Suspension or Disciplinary Action Sample Clauses

Suspension or Disciplinary Action. When a member is to be suspended or disciplined, the Fire Chief/Director shall have the charges reduced to writing with two (2) copies to be delivered to the member within fifteen (15) days of the occurrence or knowledge thereof. If an extensive investigation is required, the parties may mutually agree to extend the timelines to forty-five (45) days. In the event of pending civil or criminal matters, the time frames may be extended until the conclusion of such litigation. For the purpose of this section, days are defined as official office days, Monday through Friday, exclusive of weekends and holidays. There shall be no press release by the City or the TFCA regarding the employee under investigation until the investigation is completed and the employee is either cleared or charged. Any member called to the Chief/Director's office for disciplinary action or where such action shall be discussed shall be afforded the right to have union representation and/or union legal counsel. A hearing shall be held on a date and time mutually agreed upon not more than three (3) work tours after the charges have been served on the member. Where the employee is unable or unwilling to attend the hearing, he/she shall be offered the right to participate by telephone. The call shall be initiated via speakerphone in the presence of a Union Representative. Failure of the employee to respond to the offer or phone call shall result in the hearing proceeding without his/her presence. Any action resulting from said hearing shall not be challengeable on the basis of the employee’s absence or lack of participation. The Fire Chief/Director or his designee shall hear the evidence in support of the charges and the evidence in defense of the employee charged and shall endeavor to ascertain the truth of the charges. The Chief/Director shall take whatever disciplinary action is merited based on the evidence he has heard. If the Chief/Director has suspended a member of the Association, then he shall forthwith, in writing, certify to the Director of Public Safety the fact of such suspension. Within fifteen
Sample 1Sample 2Sample 3See All (8)
AutoNDA by SimpleDocs
Suspension or Disciplinary Action. When departmental charges are to be filed against an employee, the Chief of Police or his designee shall have the charges against the employee reduced to writing with two (2) copies of the charges to be served on the employee. The employee may request a hearing with the Chief of Police to be conducted by the Chief or his designee not sooner than seven (7) work days and not more than fourteen (14) work days after the written charges have been served upon the employee. Requests for hearings shall be made in writing within five (5) work days after the charges have been served on the employee. If a hearing is not requested, the Chief/designee shall render his decision without a hearing within said fourteen (14) work day period. If the Chief or his designee recommends the suspension of an employee, then he shall forthwith, in writing, certify to the Director of Public Safety the fact of such suspension. Within five (5) days from the receipt of such certification the Director of Within five (5) days from the receipt of such certification the Director of Public Safety shall proceed to inquire into the cause of the suspension as provided in Section 143 of the Charter of the City of Toledo. The Director of Public Safety at his discretion may conduct a hearing on the suspension as provided in the Charter and the employee shall have the right to be represented at such hearing. The Director of Public Safety shall render judgment in the matter and take action as he deems suitable and as is provided for in the Charter. The decision of the Safety Director with regard to the suspension or dismissal of an employee may, at the request of the employee, be appealed to the Civil Service Commission as provided in Section 144 of the Charter or, at the discretion of the Association, be submitted to final and binding arbitration.
Sample 1Sample 2Sample 3See All (4)

Related to Suspension or Disciplinary Action

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Disciplinary Records Any disciplinary record shall be removed from an employee's file after eighteen (18) months from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!