demotion, shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attached; the right to be represented and to respond verbally or in writing to the appointing authority or designated representative prior to the effective date of the action, and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When extraordinary circumstances exists that require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension subject to call not to exceed five (5) days. If required to provide for full investigation of the allegations made against an employee and it is necessary for the operation of the department, the five (5) day period for reassignment or paid leave may be extended with prior approval of the Director of Human Resources Nothing in this section or in Section 20.05 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union or Employee.

Pre-Disciplinary Notice. An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) working days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the effective date of the action being taken. ." The notice shall be served at least seven (7) calendar days prior to the effective day date of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing mailing, nor the following calendar day day, shall be considered in the seven calendar (7) days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, and in cases case of demotion, demotion shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attachedattached or available for review upon request during normal business hours; the right to be represented and to respond verbally or in writing to the appointing authority or designated representative prior to the effective date of the action, ; and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When the extraordinary circumstances exists exist that require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension subject to call not to exceed five (5) days. If it is required to provide for full investigation of the allegations made against an the employee and it is necessary for the operation of the department, the five (5) day period for reassignment or paid leave may be extended incrementally with prior approval of the Director of Human Resources Personnel. Nothing in this section or in Section 20.05 17.03 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union Association or Employeeemployee.

Pre-Disciplinary Notice. An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the action being taken. The notice shall be served at least seven (7) calendar days prior to the effective day of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing nor the following calendar day shall be considered in the seven five calendar days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, in cases of demotion, shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attached; the right to be represented and to respond verbally or in writing to the appointing authority or designated representative prior to the effective date of the action, and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When the extraordinary circumstances exists exist that require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension subject to call not to exceed five (5) days. If it is required to provide for full investigation of the allegations made against an the employee and it is necessary for the operation of the department, the five (5) day period for reassignment or paid leave may be extended incrementally with prior approval of the Director of Human Resources Resources. Nothing in this section or in Section 20.05 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union Association or Employee.

Pre-Disciplinary Notice. An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the action being taken. The notice shall be served at least seven (7) calendar days prior to the effective day of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing nor the following calendar day shall be considered in the seven five calendar days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, in cases of demotion, shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attached; the right to be represented and to respond verbally or in writing to the appointing authority or designated representative prior to the effective date of the action, and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When extraordinary circumstances exists that require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension subject to call not to exceed five (5) days. If required to provide for full investigation of the allegations made against an employee and it is necessary for the operation of the department, the five (5) day period for reassignment or paid leave may be extended with prior up to twenty (20) working days. Such leave may be extended by request of the Appointing Authority and approval of the Director of Human Resources Resources. A copy of all notices and written responses shall be forwarded to the Director of Human Resources. Nothing in this section or in Section 20.05 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union Association or Employee.

Pre-Disciplinary Notice. Personnel Rule 7.11 shall be amended to read: "An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) working days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the effective date of the action being taken. ." The notice shall be served at least seven (7) calendar days prior to the effective day date of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing mailing, nor the following calendar day day, shall be considered in the seven calendar (7) days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, and in cases case of demotion, demotion shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attachedattached or available for review upon request during normal business hours; the right to be represented and to respond verbally or in writing to the appointing authority or designated representative prior to the effective date of the action, ; and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When extraordinary circumstances exists that or require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension leave subject to call not to exceed during the five (5) daysday review period. If required to provide for full investigation of the allegations made against an employee and it is necessary for the operation of the departmentemployee, the five (5) day period for reassignment or paid leave may be extended with prior approval up to twenty (20) days. A copy of all notices and written responses shall be forwarded to the Director of Human Resources Resources. Nothing in this section or in Section 20.05 16.03 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union or EmployeeAssociation oremployee.

Pre-Disciplinary Notice. An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) working days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the effectivedate of the action being taken. ." The notice shall be served at least seven (7) calendar days prior to the effective day date of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing mailing, nor the following calendar day day, shall be considered in the seven calendar (7) days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, and in cases case of demotion, demotion shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attachedattached or available for review upon request during normal business hours; the right to be represented and to respond verbally or in writing to the appointing authority or authorityor designated representative prior to the effective date of the action, ; and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When the extraordinary circumstances exists exist that require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension subject to call not to exceed five (5) days. If it is required to provide for full investigation of the allegations made against an the employee and it is necessary for the operation of the department, the five (5) day period for reassignment or paid leave may be extended incrementally with prior approval of the Director of Human Resources Personnel. Nothing in this section or in Section 20.05 17.03 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union Association or Employeeemployee.

Pre-Disciplinary Notice. Personnel Rule 7.11 shall be amended to read: "An appointing authority or designee who proposes to take disciplinary action against a regular employee of a suspension without pay of five (5) working days or more severity, shall first serve the employee with notice of the proposed discipline including the right to respond to the appointing authority prior to the effective date of the action being taken. ." The notice shall be served at least seven (7) calendar days prior to the effective day date of the action and shall be served on the employee personally or by certified mail. If the employee is personally served, the date of service shall be considered to be the first day of notification. If the employee is served by certified mail, neither the day of the mailing mailing, nor the following calendar day day, shall be considered in the seven calendar (7) days for notification purposes. The notice shall clearly specify the action taken, the reason for the action including the particular facts and specific incident(s) involved and the effective date(s) of the action and, and in cases case of demotion, demotion shall contain a statement as to the wages and duties of the new position. The notice shall also advise the employee that a copy of the material upon which the action is taken or based is attachedattached or available for review upon request during normal business hours; the right to be represented and to respond verbally or in writing to the appointing authority or designated representative prior to the effective date of the action, ; and the right to appeal the action and the time within which the appeal may be made. An appointing authority or a designated representative taking disciplinary action against an employee may, when it is necessary for the operation of the department, or to conduct an investigation into the allegation, assign the employee to less critical duties during the five (5) day review period. When extraordinary circumstances exists that or require the immediate removal of the employee from the premises, an appointing authority or a designated representative may place the employee on paid suspension leave subject to call not to exceed five during thefive (5) daysday review period. If required to provide for full investigation of the allegations made against an employee and it is necessary for the operation of the departmentemployee, the five (5) day period for reassignment or paid leave may be extended with prior approval up to twenty (20) days. A copy of all notices and written responses shall be forwarded to the Director of Human Resources Resources. Nothing in this section or in Section 20.05 16.03 shall be deemed to preclude the taking and imposition of disciplinary action before the grievance procedure has been resorted to or exhausted by the Union Association or Employeeemployee.