Suspensions of 14 Days or Less. In the case of discipline involving suspensions of fourteen (14) days or less, the employee against whom disciplinary action is sought to be initiated shall be served with a written notice of the charges against the employee and shall be further informed that he/she will be suspended after ten (10) calendar days during which ten-day period the employee shall remain on the job or on the clock (in pay status) at the option of the Employer. However, if a timely grievance is initiated, the effective date of the suspension will be delayed until disposition of the grievance, either by settlement or an arbitrator’s final and binding decision. The employee shall remain on the job or on the clock (in pay status) at the option of the Employer.
Suspensions of 14 Days or Less. In the case of discipline involving suspensions of fourteen (14) days or less, the employee against whom disciplinary action is sought to be initiated shall be served with a written notice of the charges against the employee and shall be further informed that he/she will be suspended. A suspended employee will remain on duty during the term of the suspension with no loss of pay. These disciplinary actions shall, however, be considered to be of the same degree of seriousness and satisfy the same correc- tive steps in the pattern of progressive discipline as the time- off suspensions. Such suspensions are equivalent to time-off suspensions and may be cited as elements of past discipline in subsequent discipline in accordance with Article 16.10.
Suspensions of 14 Days or Less. In the case of discipline involving suspensions of fourteen (14) days or less, the employee against whom disciplinary action is
Suspensions of 14 Days or Less. A. When the Agency proposes to take disciplinary action consisting of a suspension of 14 calendar days or less, the employee is entitled to:
1. An advance written notice of at least 15 calendar days stating the specific reasons for the proposed action;
2. Reasonable time, but not less than 10 calendar days from receipt of the advance written notice, to answer verbally and/or in writing and to furnish affidavits and other documentary evidence in support of the answer;
3. Be represented by a representative of the employee’s choice:
a. The Agency may disallow as an employee's representative an individual whose activities as a representative would cause a conflict of interest or position; and
b. The rights of the Union under this Agreement will not be construed to preclude an employee from being represented by an attorney or other representative; and
4. A written decision and the specific reasons therefore at the earliest possible date, ordinarily no later than 10 calendar days following the employee's response.
B. When an employee chooses to make a verbal reply, the deciding official or designee will hear that reply.
C. The final decision in any action covered by this Section must be made by the deciding official or designee. The final decision letter will specify the reasons for the decision and will ordinarily be issued within 10 calendar days after receipt of the employee's verbal and/or written reply or after the date such a reply would have been due. The decision will inform the employee of their grievance rights.
D. The Agency will prepare a summary of any verbal reply. The employee will be provided a copy of the summary.
E. In arriving at their decision, the deciding official will consider only the reasons specified in the notice of proposed action and will consider any reply of the employee or the employee’s representative. The deciding official will deliver the notice of final decision including the effective date of the action to the employee ordinarily no later than 10 calendar days following the employee's response. Normally, the effective date will be at least five work days after the date the decision is issued. The Agency will provide the final decision electronically to the extent possible. The Agency will copy the employee’s representative.
Suspensions of 14 Days or Less. In the case of discipline involving suspensions of fourteen (14) days or less, the employee against whom disciplinary action is sought to be ini- tiated shall be served with a written notice of the charges against the employee and shall be further informed that he/she will be suspended. A suspended employee will remain on duty during the term of the sus- pension with no loss of pay. These disciplinary actions shall, however, be considered to be of the same degree of seriousness and satisfy the same corrective steps in the pattern of progressive discipline as the time-off suspensions. Such suspensions are equivalent to time-off sus- pensions and may be cited as elements of past discipline in subsequent discipline in accordance with Article 16.10.
