Imposition of Discipline. 20.4.1 Only the Xxxxxxx and Vice-Principal (Academic), Deputy Xxxxxxx, Xxxx, or Xxxx on the recommendation of the Unit Head, can issue a written reprimand, or suspend or dismiss a Member.
Imposition of Discipline. 7.2.1 When imposing discipline, management shall not take into consideration any offense which is more than twenty-four (24) months old. Disciplinary action shall not be instituted against a bargaining unit employee when the alleged misconduct is or could have been discovered with reasonable diligence within a period of twelve (12) months from the date of alleged misconduct unless the offense would constitute a Class IV felony or higher grade of felony.
Imposition of Discipline. A disciplinary conference shall be conducted between the employee and the agency director, or designee, prior to the imposition of the disciplinary action recommended by the Agency if requested by the employee and the recommended discipline is one of those listed as 3., 4., 5., or 6. in paragraph 7.1.1 (suspension and more serious). The employee shall have the right to be represented in the disciplinary conference by an individual of his/her choice or legal counsel. The employee shall be afforded an opportunity in such conference to address the findings of the agency authority or present mitigating circumstances with respect to its recommendations or findings, all of which shall be disclosed to the employee prior to such disciplinary conference for his/her review. The conference can be conducted either telephonically or in person by the Agency Director or if he/she is unavailable, the assistant agency director. The employee shall receive three (3) working days notice of any scheduled disciplinary conference.
Imposition of Discipline. The Agency Head or designated Deputy Director or equivalent shall make a final decision on the recommended disciplinary action as soon as reasonably possible but no more than forty-five (45) days after the conclusion of the pre-discipline meeting. At the discretion of the Employer, the forty-five (45) day requirement will not apply in cases where a criminal investigation may occur and the Employer decides not to make a decision on the discipline until after disposition of the criminal charges. The employee and/or union representative may submit a written presentation to the Agency Head or Acting Agency Head. If a final decision is made to impose discipline, the employee and Union shall be notified in writing. The OCSEA Chapter President shall notify the agency head in writing of the name and address of the Union representative to receive such notice. Once the employee has received written notification of the final decision to impose discipline, the disciplinary action shall not be increased. Disciplinary measures imposed shall be reasonable and commensurate with the offense and shall not be used solely for punishment. The Employer will not impose discipline in the presence of other employees, clients, residents, inmates or the public except in extraordinary situations which pose a serious, immediate threat to the safety, health or well-being of others. An employee may be placed on administrative leave or reassigned while an investigation is being conducted except that in cases of alleged abuse of patients or others in the care or custody of the State of Ohio, the employee may be reassigned only if he/she agrees to the reassignment.
Imposition of Discipline. 29.2.1 When imposing discipline, management shall not take into consideration any prior discipline which is more than ten (10) years old in determining the appropriate level of discipline. Disciplinary action shall not be instituted against a bargaining unit member for previously undisciplined conduct older than twenty- four (24) months when the alleged misconduct is or could have been discovered with reasonable diligence within a period of twenty-four (24) months from the date of alleged misconduct unless the offense would constitute a Class IV felony or higher grade of felony, involved dishonesty or bias against a protected class, or when the alleged misconduct was in any way concealed by the bargaining unit member.
Imposition of Discipline. With the exception of a verbal warning, the Employer will provide the employee and the Union with a statement, in writing, at the time of the discipline or termination clearly establishing the reason for such discipline or termination. A designated representative of the Union must be present at all disciplinary and/or termination meetings. Attendance at such meetings will be without loss of pay. An employee shall have the right to have the Job Xxxxxxx(s) or Union Representative of the Union present at any discussions with the Employer that the employee believes may be the basis of disciplinary action. Where the Employer intends to meet with an employee for disciplinary purposes, or impose discipline, they shall notify the employee, Job Xxxxxxx and/or Union Representative.
Imposition of Discipline. Where the Employer becomes aware of an incident or situation which could give rise to discipline of an employee(s) within the bargaining unit, the Employer will investigate and make a determination in a reasonably expeditious manner, taking into consideration such factors as the availability of individuals and documents necessary to the investigation, as well as the nature, scope and complexity of the investigation that is required. Employees who witness abuse towards residents must report it or possibly could face discipline.
Imposition of Discipline. A . ALPA shall not dismiss or otherwise discipline any nonprobationary employee subject to this Agreement except for just cause . At the discretion of ALPA, any employee disciplined for serious misconduct may be temporarily suspended with pay for no more than ten (10) working days pending an investigation and final decision as to whether to discharge the employee . In the event of discharge, the employee shall be given the reason for his/her discharge in writing and a copy of such notification shall be forwarded to the Union at the same time, and any pay received during the period of suspension will be deducted from the employee’s available vacation bank . In the event that the discharge is overturned in the grievance-arbitration procedure, and the remedies do not include back pay for the period of suspension, the employee will receive back pay for such period .
Imposition of Discipline. The Auditor or designee shall make a final decision on the recommended disciplinary action as soon as reasonably possible but no more than thirty (30) days after the conclusion of the pre- disciplinary meeting. At the discretion of the Employer, the thirty (30) day requirement will not apply in cases where a criminal investigation may occur, and the Employer decides not to make a decision on the discipline until after disposition of the criminal charges. The employee and/or union representative may submit a written presentation to the Auditor or designee. If a final decision is made to impose discipline, the employee and Union shall be notified in writing. Once the employee has received written notification of the final decision to impose discipline, the disciplinary action shall not be increased. Disciplinary measures imposed shall be reasonable and commensurate with the offense and shall not be used solely for punishment. The Employer will not impose discipline in the presence of other employees, clients, or the public except in extraordinary situations which pose a serious, immediate threat to the safety, health or well-being of others. An employee may be placed on administrative leave or reassigned while an investigation is being conducted. Leave reductions are voluntary. If the discipline contemplated is a suspension, the employee has the option of either choosing to be suspended or have their leaves reduced in lieu of the suspension.
Imposition of Discipline. 14.7.1 The Assistant Superintendent/Vice President for Human Resources will inform the Governing Board at its next regularly scheduled meeting of any discipline imposed.
