Common use of DISCHARGE AND DISCIPLINE Clause in Contracts

DISCHARGE AND DISCIPLINE. Section 1. In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President of the Union. Section 2. The affected employee will be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where he/she may do so if he/she is required to leave the premises. A. In imposing any discipline on a current charge, Management will neither take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension over two (2) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearing. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer or Department or Division Head in the employee's personnel record which relates to, is or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. Management shall not discipline or discharge any employee except for just cause. Section 6. Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed by the union upon request of the employee.

DISCHARGE AND DISCIPLINE. Section 1. In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President of the Union. In cases of letter of warning or verbal warning memoranda, such letters shall be given to the employee affected and placed in the employee's personnel file. Section 2. The affected employee will be allowed to discuss his/her their discharge or discipline with his/her their ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where he/she they may do so if he/she is they are required to leave the premises. A. In imposing any discipline on a current charge, Management will neither not take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her their employment application after a period of two (2) years from his/her their date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension over two (2) years old shall be permanently removed from his/her their personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearingResources Director. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer or Department or Division Head in the employee's personnel record which relates to, is or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. Management shall not discipline or discharge any employee except for just cause. Section 6. Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed by the union upon request of the employee. Section 8. Investigatory Complaints In the event a complaint is made against an employee which may result in disciplinary action, the following procedure shall apply: A. If, in the investigation of a complaint, an employee is requested to appear before a member of Management, he/she shall be fully advised of the nature of the complaint and that the investigation may result in disciplinary action. B. Upon the request of the employee for Union representation, such request shall be granted and the Union shall immediately provide such representation. When such representation has been requested, no questioning shall commence until the Union representative is present. C. Employees shall be required to answer questions relating to his/her performance as an employee of the City of Grand Rapids as it relates to the complaint. Refusal to answer such questions may result in disciplinary action, including discharge. D. A copy of this section shall be presented to any employee subjected to this procedure prior to the start of questioning. Said copy shall be signed by the employee to indicate receipt and shall also indicate his/her waiver of right to Union representation, if any.

DISCHARGE AND DISCIPLINE. Section 1. SECTION 1 In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President of the UnionCommand Unit. Letters of warning shall be given to the employee affected and placed in the employee's personnel file. Section 2. SECTION 2 The affected employee will shall be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, ▇ or any other Union Command Unit representative, and . Management will make available an area where he/she may do so if he/she is required to leave the premises. A. In imposing any discipline on a current charge, Management will neither not take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In the event If an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension over two (2) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearing. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer officer or Department department or Division Head division head in the employee's personnel record file which relates to, is is, or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. SECTION 4 If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. SECTION 5 Management shall not discipline or discharge any employee except for just cause. Section 6. SECTION 6 Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. SECTION 7 An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed Command Unit representatives designated by the union Command Unit upon request of the employee.

DISCHARGE AND DISCIPLINE. Section 1. In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President of the Union. Section 2. The affected employee will be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where he/she may do so if he/she is required to leave the premises. A. In imposing any discipline on a current charge, Management will neither take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension over two (2) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearing. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer or Department or Division Head in the employee's personnel record which relates to, is or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. Management shall not discipline or discharge any employee except for just cause. Section 6. Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed by the union upon request of the employee.

DISCHARGE AND DISCIPLINE. Section 1. SECTION 1 In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President of the UnionCommand Unit. Letters of warning shall be given to the employee affected and placed in the employee's personnel file. Section 2. SECTION 2 The affected employee will shall be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, ▇ or any other Union Command Unit representative, and . Management will make available an area where he/she may do so if he/she is required to leave the premises. A. In imposing any discipline on a current charge, Management will neither not take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In The City will comply with the event requirements stated in the ▇▇▇▇▇▇▇-▇▇▇▇▇▇▇▇ employee right to know act (397 or 1978) and an employee who completes two four (24) years of service without a disciplinary action, letters letter of warning and/or suspension over two four (24) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearing. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer officer or Department department or Division Head division head in the employee's personnel record file which relates to, is is, or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. SECTION 4 If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. SECTION 5 Management shall not discipline or discharge any employee except for just cause. Section 6. SECTION 6 Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. SECTION 7 An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed Command Unit representatives designated by the union Command Unit upon request of the employee.

