Common use of Pre Disciplinary Procedure Clause in Contracts

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. 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 PMA 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 investigation, where formal discipline (demotion, suspension, suspension or termination) is being recommended, the appropriate authority shall prepare a written 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 PMA and Labor Relations Unit. No written 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 Unclassified 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 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, PMA 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 Written Notice of Recommended Disciplinary Action to the employee, and copies shall be provided to the employee, Society, PMA and the Labor Relations Unit. F. Employee shall be accorded the right to respond in writing to the written Written Notice of Recommended Disciplinary Action, and any such written response shall be served by the 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 SocietyPMA. G. For matters of formal discipline (suspension, demotion, termination), within fifteen