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 herein, 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 (non- pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion of the griev- ance-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 proce- dure 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 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 circum- stances 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 herein, 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 (non- non-pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion of the griev- ancegrievance-arbitration procedure. A preference preference-eligible employee 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 proce- dure 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 the Merit Systems Protection Board 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 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 circum- stances 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 dischargedis- charge, any employee shall, unless otherwise provided herein, be entitled enti- tled 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 (non- non-pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion exhaus- tion of the griev- ancegrievance-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 proce- dure 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 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 circum- stances 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 herein, be entitled to an advance written writ- ten 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 (non- non-pay status) until disposition disposi- tion of the case has been had either by settlement with the Union or through exhaustion of the griev- ancegrievance-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 proce- dure arbitra- tion 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 the Merit Sys- tems Protection Board 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 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 circum- stances 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 herein, 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 (non- pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion of the griev- ance-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 proce- dure 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 the Merit Sys- tems Protection Board 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 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 circum- stances 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 herein, 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 (non- non-pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion of the griev- ancegrievance-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 proce- dure 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 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 circum- stances 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 dischargedis- charge, any employee shall, unless otherwise provided herein, 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 Em- ployer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (non- non-pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion of the griev- ancegrievance-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 grievancegriev- ance-arbitration proce- dure 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 employee’s 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 full thirty (30) days days’ advance written notice in a discharge action, but shall give such lesser number of days advance written notice as under the circum- stances circumstances is reasonable and can be justified. The employee em- ployee is immediately removed from a pay status at the end of the notice period.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 herein, be entitled to an advance written notice of the charges against him/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 (non- pay nonpay status) until disposition disposi- tion of the case has been had either by settlement with the Union or through exhaustion of the griev- ancegrievance-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-grievance- arbitration proce- dure 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 reason- able 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 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 circum- stances circumstances is reasonable and can be justified. The employee is immediately removed from a pay status at the end of the notice period.