Common use of Pre-Disciplinary Procedures Clause in Contracts

Pre-Disciplinary Procedures. 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) days. If the investigation will take longer to complete, management shall update the employee and the Union every thirty (30) 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 Union 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, Union, 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 to the employee, and copies shall be provided to the Union 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 Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen

Pre-Disciplinary Procedures. A. An employee who will be investigated for possible misconduct by the Labor Relations Unit shall management will be notified by management within fifteen (15) working days of the start of the formal disciplinary disci‐ plinary investigation by the Labor Relations UnitDistrict. Management shall will make every effort to complete the investigation within sixty (60) days. If the investigation will take longer to complete, management shall man‐ agement will update the employee and the Union every thirty (30) days until the investigation investi‐ gation 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 for‐ mal discipline (demotion, suspension or termination) is being recommended, the appropriate appro‐ priate authority shall will 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 Union and Labor Relations UnitUnion. No Written Notice of Recommended Disciplinary action shall will be required for informal discipline dis‐ cipline (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 will be the Appointing Authority or designee in consultation with the Labor Relations UnitGeneral Man‐ ager. 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 Unitmanager. D. The Written Notice of Recommended Disciplinary action shall will state the specific grounds and facts upon which the action is based and will be provided to the employee, Union, and the Labor Relations UnitUnion. E. Copies of any known materials, reports, or other documents upon which the intended action is based shall will be served with the Written Notice of Recommended Disciplinary action ac‐ tion to the employee, and copies shall will be provided to the Union and the Labor Relations UnitUnion. F. Employee shall will be accorded the right to respond in writing to the Written Notice of Recommended Rec‐ ommended Disciplinary action, and any such written response shall be served by employee em‐ ployee 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 pro‐ vided to the Union should they not originate from the Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen

Pre-Disciplinary Procedures. 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) days. If the investigation will take longer to complete, management shall update the employee and the Union every thirty (30) 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 Union and Labor Relations Unit. No Written Notice of Recommended Disciplinary action shall be required for informal discipline (counseling, oral and written reprimands, and 30/60/90 performance process). 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, and 30/60/90 performance process), 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, Union, 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 to the employee, and copies shall be provided to the Union 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 Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen

Pre-Disciplinary Procedures. 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) days. If the investigation will take longer to complete, management shall update the employee and the Union every thirty (30) 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 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 Union 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, Union, 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 to the employee, and copies shall be provided to the Union 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 Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen