Common use of Reprimands and Pre-Disciplinary Meetings Clause in Contracts

Reprimands and Pre-Disciplinary Meetings. ‌ (A) Written reprimands shall be served on the employee within 25 working days from the date the charging supervisor becomes aware, or should have been aware of the precipitating incident, unless it is the result of a pre-disciplinary meeting. CODE will be copied when a written reprimand is issued. Service of such notice to CODE by e-mail shall be to the CODE e-mail address: xxxxxxxxx@xxxxxxxxx.xxx. However if a department fails to do so it will not result in the discipline being dismissed. (B) Notice of pre-disciplinary meetings must be sent to an employee no later than 25 working days from the date upon which the supervisor or manager becomes aware, or should have been aware of the precipitating incident(s), except in more serious cases involving violations of Administrative Regulations 25 (Sexual Harassment), 49 (Workplace Violence), 55 (Offensive /Derogatory comments), or accidents (where damage is in excess of $10,000), severe personal injury or other serious misconduct requiring extensive investigation. The time frame for these more serious cases will be up to 85 working days. If, after the investigation above is completed, the City wishes to only issue a written reprimand to the employee, the City shall notify the employee and CODE of the completion of the investigation and must issue the written reprimand within 20 working days of the completion of the investigation. A copy of this notice must be forwarded to CODE by e-mail to the e-mail address: xxxxxxxxx@xxxxxxxxx.

Reprimands and Pre-Disciplinary Meetings. ‌ (A) Written reprimands shall be served on the employee within 25 working days from the date the charging supervisor becomes aware, or should have been aware of the precipitating incident, unless it is the result of a pre-disciplinary meeting. CODE will be copied when a written reprimand is issued. Service of such notice to CODE by e-mail shall be to the CODE e-mail address: xxxxxxxxx@xxxxxxxxx.xxx. However However, if a department fails to do so it will not result in the discipline being dismissedbeingdismissed. (B) Notice of pre-disciplinary meetings must be sent to an employee no later than 25 working days from the date upon which the supervisor or manager becomes aware, or should have been aware of the precipitating incident(s), except in more serious cases involving violations of Administrative Regulations 25 (Sexual Harassment), 49 (Workplace Violence), 55 (Offensive /Derogatory comments), or accidents (where damage is in excess of $10,000), severe personal injury or other serious misconduct requiring extensive investigation. The time frame for these more serious cases will be up to 85 working days. If, after the investigation above is completed, the City wishes to only issue a written reprimand to the employee, the City shall notify the employee and CODE of the completion of the investigation and must issue the written reprimand within 20 working days of the completion of the investigation. A copy of this notice must be forwarded to CODE by e-mail to the e-mail address: xxxxxxxxx@xxxxxxxxx.

Reprimands and Pre-Disciplinary Meetings. ‌ (A) Written reprimands shall be served on the employee within 25 working days from the date the charging supervisor becomes aware, or should have been aware of the precipitating incident, unless it is the result of a pre-disciplinary meeting. CODE will be copied when a written reprimand is issued. Service of such notice to CODE by e-mail shall be to the CODE e-mail address: xxxxxxxxx@xxxxxxxxx.xxx. However However, if a department fails to do so it will not result in the discipline being dismissedbeingdismissed. (B) Notice of pre-disciplinary meetings must be sent to an employee no later than 25 working days from the date upon which the supervisor or manager becomes aware, or should have been aware of the precipitating incident(s), except in more serious cases involving violations of Administrative Regulations 25 (Sexual Harassment), 49 (Workplace Violence), 55 (Offensive /Derogatory comments), or accidents (where damage is in excess of $10,000), severe personal injury or other serious misconduct requiring extensive investigation. The time frame for these more serious cases will be up to 85 working days. If, after the investigation above is completed, the City wishes to only issue a written reprimand to the employee, the City shall notify the employee and CODE of the completion of the investigation and must issue the written reprimand within 20 working days of the completion of the investigation. A copy of this notice must be forwarded to CODE by e-mail to the e-mail address: xxxxxxxxx@xxxxxxxxxxxxxxxxxx@xxxxxxxxx.xxx. In cases involving an investigation by a law enforcement agency, there will be no time limit for completion of the investigation. Notice of the pre-disciplinary meeting will be issued within 10 working days after the department becomes aware of the conclusion of the investigation. (C) CODE shall be notified of the time and location of the hearing on the disciplinary charges and shall have the right to attend said hearing for the purpose of representing the employee and/or to protect the integrity of this Agreement. (D) The pre-disciplinary meeting shall be held and the final disposition of the matter, which shall include the Final Form-32 with attachments and the meeting summary, must be sent to the employee and CODE within 25 working days from the date the notice of pre- disciplinary meeting is sent. Failure to comply with the timelines will result in dismissal of the allegations against the employee. (E) Departments that have Boards or Commissions (Parks, Recreation, and Health) who act as the appointing authority are granted additional time to deliver the Form-32 to the employee and CODE. Once the final disposition is signed by the Human Resources and Law departments, the Form-32 will then be forwarded to the appropriate Board or Commission for the next meeting date following the end of the 25 day period. The Form-32 will be sent to the employee and CODE no later than 5 workdays after the Board or Commission meeting. (F) The City may request an extension of these timelines and CODE shall not unreasonably deny such extension request. All requests for extension of time must be signed by both the City and a representative of CODE and specifically state the length of the extension of time granted. Email confirmation shall suffice.

Reprimands and Pre-Disciplinary Meetings. ‌ (A) Written reprimands shall be simultaneously served on the employee and CODE (xxxxxxxxx@xxxxxxxxx.xxx) within 25 working days from the date the charging supervisor becomes aware, or should have been aware of the precipitating incident, unless it is the result of a pre-disciplinary meeting. (B) Any oral reprimand must have been memorialized in e-mail and sent to the employee with xxxxxxxxx@xxxxxxxx.xxx copied. CODE will be copied when a written reprimand is issued. Service of such notice to CODE by The e-mail shall be sent within five (5) business days of the oral reprimand being given to the CODE e-mail address: xxxxxxxxx@xxxxxxxxx.xxx. However if a department fails to do so it will not result in the discipline being dismissedemployee. (BC) Notice of pre-disciplinary meetings must be sent to an employee no later than 25 working days from the date upon which the supervisor or manager becomes aware, or should have been aware of the precipitating incident(s), except in more serious cases involving violations of Administrative Regulations 25 (Sexual Harassment), 49 (Workplace Violence), 55 (Offensive /Derogatory comments), or accidents (where damage is in excess of $10,000), severe personal injury or other serious misconduct requiring extensive investigation. The time frame for these more serious cases will be up to 85 working days. If, after the investigation above is completed, the City wishes to only issue a written reprimand to the employee, the City shall notify the employee and CODE of the completion of the investigation and must issue the written reprimand within 20 working days of the completion of the investigation. A copy of this notice must be forwarded to CODE by e-mail to the e-mail address: xxxxxxxxx@xxxxxxxxxxxxxxxxxx@xxxxxxxxx.xxx. In cases involving an investigation by a law enforcement agency, there will be no time limit for completion of the investigation. Notice of the pre-disciplinary meeting will be issued within 10 working days after the department becomes aware of the conclusion of the investigation. (D) CODE shall be notified of the time and location of the hearing on the disciplinary charges and shall have the right to attend said hearing for the purpose of representing the employee and/or to protect the integrity of this Agreement. (E) The pre-disciplinary meeting shall be held and the final disposition of the matter, which shall include the Final Form-32 with attachments and the meeting summary, must be sent to the employee and CODE within 25 working days from the date of the pre- disciplinary meeting. Failure to comply with the timelines will result in dismissal of the allegations against the employee. (F) Departments that have Boards or Commissions (Parks, Recreation, and Health) who act as the appointing authority are granted additional time to deliver the Form- 32 to the employee and CODE. Once the final disposition is signed by the Human Resources and Law departments, the Form-32 will then be forwarded to the appropriate Board or Commission for the next meeting date following the end of the 25 day period. The Form-32 will be sent to the employee and CODE no later than 5 workdays after the Board or Commission meeting. (G) The City may request an extension of these timelines and CODE shall not unreasonably deny such extension request. All requests for extension of time must be signed by both the City and a representative of CODE and specifically state the length of the extension of time granted. Email confirmation shall suffice.