Common use of Suspensions of More Than 14 Days or Discharge Clause in Contracts

Suspensions of More Than 14 Days or Discharge. In the case of suspensions of more than fourteen (14) days, or of discharge, any employee shall, unless otherwise provided here- in, be entitled to an advance written notice of the charges against him/her and shall remain either on the job or on the clock at the option of the Employer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (nonpay sta- tus) until disposition of the case has been had either by settle- ment with the Union or through exhaustion of the grievance- arbitration procedure. A preference eligible who chooses to appeal a suspension of more than fourteen (14) days or his/her discharge to the Merit Systems Protection Board (MSPB) rather than through the grievance-arbitration procedure shall remain on the rolls (non-pay status) until disposition of the case has been had either by settlement or through exhaustion of his/her MSPB appeal. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the Employer is not required to give the employee the

Suspensions of More Than 14 Days or Discharge. In the case of suspensions of more than fourteen (14) days, or of discharge, any employee shall, unless otherwise provided here- inherein, be entitled to an advance written notice of the charges against him/her and shall remain either on the job or on the clock at the option of the Employer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (nonpay sta- tusnon- pay status) until disposition of the case has been had either by settle- ment settlement with the Union or through exhaustion of the grievance- griev- ance-arbitration procedure. A preference eligible who chooses to appeal a suspension of more than fourteen (14) days or his/his/ her discharge to the Merit Systems Protection Board (MSPB) rather than through the grievance-arbitration procedure shall remain on the rolls (non-pay status) until disposition of the case has been had either by settlement or through exhaustion of his/her MSPB appeal. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the Employer is not required to give the employee therequired

Suspensions of More Than 14 Days or Discharge. In the case of suspensions of more than fourteen (14) days, or of discharge, any employee shall, unless otherwise provided here- inherein, be entitled to an advance written notice of the charges against him/her and shall remain either on the job or on the clock at the option of the Employer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (nonpay sta- tusnon- pay status) until disposition of the case has been had either by settle- ment settlement with the Union or through exhaustion of the grievance- griev- ance-arbitration procedure. A preference eligible who chooses to appeal a suspension of more than fourteen (14) days or his/his/ her discharge to the Merit Systems Protection Board (MSPB) rather than through the grievance-arbitration procedure shall remain on the rolls (non-pay status) until disposition of the case has been had either by settlement or through exhaustion of his/her MSPB appeal. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the Employer is not required to give the employee thethe full thirty (30) days advance written notice in a discharge action, but shall give such lesser number of days advance written notice as under the circumstances is reasonable and can be justified. The employee is immediately removed from a pay status at the end of the notice period.

Suspensions of More Than 14 Days or Discharge. In the case of suspensions of more than fourteen (14) days, or of discharge, any employee shall, unless otherwise provided here- inherein, be entitled to an advance written notice of the charges against him/her and shall remain either on the job or on the clock at the option of the Employer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (nonpay sta- tusnon- pay status) until disposition of the case has been had either by settle- ment settlement with the Union or through exhaustion of the grievance- grievance-arbitration procedure. A preference eligible who chooses to appeal a suspension of more than fourteen (14) days or his/her discharge to the Merit Systems Protection Board (MSPB) rather than through the grievance-arbitration procedure shall remain on the rolls (non-pay status) until disposition of the case has been had either by settlement or through exhaustion of his/her MSPB appeal. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the Employer is not required to give the employee thethe full thirty

Suspensions of More Than 14 Days or Discharge. In the case of suspensions of more than fourteen (14) days, or of discharge, any employee shall, unless otherwise provided here- inherein, be entitled to an advance written notice of the charges against him/her the employee and shall remain either on the job or on the clock at the option of the Employer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (nonpay sta- tusnon-pay status) until disposition of the case has been had either by settle- ment settlement with the Union or through exhaustion of the grievance- grievance-arbitration procedure. A preference eligible who chooses to appeal a suspension of more than fourteen (14) days or his/her a discharge to the Merit Systems Protection Board (MSPB) rather than through the grievance-arbitration procedure shall remain on the rolls (non-pay status) until disposition of the case has been had either by settlement or through exhaustion of his/her the MSPB appeal. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the Employer is not required to give the employee thethe full thirty