Common use of Pre-Disciplinary Procedures Clause in Contracts

Pre-Disciplinary Procedures. Before imposing a demotion, suspension or discharge on an employee, the Employer shall hold a Xxxxxxxxxx due process conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to explain his/her behavior. If the Employer determines that the employee’s continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, and the conference is not held within seventy-two (72) hours after the Employer requests to schedule the conference, the Employer may then suspend the employee without pay pending the conference to determine final disciplinary action. If after the conference, the Employer determines suspension is not warranted, the employee will be reimbursed for any pay lost due to a pre-conference suspension.

Pre-Disciplinary Procedures. Before imposing a demotion, suspension or discharge on an bargaining unit employee, the Employer shall hold a Xxxxxxxxxx due process conference with the bargaining unit employee to give the bargaining unit employee an opportunity to learn the reasons for the intended disciplinary action and to explain his/her behavior. If the Employer determines that the bargaining unit employee’s continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, and the conference is not held within seventy-two (72) hours after the Employer requests to schedule the conference, the Employer may then suspend the bargaining unit employee without pay pending the conference to determine final disciplinary action. If after the conference, the Employer determines suspension is not warranted, the bargaining unit employee will be reimbursed for any pay lost due to a pre-conference suspension.

Pre-Disciplinary Procedures. Before imposing a demotion, suspension or discharge on an employee, the Employer shall hold a Xxxxxxxxxx due process conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to explain his/her behavior. If the Employer determines that the employee’s continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, and the conference is not held within seventy-two (72) hours after the Employer requests to schedule the conference, the Employer may then suspend the employee without pay pending the conference to determine final disciplinary action. If after the conference, the Employer determines suspension is not warranted, the employee will be reimbursed for any pay lost due to a pre-conference suspension.