Suspension Pending Discharge. Upon completion of investigation, the Employer may suspend an employee without pay for up to thirty (30) days pending the decision whether or not charges for discharge shall be filed against an employee.
Suspension Pending Discharge. If, in any case, the Employer feels there is just cause for discharge, the employee will be suspended for five days with or without pay as determined by the Employer, and the employee and the Local Union will be notified, in writing, that the employee is subject to discharge and shall be furnished with the reason(s) therefore.
Suspension Pending Discharge. If the Employer believes that there may be just cause for discharge, the affected employee may be suspended without pay for up to thirty (30) calendar days pending the decision whether or not to discharge the employee. Both the employee and the Council will be notified in writing that the employee is being suspended and is subject to discharge. If the Employer decides that discharge is not appropriate, the employee shall be reinstated with back pay subject to the determination by the Employer of appropriate discipline.
Suspension Pending Discharge. 1. The appointing authority may immediately suspend without pay an employee pending discharge for gross misconduct or conduct, which gives rise to a clear and present danger to public health and safety.
2. Notice of immediate suspension hereunder shall comply with the provisions of Paragraph B above and be served on the employee and the Association either personally or by posting by certified mail within twenty-four (24) hours of the effective time of suspension.
Suspension Pending Discharge. No employee shall be discharged prior to the holding of a discharge hearing. The College, however, may suspend the employee from duty pending the discharge hearing. Such suspension shall be with pay for up to three working days unless the hearing occurs earlier. If the hearing is delayed beyond three working days due to the Union’s inability or failure to provide representation as specified in Subsection 4 1 of Section C above, the balance of the suspension shall be without pay; provided, however, that the employee may elect to proceed with the hearing without Union representation at any time. If the hearing is delayed beyond three working days due to the fault of the College, the suspension shall continue to be with pay until such time as the College gives the employee notice that it is ready to proceed.
Suspension Pending Discharge. The Employer may suspend an employee for up to thirty
Suspension Pending Discharge. The College may suspend an employee with or without pay for a period of thirty (30) days pending a decision to discharge the employee based upon serious infractions. In the event that the final discipline imposed is less severe than a discharge and the final level of discipline is less severe than the unpaid suspension time served pending the final disciplinary decision, the employee shall be reimbursed for the difference between said unpaid suspension time served and the final level of discipline imposed. In the event that the said discipline imposed results in a paid or unpaid suspension of greater than 10 days, said suspension must be brought to the President and the applicable Cabinet member for final approval.
Suspension Pending Discharge. The CITY may suspend an employee for up to thirty (30) calendar days with or without pay pending the decision for discharge. If the Union desires to contest a discharge, it shall be initiated at the third step of the grievance procedure. In the event the City discharges an employee, the Union shall be immediately notified.
Suspension Pending Discharge. In the case of employee conduct that would otherwise warrant discharge, the employer may elect to suspend the employee pending discharge in lieu of an outright termination from employment.
Suspension Pending Discharge. The College may suspend an employee with or without pay for a period of thirty (30) days pending a decision to discharge the employee based upon serious infractions. In the event that the final discipline imposed is less severe than a discharge and the final level of discipline is less severe than the unpaid suspension time served pending the final disciplinary decision, the employee shall be reimbursed for the difference between said unpaid suspension time served and the final level of discipline imposed.
