Timing of Disciplinary Action. In no instance shall disciplinary action be taken against an employee later than twenty (20) working days after the conduct giving rise to the action or in the following twenty (20) working days after the time the administration becomes aware of the action giving rise to the discipline. When disciplinary action stems from a series of unremediated instances on the part of the employee, in no event shall notification be later than twenty (20) working days after observation of the last instance.
Timing of Disciplinary Action. Disciplinary actions will be initiated no later than sixty (60) calendar days from the date that the appropriate College personnel are notified of the information requiring disciplinary action. The sixty (60) calendar days shall be extended on an “as needed” basis upon notice by the College to the Association of an ongoing investigation that may result in disciplinary action.
Timing of Disciplinary Action. The Employer will take any discipline action promptly after learning of the circumstances on which the discipline is based. In general, the Employer will endeavor to take any such disciplinary action within seven (7) business days after learning of the circumstances on which the discipline is based, unless there exists a justifiable business reason for a reasonable extension of this period. The Employer will give its reasons for such discipline and/or discharge to the employee and the Union’s representative or designee within seven (7) calendar days of such disciplinary action.
Timing of Disciplinary Action. The Hospital will conclude its investigation of alleged misconduct and inform the Nurse of discipline within thirty (30) days that the Manager/Director has knowledge of the event which indicates that discipline is warranted. The Association shall not unreasonably deny requests for a specific extension of time in which the complexity of the issue(s) requires greater time to assure a fair and comprehensive investigation. The applicable deadline shall be extended by a Nurse’s leave of absence and/or by the Nurse’s failure to attend a previously scheduled investigatory or notification meeting.
Timing of Disciplinary Action. Within five (5) workdays of the date the Manager/Director has knowledge of the event which indicates that disciplinary action is warranted with regard to a particular Nurse, the Nurse shall be so informed. Thereafter, a final decision shall be communicated to the Nurse within ten (10) workdays after the date of the Manager/Director’s knowledge. However, where the extent of the investigation, the involvement of outside agencies or individuals, the availability of witnesses or supervisory/administrative personnel, the nature or complexity of the issue, or similar factors make it impractical to comply with these time limits, then they shall not apply and the Nurse will be informed as soon as it is reasonably practical. However, in no event will the time taken to investigate the situation and inform the Nurse exceed thirty (30) days.
Timing of Disciplinary Action. Any pre-disciplinary letter shall be issued no later than the end of employee's fifth working day following the incident leading to said possible disciplinary action, or following the Department's knowledge of same, whichever is the latter. The employee may be represented by no more than two (2) representatives at the pre-disciplinary hearing. A determination letter shall be issued within ten (10) working days following the pre-disciplinary hearing. “Working days” shall be interpreted as meaning the weekdays of Monday through Friday, inclusive. Days in which employee is not scheduled to work, on sick leave or vacation leave do not count as a working day. A Waiver of Representation in the form presented on May 22, 2019, will be attached each pre- disciplinary letter of an employee covered by this Agreement.
Timing of Disciplinary Action. Disciplinary action shall be taken no later than eleven (11) work days after the event causing the need to discipline the employee, unless mutually agreed for a longer time frame. Requests for extensions involving unlawful activity (e.g. theft, physical abuse, discrimination, embezzlement) will not be unreasonably denied.
