Requirements before an Employee May be Disciplined. In all cases during meetings related to disciplinary action, the Employee shall have the right to Union representation. The appropriate person(s) (e.g. immediate supervisor, department head, etc.) shall promptly investigate the alleged misconduct and meet with the employee and his or her Union representative. The College shall consider any mitigating circumstances; determine the appropriate disciplinary action, if any, to be imposed, give the Employee notice that discipline will be imposed at least twenty four (24) hours before discipline is imposed. At the disciplinary meeting, the College will give the Employee written notice of the disciplinary action to be taken and an explanation of the College’s evidence and provide written notice of the Employee's appeal rights, and the effective date of the disciplinary action. All instances of disciplinary action shall immediately be reported to HR. Unless additional time is necessary for an investigation, disciplinary action shall be imposed no later than two (2) weeks from the date that a supervisor or manager knew of the alleged conduct/ performance at issue in the discipline. If discipline is not imposed within the two (2) week period, then by the conclusion of the two (2) week period, the Employee shall be give a written statement estimating how much longer the investigation shall take. Investigations shall be conducted as expeditiously as possible. For allegations of sexual misconduct, the College will follow Section 26.06 of this MOU.
Requirements before an Employee May be Disciplined. In all cases during meetings related to disciplinary action, the Employee shall have the right to Union representation. The appropriate person(s) (e.g. immediate supervisor, department head, etc.) shall promptly investigate the alleged misconduct and meet with the employee and his or her Union representative. It is the responsibility of the employee to notify the union of the date, time, and location. The College shall consider any mitigating circumstances; determine the appropriate disciplinary action, if any, to be imposed, give the Employee notice that discipline will be imposed at least twenty-four (24) hours before discipline is imposed. At the disciplinary meeting, the College will give the Employee written notice of the disciplinary action to be taken and an explanation of the College's evidence and provide written notice of the Employee's appeal rights, and the effective date of the disciplinary action. All instances of disciplinary action shall immediately be reported to HR. A disciplinary meeting shall be scheduled within 15 workdays and be held no later than 20 workdays from the date that a supervisor or manager knew of the alleged conduct/performance at issue in the discipline. For meetings involving time and attendance, the timeline shall begin upon receipt of a submitted timesheet. The parties acknowledge that deadlines may be extended by mutual agreement. If the College or the Union believe an exception to the timeline is needed, they shall contact the other party, in writing, to request additional time. The request by the College or the Union must include justification for the timeline extension. The parties shall work together in good faith to schedule and conduct the meeting. Upon agreement to a revised timeline, the employee or management shall be given a written statement estimating how much longer the investigation shall take. Investigations shall be conducted as expeditiously as possible. For allegations of sexual misconduct, the College will follow Section 26.06 of this MOU.
