Common use of PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE Clause in Contracts

PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE. 6.2.1 Prior to a classified employee’s oral or written reprimand, or suspension with pay, the employee’s supervisor shall consult with the Executive Director of Human Resources or Executive Director’s designee. 6.2.2 Prior to a classified employee’s suspension without pay, demotion or dismissal, the following steps shall be taken: 6.2.2.1 The employee shall be provided written notice of his or her conduct at issue, the disciplinary offenses and District policy violations implicated by such conduct, and the discipline being recommended for such conduct. 6.2.2.2 As soon as reasonably practicable after the employee has been provided the written notice described above, the Executive Director of Human Resources shall hold a meeting to consider the charges and recommendation in the notice, and other information that may be presented by the employee’s supervisor(s); and to give the employee an opportunity to present his or her side of the story, to present information regarding mitigating circumstances and/or to advocate for alternatives to the discipline being recommended. The employee’s input may be submitted orally and/or in writing. If input is submitted orally, the employee may request that the Association’s representative or some other person be in attendance. 6.2.2.3 The Executive Director of Human Resources shall consider the information provided at the meeting and, based on that information, shall issue a written determination within ten (10) business days regarding the disciplinary action to be taken, if any, and the rationale for that determination.

PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE. 6.2.1 Prior to a classified employee’s oral or written reprimand, or suspension with pay, the employee’s supervisor shall consult with the Executive Director of Human Resources or Executive Director’s designee. 6.2.2 Prior to a classified employee’s suspension without pay, demotion or dismissal, the following steps shall be taken: 6.2.2.1 The employee shall be provided written notice of his or her conduct at issue, the disciplinary offenses and District policy violations implicated by such conduct, and the discipline being recommended for such conduct. 6.2.2.2 As soon as reasonably practicable after the employee has been provided the written notice described above, the Executive Director of Human Resources shall hold a meeting to consider the charges and recommendation in the notice, and other information that may be presented by the employee’s supervisor(s); and to give the employee an opportunity to present his or her side of the story, to present information regarding mitigating circumstances and/or to advocate for alternatives to the discipline being recommended. The employee’s input may be submitted orally and/or in writing. If input is submitted orally, the employee may request that the Association’s representative or some other person be in attendance. 6.2.2.3 The Executive Director of Human Resources shall consider the information provided at the meeting and, based on that information, shall issue a written determination within ten (10) business days regarding the disciplinary action to be taken, if any, and the rationale for that determination.the

PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE. 6.2.1 Prior to a classified employee’s oral or written reprimand, or suspension with pay, the employee’s supervisor shall consult with the Executive Director of Chief Human Resources Officer or Executive Director’s designee. 6.2.2 Prior to a classified employee’s suspension without pay, demotion or dismissal, the following steps shall be taken: 6.2.2.1 The employee shall be provided written notice of his or her the conduct at issue, the disciplinary offenses and District policy violations implicated by such conduct, and the discipline being recommended for such conduct. 6.2.2.2 As soon as reasonably practicable after the employee has been provided the written notice described above, the Executive Director of Chief Human Resources Officer shall hold a meeting to consider the charges and recommendation in the notice, and other information that may be presented by the employee’s supervisor(s); and to give the employee an opportunity to present his or her their side of the story, to present information regarding mitigating circumstances and/or to advocate for alternatives to the discipline being recommended. The employee’s input may be submitted orally and/or in writing. If input is submitted orally, the employee may request that the Association’s representative or some other person be in attendance. 6.2.2.3 The Executive Director of Chief Human Resources Officer shall consider the information provided at the meeting and, based on that information, shall issue a written determination within ten (10) business days regarding the disciplinary action to be taken, if any, and the rationale for that determination.