Pre-Discipline. An employee has the right to a meeting prior to the imposition of a suspension, a fine, leave, reduction, working suspension or termination. The employee may waive this meeting, which shall be scheduled no earlier than three (3) days following the notification to the employee. An employee who is charged, or his/her representative, may make a written request for one (1) continuance of up to 48 hours. Such continuance shall not be unreasonably denied. A continuance may be longer than 48 hours if mutually agreed to by the parties but in no case longer than sixty (60) days. In the event an employee refuses or fails to attend a pre-disciplinary meeting, the xxxxxxx and/or representative shall represent in the matter at hand. Where the affected employee is on disability, or applying for disability, and is unable or unwilling to attend the meeting, he/she shall be offered the right to participate by telephone. The call shall be initiated via speakerphone in the presence of the xxxxxxx and Employer representative or designee. Failure of the employee to respond to the offer or phone call shall result in the meeting proceeding without his/her presence. Any action resulting from said meeting shall not be challengeable on the basis of the employee’s absence or lack of participation. Prior to the meeting, the employee and his/her representative shall be informed in writing of the reasons for the contemplated discipline and the possible form of discipline. When the pre- disciplinary notice is sent, the Employer will provide a list of witnesses to the event or act known of at that time and documents known of at that time used to support the possible disciplinary action. If the Employer becomes aware of additional witnesses or documents that will be relied upon in imposing discipline, they shall also be provided to the Union and the employee prior to the meeting. In the event the Employer provides documents on the date of the meeting, the Union may request a continuance not to exceed three (3) days. Such request shall not be unreasonably denied. The Employer representative or designee recommending discipline shall be present at the meeting unless inappropriate or if he/she is legitimately unable to attend. The Appointing Authority's designee shall conduct the meeting. The Union and/or the employee shall be given the opportunity to ask questions, comment, refute or rebut. At the discretion of the Employer, in cases where a criminal investigation may occur, the pre-discipli...

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Pre-Discipline. An employee shall be entitled to the presence of a union xxxxxxx at an investigatory interview upon request and if he/she has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. An employee has the right to a meeting prior to the imposition of a suspension, a fine, leave, reduction, working suspension or termination. The employee may waive this meeting, which shall be scheduled no earlier than three (3) days following the notification to the employee. Absent any extenuating circumstances, failure to appear at the meeting will result in a waiver of the right to a meeting. An employee who is charged, or his/her representative, may make a written request for a continuance of up to 48 hours. Such continuance shall not be unreasonably denied. A continuance may be longer than 48 hours if mutually agreed to by the parties. Prior to the meeting, the employee and his/her representative shall be informed in writing of the reasons for the contemplated discipline and the possible form of discipline. When the pre-disciplinary notice is sent, the Employer will provide a list of witnesses to the event or act known of at that time and documents known of at that time used to support the possible disciplinary action. If the Employer becomes aware of additional witnesses or documents that will be relied upon in imposing discipline, they shall also be provided to the Union and the employee. The Employer representative recommending discipline shall be present at the meeting unless inappropriate or if he/she is legitimately unable to attend. The Appointing Authority's designee shall conduct the meeting. The Union and/or the employee shall be given the opportunity to ask questions, comment, refute or rebut. At the discretion of the Employer, in cases where a criminal investigation may occur, the pre-discipline meeting may be delayed until after disposition of the criminal charges.

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Pre-Discipline. An employee shall be entitled to the presence of a union xxxxxxx at an investigatory interview if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. The right to have a meeting prior to the imposition of a suspension or termination shall be afforded. Such a meeting shall be scheduled no earlier than three (3) days following the notification to the employee. Prior to the meeting, the employee and his/her representative shall be informed in writing of the reasons for the contemplated discipline and the possible form of discipline. When the pre-disciplinary notice is sent, the Union and the employee will be provided a list of witnesses to the event or act known of at the time and documents known of at that time used to support the possible disciplinary action. If the Employer becomes aware of more witnesses or more documents that are relied upon in imposing discipline, they shall be provided to the Union and the employee. The Employer representative recommending discipline shall be present at the meeting unless inappropriate or if he/she is legitimately unable to attend. The Employer’s designee shall conduct the meeting. The Union and/or the employee shall be given the opportunity to comment, ask questions, refute, or rebut if they choose. At the discretion of the Employer, in cases where a criminal investigation may occur, the pre- disciplinary meeting may be delayed until after disposition of the criminal charges.

Pre-Discipline. Prior to the imposition of a suspension or fine of more than three (3) days, or a termination, the employee shall be afforded an opportunity to be confronted with the charges against him/her and to offer his/her side of the story. This opportunity shall be offered in accordance with the “Xxxxxxxxxx Decision” or any subsequent court decisions that shall impact pre-discipline due process requirements. This opportunity shall be scheduled no earlier than three (3) calendar days following notification to the employee and, if the Employer will present documents at the pre- disciplinary meeting, the documents will be presented to the employee at the time of notification or no later than three (3) calendar days before the pre-disciplinary meeting. An employee who is charged, or his/her representative, may make a written request for one (1) continuance of up to twenty-four (24) hours if the three (3) calendar days includes a Saturday and Sunday and such continuance shall be granted. In the event an employee refuses or fails to attend a pre-disciplinary meeting, a delegate and/or organizer shall represent in the matter at hand. Where the affected employee is on disability, or applying for disability, and is unable or unwilling to attend the meeting, he/she shall be offered the right to participate by telephone. The call shall be initiated via speakerphone in the presence of the delegate and Employer representative or designee. Failure of the employee to respond to the offer or phone call shall result in the meeting proceeding without his/her presence. Any action resulting from said meeting shall not be challengeable on the basis of the employee’s absence or lack of participation.

Pre-Discipline. Reprimands 10.1 An employee may receive from the administration an oral and/or written reprimand. Reprimands shall be provided in a timely and confidential manner. 10.2 An employee may request a conference with the administrator who issued the reprimand to discuss the reprimand. Such a request shall not be unreasonably denied. The employee may be represented at such a conference by another employee or a Union Representative. 10.3 A written reprimand shall be placed in the official personnel file of the affected employee. The employee shall have the opportunity to sign said reprimand indicating he/she has read the document. 10.4 An employee shall have the right to attach a rebuttal statement to a written reprimand in his/her official personnel file. 10.5 Upon the employee's request and three (3) years from its effective date, a reprimand in the personnel file shall be permanently removed. If a notice of disciplinary action has been served on the employee and such a reprimand is related to the disciplinary action, this provision shall not be implemented. 10.6 Reprimands shall not be subject to Article 8, Grievance Procedure, unless the grievant alleges the terms of this Article have been violated, misinterpreted or misapplied. 10.7 The President may temporarily suspend with pay an employee for reasons related to (a) the safety of persons or property or (b) the prevention of the disruption of programs and/or operations. 10.8 The President shall notify the employee of the immediate effect of a temporary suspension. The exclusive representative (UAPD) shall be provided with a copy of said notice. 10.9 The President may terminate or extend a temporary suspension and shall so notify the employee. 10.10 Unless earlier terminated by the President, a temporary suspension including any extension of a temporary suspension shall automatically terminate upon the service of formal notice of disciplinary action or thirty

Pre-Discipline. Added requirement that pre-disciplinary packets be delivered at least 3 days prior to the hearing and advance notice of at least 3 days before the pre-d hearing

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