Pre Disciplinary Procedure. If the Employer intends to impose discipline that involves a loss of pay or termination of employment, the following pre-disciplinary procedure shall apply: Notice of Intent to Discipline The Employer shall inform the employee and PSE of the proposed discipline in writing. The written notice shall describe the event or conduct with sufficient particularity to permit the employee to understand the reason for the proposed discipline and to respond to any charges. The notice will also inform the employee of the right to PSE representation at a Pre-Disciplinary Meeting. The written notice will be furnished directly to the employee during employee's working hours or, if this is not possible, sent by certified mail to the employee's last known address. Request for Information Upon request, an employee or PSE will be provided with copies of any documents or witness statements upon which the Employer is relying for the proposed disciplinary action. No disciplinary action will be implemented based solely on anonymous charges or complaints.
Pre Disciplinary Procedure. A. An employee who will be investigated for possible misconduct by the Labor Relations Unit shall be notified by management within fifteen (15) working days of the start of the formal disciplinary investigation by the Labor Relations Unit. Management shall make every effort to complete the investigation within sixty (60) working days. If the investigation will take longer to complete, management shall update the employee and the Society every thirty (30) calendar days until the investigation is completed. The time limits identified in this section are not grievable.
B. Following the completion of the employer’s formal disciplinary investigation where formal discipline (demotion, suspension, or termination) is being recommended, the appropriate authority shall prepare a written Notice of Recommended Disciplinary Action to be served on the employee in person or by registered mail. A copy will be sent to the Society and Labor Relations Unit. No written Notice of Recommended Disciplinary Action shall be required for informal discipline (counseling, oral and written reprimands).
C. For matters of formal discipline (demotion, suspension, or termination), the appropriate level of authority for preparing such recommended discipline shall be the Appointing Authority or designee in consultation with the Labor Relations Unit. For all informal disciplinary matters (counseling, oral and written reprimands), the appropriate level of authority for preparing such recommended discipline shall be the applicable manager in consultation with the Labor Relations Unit.
D. The written Notice of Recommended Disciplinary Action shall state the specific grounds and facts upon which the action is based and will be provided to the employee, Society, and the Labor Relations Unit.
E. Copies of any known materials, reports, or other documents upon which the intended action is based shall be served with the written Notice of Recommended Disciplinary Action and copies shall be provided to the employee, Society, and the Labor Relations Unit.
F. Employee shall be accorded the right to respond in writing to the written Notice of Recommended Disciplinary Action, and any such written response shall be served by employee within fifteen (15) working days from the District’s service of the Written Notice of Recommended Disciplinary Action. A copy of any such written response will be provided to the Society.
G. For matters of formal discipline (suspension, demotion, termination), within fifteen
Pre Disciplinary Procedure. If the Employer intends to impose discipline that involves a loss of pay or termination of employment, the following pre-disciplinary procedure shall apply:
Pre Disciplinary Procedure. 6.5.1. If a regular employee is to be suspended for forty hours or more, demoted, or discharged, they shall:
A. Receive written notice of the intended action at least 14 days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the action is based;
B. Receive copies of any known materials, reports or other documents upon which the intended action is based;
C. Be accorded the right to respond in writing within a reasonable period of time to the intended charges;
D. Be accorded the right to meet within a reasonable period of time with the Human Resources Group Manager or designee who has the authority to recommend modification or elimination of the intended disciplinary action; and
E. Be given the written decision of the Human Resources Group Manager or designee prior to the effective date of the disciplinary action.
Pre Disciplinary Procedure. Prior to imposing disciplinary actions, the following pre- disciplinary procedure shall apply:
Pre Disciplinary Procedure. If the University intends to impose discipline that involves a loss of pay or termination of employment, the following pre-disciplinary procedure shall apply:
Pre Disciplinary Procedure. The following is the procedure which shall be used by the City prior to any disciplinary action more serious than a written reprimand being taken against a Member:
A. The Chief shall have the right to relieve a Member without pay for the remainder of the particular shift when the Member is unfit for duty or insubordinate during that tour of duty, provided that if the charges are ultimately determined to be unfounded, the Member will be reimbursed for such shift.
B. The Chief shall have the exclusive right to recommend to the Director of Public Safety (“Director”) that a Member be subject to suspension, demotion, or removal. The Chief shall also have the exclusive right to offer that the Member forfeit accrued leave in lieu of suspension. The Chief shall certify the Chief’s recommendation in writing, together with the charges to both the Member and the Director.
C. Within seven (7) calendar days after receiving notification of the recommendation and charges, the Member shall notify the Chief as to whether the Member:
(1) accepts the Chief’s recommendation, in which case the recommendation shall be implemented immediately; or
(2) rejects the Chief’s recommendation and chooses to appeal the recommendation to the Director.
D. If the matter is appealed to the Director, the following procedures shall apply to the conduct of a departmental hearing by the Director:
(1) Any pertinent evidentiary documents which support the charges and notice of any witnesses to be called or whose testimony will be used to support the charges shall be provided to the Member or the Member’s Lodge Representative or Lodge Attorney at least seven (7) calendar days prior to the hearing on such charges.
(2) Within seven (7) calendar days from the Member’s appeal to the Director, the Director shall schedule a departmental hearing. The Member may be placed upon administrative leave with pay by the Chief pending the outcome of the departmental hearing.
Pre Disciplinary Procedure. The following disciplinary actions imposed on regular, non-probationary employees:
Pre Disciplinary Procedure. If the University intends to impose discipline, the following procedures will apply:
Pre Disciplinary Procedure. If an employee is to be suspended without pay, receive a reduction in pay, transferred for purposes of discipline, demoted, or discharged, the employee shall:
A. Receive written notice of the intended action at least ten (10) calendar days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the intended action is based.
B. Receive copies of any known materials, reports, transcripts, statements, or other documents upon which the intended action is based.
C. Be accorded the right to respond to the intended charges in writing or in person with the Chief of Police or designee within a reasonable period of time, not to exceed ten (10) calendar days unless the Chief of Police or designee authorizes a longer time.
