Predisciplinary Process. Before imposing a reduction in pay, demotion, suspension or removal, the Director or his designee shall hold a conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to challenge the reason for the intended action or otherwise to explain his/her behavior. The employee has the right to be accompanied at the conference by one representative of the employee's own choosing. The conference will be scheduled as promptly as possible by the Director or his designee. The Director or his designee may impose reasonable rules on the length of the conference. If it is determined that the employee's continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, the Employer may suspend the employee without pay for up to three days following a preliminary due process hearing and while pending the conference provided for in this Section to determine final disciplinary action. If in such a situation, the Director determines at the conference that no discipline of the employee is appropriate, the employee shall receive back-pay and benefits for the period of suspension without pay.
Predisciplinary Process. Whenever the Employer determines that an employee may 28 receive disciplinary actions which may lead to a suspension or greater, the Employer shall notify the 29 employee in writing of the charges against the employee, the nature of the discipline being 30 contemplated no less than 48 hours prior to the disciplinary meeting unless an emergency exists.
Predisciplinary Process. Whenever the Employer determines that an employee may be subject to disciplinary action, which could result in loss of pay and/or loss of position, a predisciplinary conference will be scheduled to afford the employee an opportunity to offer an explanation regarding the alleged offense. A notice of the predisciplinary conference shall be provided to the employee and Xxxxxxx at least two (2) work days in advance, along with any available documentation or exhibits that may be referenced or used in the predisciplinary conference. Such documentation or exhibits shall be submitted upon written request of the employee and/or xxxxxxx. The employee shall have the right to have a Union representative and Staff Representative present at the conference if the employee so desires. An employee shall also have the right to Union representation during investigatory interviews where the employee reasonably believes disciplinary action may result. The employee may notify the Union of the interview or meeting.
ARTICLE 8 GRIEVANCEPROCEDURE
Predisciplinary Process. Before an employee is suspended, or discharged from employment, the employee shall have the right to have a fair hearing with the Employer or their designee for the purpose of receiving from the Employer the reason for the proposed suspension, or discharge, and to explain to the Employer their version of the facts giving rise to the proposed discipline. The employee may request to have their Union representative in attendance at such hearing.
Predisciplinary Process. Before any employee is suspended or discharged from employment, the employee shall have the right to have a fair hearing with the Employer or his designee for the purpose of receiving from the Employer the reason for the proposed suspension, or discharge and to explain to the Employer his version of the facts giving rise to the proposed discipline. The employee may request to have his Union representative in attendance at such hearing. Any employee who is charged with violating rules and/or regulations of the Sheriff's Office will be provided copies of all transcripts, records, written statements and tapes pertinent to the case. This information will be provided to the employee at least seventy two (72) hours prior to any pre-disciplinary hearing with management.
Predisciplinary Process. Section 1. The Parties agree that the University should have open and honest communication with bargaining unit employees regarding potential performance concerns as soon as such concerns are identified. The University will endeavor to raise issues promptly with the bargaining unit employee.
Section 2. The University is committed to providing an excellent educational environment and encouraging rigorous intellectual engagement with our students. To this end, the University takes seriously any behavior that detracts from this environment, including gratuitously insulting or humiliating students in public and failure to respond to reasonable student concerns. The determination of whether conduct violates this section will be based on a how a reasonable person would have felt or conducted themselves in similar circumstances.
Section 3. When the appropriate department Chair, Xxxx or academic officer has reasonable grounds to believe a problem exists with a unit member's performance, they can initiate a pre-disciplinary process concerning that unit member's performance. This process will involve a non-disciplinary meeting between the appropriate department Chair, Xxxx and/or academic officer and the unit employee where the potential performance issue will be discussed. The Union must be notified of any such meeting and the employee has a right to have a Union representative present at the meeting. If the University determines that remedial action should be taken by the unit employee, the Xxxx and the unit employee, and a Union representative if requested by the unit employee, will meet to formulate an action plan to remedy the issue(s). The action plan shall include demonstrable steps to be taken by the unit employee to remedy the issue(s) and a timeline for completion of any agreed-upon steps or actions. The action plan will be provided to the bargaining unit employee. Where the unit employee has failed to satisfy the requirements of the action plan, the University may proceed to disciplinary action against the unit employee pursuant to Article XIX. Under no circumstances will the parties' discussions or actions concerning the alleged violation that occurred pursuant to this process be referred to or admitted in support of the disciplinary charges. Notwithstanding the above, in the event that the pre-disciplinary process does not result in an agreed upon action plan, the University is not precluded from asserting that the pre-disciplinary meeting served as not...
