WRITTEN WARNING/SUSPENSION. In any case where an employee is the subject of a written formal warning or suspension, the Employer will notify the employee of the employees’ option to be presented with the warning in a face to face meeting or video/conference call, and to have a Union representative present at the meeting or participate in the video/conference call when it is scheduled. If a Union representative is desired, it is the responsibility of the employee to notify the Union and arrange representation. Prior to commencing delivery of the written formal warning or suspension at the scheduled meeting, the employee will be given a form to confirm that the employee has been offered the option to have a Union representative present. The confirmation will be attached to the written formal warning or suspension as part of the permanent record of the meeting. In cases where a suspension results in termination for just cause, back pay for the suspension period will not be offered. The Employer, employee and Union representative will make every effort to conduct this meeting within 5 business days. The planned meeting date, time and location will be communicated with The Union and will then proceed as planned.
WRITTEN WARNING/SUSPENSION. In any case where an employee is the subject of a written formal warning or suspension, the Employer will notify the employee of the employees’ option to be presented with the warning in a face to face meeting or conference call, and to have a Union representative present at the meeting or participate in the conference call when it is scheduled. If a Union representative is desired, it is the responsibility of the employee to notify the Union and arrange representation. Prior to commencing delivery of the written formal warning or suspension at the scheduled meeting, the employee will be given a form to confirm that the employee has been offered the option to have a Union representative present. The confirmation will be attached to the written formal warning or suspension as part of the permanent record of the meeting. In cases where a suspension results in termination for just cause, back pay for the suspension period will not be offered. The Employer, employee and Union representative will make every effort to conduct this meeting within 5 business days. The planned meeting date, time and location will be communicated with the Union and will then proceed as planned.
WRITTEN WARNING/SUSPENSION. Level 3. An employee will generally receive a written warning or suspension – Level 3 for a violation of job performance standards, or violation of other Employer rules, policies or practices which occur within 18 months after a Level 2 discipline. An employee may be given a written warning/suspension – Level 3 for the first or second violation of Employer rules, policies or practices if, in the Employer’s judgment, the relevant circumstances indicate that this level is appropriate. Such written warning/ suspension will be placed in the employee’s personnel file, and a copy will be given to the employee and the PECSH Grievance Chairperson. Suspensions under this section shall not be for more than 5 consecutive scheduled workdays. An employee may also be suspended in contemplated discharges or pending investigation of the employee’s conduct giving rise to consideration of disciplinary action. Level 3 disciplines clear in 24 months if there is no other discipline in that time period. In those cases where the Employer finds that there may be certain egregious/serious behaviors (i.e., theft, physical violence), where the time limits for a Level 3 record clearing may not be sufficient, the time limit may be extended beyond 24 months by mutual agreement between the Employer, the employee, and the Union. Such discipline may be removed from the employee’s personnel file as provided in Section 15.10. Beginning immediately with notification of suspension, the employee will be considered off the payroll and no further time or earnings will accrue or accumulate. Should the employee be justifiably reinstated (i.e., have the suspension decisions reversed) through the grievance procedure or through Administrative action, pay and benefits for all normally scheduled hours not worked will be restored.
