Suspension of 14 Days or Less Sample Clauses

Suspension of 14 Days or Less. The following applies to a bargaining unit employee in the competitive service who is not serving a probationary or trial period under an initial appointment or who has completed 1 year of current continuous employment in the same or similar positions under other than a temporary appointment limited to 1 year or less. Such an employee is entitled to: i. An advance written notice stating the specific reasons for the proposed suspension. ii. Up to 15 days to answer orally and/or in writing and to furnish affidavits and other documentary evidence in support of the answer. iii. Be represented by a NFFE Union representative, represent him/herself, or be represented by an attorney or other representative in responding to the proposed action. iv. Review the material, including statements of witnesses, documents, and investigative reports. The notice shall inform the employee where this material may be reviewed and that his/her representative may also review the material as well. v. A written decision and the specific reasons therefore, at the earliest practicable date. vi. Grieve the decision through the negotiated grievance procedure contained in Article

Suspension of 14 Days or Less. A. When proposing such an action, the employee will be given ten (10) days advance written notice stating: 1. the specific reason(s) for the proposed suspension; 2. the employee has seven (7) days to respond orally and/or in writing and may submit affidavits or other documentary evidence in support of their response; additional time may be granted on a case-by-case basis; 3. the official to whom the reply should be sent; 4. the employee has the right to review the material that is relied on to support the reason(s) for the proposed action, subject to the Privacy Act requirements, and is entitled to a reasonable amount of official time to do so; the employee must request and obtain supervisory approval for the use of official time in advance; and 5. the employee has the right to Union or other representation. B. Management will issue a final decision in writing at the earliest practicable date after receipt of the oral and/or written reply, or the expiration of the reply period. The decision notice will inform the employee of the reasons and specifications that are sustained, the effective date (if any), and the right to file a grievance using the negotiated grievance procedure (if applicable). The Union shall be given the opportunity to be present when Management issues the notice, if the employee has designated the Union as a representative. C. Copies of relevant notices, replies (including summaries of oral replies), final decisions, and supporting documentation will be maintained by the Agency and will be made available to the employee and/or the Union representative upon request, subject to the Privacy Act requirements.

Suspension of 14 Days or Less. The following applies to a bargaining unit employee in the competitive service who is not serving a probationary or trial period under an initial appointment or who has completed 1 year of current continuous employment in the same or similar positions under other than a temporary appointment limited to 1 year or less. Such an employee is entitled to: i. An advance written notice stating the specific reasons for the proposed suspension. ii. Up to 15 days to answer orally and/or in writing and to furnish affidavits and other documentary evidence in support of the answer. iii. Be represented by a NFFE Union representative, represent him/herself, or be represented by an attorney or other representative in responding to the proposed action. iv. A reasonable amount of official time to review the material relied on to support the proposed action and to prepare a response to the proposed notice. The BUE must submit an email request for official time. v. Copies of the material or documentation which was relied on by the Proposing Official to support the reasons for the action given in the proposal notice. These should be included as enclosures to the proposal notice. These enclosures may be redacted if inclusion would cause violations of the Privacy Act. The notice shall inform the employee where this material may be reviewed and that his/her representative may also review the material as well. vi. A written decision and the specific reasons therefore, at the earliest practicable date. vii. Grieve the decision through the negotiated grievance procedure contained in Article 20. The written decision shall advise the employee of the above rights, along with the name of the Union President and telephone number, and the name of the Employer official to whom the grievance should be directed. The Union President will then provide the name of the local representative.