Pre-Discipline Meeting. If the College believes discharge is a possible outcome to an investigation of misconduct, it will provide a “notice of intent to discipline” letter to the employee, union, human resources, and the supervisor that provides:
Pre-Discipline Meeting. Any proposed disciplinary action shall be brought to the attention of the Superintendent. The Superintendent shall investigate the matter and shall hold an informal meeting with the employee or, if requested by the employee, with the employee and a representative within ten (10) work days after the matter has been brought to the Superintendent’s attention.
Pre-Discipline Meeting. Whenever the Sheriff determines that an employee’s misconduct may result in a suspension, reduction, or termination of employment, a meeting will be held to give the employee an opportunity to provide an explanation of the alleged conduct. The employee will be notified at least forty-eight (48) hours prior to the meeting of the charges that are pending. The employee may elect to waive this meeting by providing a written notice to the Sheriff.
Pre-Discipline Meeting. (a) When the Employer is considering disciplining an Employee, the Employer will meet with the Employee and a Union Representative. Prior to the meeting, the Employer will notify the President of the Local Union, or in her absence the Unit Chairperson, of the nature of the alleged offence.
Pre-Discipline Meeting. Prior to the final decision regarding whether discipline is appropriate, and, if so, the appropriate level of discipline, the employee shall be afforded an opportunity to discuss the matter and present the employee’s response to the issues involved and to the possible level of discipline to be imposed. The employee shall be afforded the opportunity to rebut or clarify the charges during the meeting. Furthermore, upon request of the employee, a representative of the Union (Xxxxxxx) shall be allowed to be present and participate in such discussions. If the employee does not request Union representation, a Union representative shall nevertheless be notified and shall be afforded the opportunity to be present. After meeting with the employee to discuss the employee’s response to the alleged misconduct and appropriateness of discipline, the Employer may investigate the issues further, or determine the appropriate discipline to be imposed, if any. Once the decision is made the Employer shall meet with the employee, and a Union representative if requested by the employee to discuss and impose the discipline. The discipline meeting shall be conducted without loss of pay for the employee and one Union representative. Nothing in this Section shall prevent the Employer from relieving employees from duty while investigating an allegation. The employee shall not lose any wages because of such release.
Pre-Discipline Meeting. Before an employee is disciplined, the Employer shall convene a pre-disciplinary meeting, and the employee shall be notified in writing at least 48 hours prior to such meeting. The employee shall be entitled to a Union representative at such meeting.
Pre-Discipline Meeting. Before discipline is imposed, the Village shall convene a pre-discipline meeting between the officer and the Director or his designee, to discuss the basis for the imposition of discipline. The officer shall be given an opportunity to provide any information the officer believes should be considered prior to the imposition of discipline. The officer may also have Labor Council representation at such meeting. At the meeting or no later than with the implementation of discipline, the officer will be provided with information concerning the process of appealing the discipline.