DISCHARGE AND DISCIPLINE. Section 1. 1 In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President Union President. In cases of letters or warning or verbal warning memoranda, such letters shall be given to the Unionemployee affected and placed in the employee's personnel file. Section 2. 2 The affected employee will be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where he/she may do so if he/she is required to leave the premises. A. In imposing any discipline on a current charge, Management will neither not take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension over two (2) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearing. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer or Department or Division Head in the employee's personnel record which relates to, is or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. 4 If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. 5 Management shall not discipline or discharge any employee except for just cause. . Section 6. 6 Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed by the union upon request of the employee.

DISCHARGE AND DISCIPLINE. Section 1. In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and the employee's ▇▇▇▇▇▇▇ or other Union representative. Such notice shall be confirmed in writing within three (3) working days following the day of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays, and the day of occurrence. In cases of letters of warning, such letters shall be given to the President of the Unionemployee affected and a copy thereof to such employee's ▇▇▇▇▇▇▇ or other Union representative. Section 2. The affected employee will be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where he/she may do so if he/she is required to leave the premises. A. a. In imposing any discipline on a current charge, Management will neither not take into account any prior infractions which occurred more than two (2) years previously previously, provided the employee is not subjected to disciplinary action (excluding letters of warning), during the two (2) year period, nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension suspensions over two (2) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearingResources Director. B. b. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an any employee, supervisorcitizen, supervisor or any other City Officer officer or Department or Division Head in the employee's personnel record which relates to, is is, or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. The provisions of the Employee Right to Know Act (Act #397 of P.A. 1978) shall apply to City personnel records. c. Any employee appearing in a hearing before the City Manager pursuant to the City Charter shall be entitled to Union representation upon request. A Union representative acting pursuant to such a request shall be allowed reasonable time therefore during working hours without loss of time or pay. The City Manager or his/her designee will endeavor to render a decision within twenty-one (21) days of the hearing. The City Manager may extend the time to render a decision by providing the Union with written notification of the extension. a. The following procedure shall be followed when an employee is given written notice from Management that he/she is discharged, demoted, or reduced in rank or compensation, or suspended without pay: (1) If the employee elects to file a grievance, he/she shall file the grievance in accordance with the provisions of the grievance procedure at Step 2. Section 45. If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. Management shall not discipline or discharge any employee except for just cause. Section 6. Written notice Upon request, a copy of disciplinary action or discharge shall cite will be given to the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violatedGrievance Committee Chairperson. Section 7. An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed by the union upon request of the employee.

DISCHARGE AND DISCIPLINE. Section 1. In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and to the President Union President. In cases of letters or warning or verbal warning memoranda, such letters shall be given to the Unionemployee affected and placed in the employee's personnel file. Section 2. The affected employee will be allowed to discuss his/her discharge or discipline with his/her ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where he/she may do so if he/she is required to leave the premises. A. In imposing any discipline on a current charge, Management will neither not take into account any prior infractions which occurred more than two (2) years previously nor impose discipline on an employee for falsification of his/her employment application after a period of two (2) years from his/her date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspension over two (2) years old shall be permanently removed from his/her personnel file upon request to the Director of Human Resources. Except to show notice or knowledge when such is in dispute, discipline which has been or could be removed from an employee’s personnel file shall not be introduced in an arbitration hearing. B. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by an employee, supervisor, or any other City Officer or Department or Division Head in the employee's personnel record which relates to, is or may be made the basis for disciplinary action up to and including the discharge of such employee by the City. Section 4. If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Section 5. Management shall not discipline or discharge any employee except for just cause. Section 6. Written notice of disciplinary action or discharge shall cite the specific sections of rules and regulations and/or appropriate law(s) or ordinance(s) which the employee is alleged to have violated. Section 7. An employee against whom charges have been made by Management may be represented by a Union representative or an attorney retained or employed by the union upon request of the employee.