Notification of Disciplinary Action/Predisciplinary Review (▇▇▇▇▇▇ Rights Sample Clauses

Notification of Disciplinary Action/Predisciplinary Review (▇▇▇▇▇▇ Rights. Discipline may not be implemented prior to fully affording an employee the written notice-of-intent-to-discipline memorandum and opportunity to respond orally or in writing (predisciplinary review) pursuant to ▇▇▇▇▇▇ v. State Personnel Board [1975] 15 Cal.3d 194 (item 2. Disciplinary Actions Other than Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below), except for the following: (1) under extraordinary circumstances requiring immediate removal (e.g., imminent threat to health or safety of the employee, other employees, or the public); and (2) in the case of warnings, reprimands, and suspensions without pay of 40 hours or less (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager). These 3 disciplinary actions may be implemented immediately and do not require a 7- day notice-of-intent memorandum. Any documents or materials giving rise to a disciplinary action will be identified in the City Manager's/City Council's written notification of disciplinary action (if voluminous, the documents will be made available for the employee's inspection upon the employee's request or copies thereof will be provided with the notice when there are only a few). The written summary of the oral-warning meeting, the written reprimand, and the written notice of suspension (whichever applies) will inform the employee of the following items: (1) the ground or grounds for the disciplinary action; (2) the employee's acts or omissions that form the basis for the discipline; and (3) his/her right to respond to the City Manager, City Council, or designated representative either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager's/City Council's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative is not designed to be a formal evidentiary hearing, the employee may be represented by legal counsel or other individual of his/her choice at such m...
View SourceView Similar (10)
Notification of Disciplinary Action/Predisciplinary Review (▇▇▇▇▇▇ Rights. Discipline may not be implemented prior to fully affording an employee the written notice-of-intent-to-discipline memorandum and opportunity to respond orally or in writing (predisciplinary review) pursuant to ▇▇▇▇▇▇ v. State Personnel Board [1975] 15 Cal.3d 194 (item 2. Disciplinary Actions Other than Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or less, below), except for the following: (1) under extraordinary circumstances requiring immediate removal (e.g., imminent threat to health or safety of the employee, other employees, or the public); and (2) in the case of warnings, reprimands, and suspensions without pay of 40 hours or less, (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below).
View SourceView Similar (5)
Notification of Disciplinary Action/Predisciplinary Review (▇▇▇▇▇▇ Rights above] and appeal rights (as provided in item D. Right of Appeal, below), are deemed waived and the process is concluded.
View SourceView Similar (3)
Notification of Disciplinary Action/Predisciplinary Review (▇▇▇▇▇▇ Rights. Discipline may not be implemented prior to fully affording an employee the written notice-of-intent-to-discipline memorandum and opportunity to respond orally or in writing (predisciplinary review) pursuant to ▇▇▇▇▇▇ v. State Personnel Board [1975] 15 Cal.3d 194 (item 2. Disciplinary Actions Other than Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below), except for the following: (1) under extraordinary circumstances requiring immediate removal (e.g., imminent threat to health or safety of the employee, other employees, or the public); and (2) in the case of warnings, reprimands, and suspensions without pay of 40 hours or less (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, thereof will be provided with the notice when there are only a few).
View Source

Related to Notification of Disciplinary Action/Predisciplinary Review (▇▇▇▇▇▇ Rights

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.