Common use of Written Reprimand, Suspension or Dismissal Procedures Clause in Contracts

Written Reprimand, Suspension or Dismissal Procedures. 1. After a preliminary investigation and when a supervisor determines that an alleged offense may warrant discipline more severe than oral counseling, a written notification of intent (NOI) to investigate and impose disciplinary action is completed and given to the Employee at least two (2) business days prior to the meeting. A copy of the NOI shall be given to the Human Resources Director and the ASEA office. 2. The Employee receives the NOI and is informed that he/she has the right to have a Union representative present. 3. The meeting between the Employee, Union representative, and management is the beginning of the actual investigation where questions may be asked of the Employee by management. 4. After the meeting, the Union shall be given up to three (3) business days to do an investigation if they desire. 5. Another meeting, at the discretion of the Union, may be set up after the three (3) business day period to give the Employee an opportunity to respond to the allegations. 6. Within ten (10) working days of the meeting set forth in number 3 or 5 above (whichever is later), and if it is determined by management that a written reprimand, suspension, or discharge is warranted, the Employee shall receive in writing the actual appropriate disciplinary action with a copy provided to the ASEA office.

Written Reprimand, Suspension or Dismissal Procedures. 1. After a preliminary investigation and when a supervisor determines that an alleged offense may warrant discipline more severe than oral counseling, a written notification of intent (NOI) to investigate and impose disciplinary action is completed and given to the Employee at least two (2) business days prior to the meeting. A copy of the NOI shall be given to the Human Resources Director and the ASEA office. 2. The Employee receives the NOI and is informed that he/she has they have the right to have a Union representative present. 3. The meeting between the Employee, Union representative, and management is the beginning of the actual investigation where questions may be asked of the Employee by management. 4. After the meeting, the Union shall be given up to three (3) business days to do an investigation if they desire. 5. Another meeting, at the discretion of the Union, may be set up after the three (3) business day period to give the Employee an opportunity to respond to the allegations. 6. Within ten (10) working days of the meeting set forth in number 3 or 5 above (whichever is later), and if it is determined by management that a written reprimand, suspension, or discharge is warranted, the Employee shall receive in writing the actual appropriate disciplinary action with a copy provided to the ASEA office.