Xxxxxxxxxx Meeting. In the event that a misconduct or violation may warrant suspension without pay, demotion or discharge, the employee shall, before the disciplinary action is finalized, have the opportunity to discuss the matter with the Division Chief and Sheriff and be informed in writing of the facts and nature of the charges and the intended discipline and the investigatory file. The employee shall be given an opportunity to respond to the charges, including, if requested, a reasonable time (not to exceed three working days) to consult a Union representative. The Sheriff or his designee will make a reasonable effort to schedule the Xxxxxxxxxx meeting within fifteen (15) days of completion of the investigation. Any pre-disciplinary meeting shall be recorded. Following a consideration of any additional information provided by the impacted employee, the final determination will be made. The employee will be notified in writing of the final determination and provided with a copy of any additional documents generated through the Xxxxxxxxxx meeting process.
Xxxxxxxxxx Meeting. An employee shall be permitted to have a Shop xxxxxxx or Union representative at any meeting with the Employer, or its agents, when such meeting is for the purpose of investigating alleged misconduct by the employee that might be the basis for, or which may result in, discharge, suspension or other disciplinary action with respect to the employee. If the employee indicates that he/she wishes a xxxxxxx to be present, and one is not available, the disciplinary meeting shall be temporarily postponed unless it is suspension or suspension with intent to discharge. In such cases, another bargaining unit person of the employee’s choosing shall be asked to sit in as a witness. If it is not a suspension or suspension with intent to discharge, the discipline shall be delayed until the employee’s next shift.
Xxxxxxxxxx Meeting. In the event that a misconduct or violation may warrant a written reprimand, suspension without pay, demotion or discharge, the employee shall, before the disciplinary action is finalized, have the opportunity to discuss the matter with the Division Chief and Sheriff and be informed in writing of the facts and nature of the charges and the intended discipline and the investigatory file. The employee shall be given an opportunity to respond to the charges, including, if requested, a reasonable time (not to exceed three working days) to consult a Guild representative or other counsel. The Sheriff or his designee will make a reasonable effort to schedule the Xxxxxxxxxx meeting within fifteen
Xxxxxxxxxx Meeting. In the event that a misconduct or violation may warrant a written reprimand, suspension without pay, demotion or discharge, the employee shall, before the disciplinary action is finalized, have the opportunity to discuss the matter with the Division Chief and Sheriff and be informed in writing of the facts and nature of the charges and the intended discipline and the investigatory file. The employee shall be given an opportunity to respond to the charges, including, if requested, a reasonable time (not to exceed five (5) days) to consult a Guild representative or other counsel. The Sheriff or his designee will make a reasonable effort to schedule the Xxxxxxxxxx meeting within fifteen (15) days of completion of the investigation. Any pre-disciplinary meeting shall be recorded. Following a consideration of any additional information provided by the impacted employee, or if the employee fails to avail themselves of a reasonable opportunity for a Xxxxxxxxxx meeting, the Sheriff may proceed based on the information available without further employee input, and the final determination will be made. The employee will be notified in writing of the final determination and provided with a copy of any additional documents generated through the Xxxxxxxxxx meeting process.
