Pre-disciplinary Process Clause Samples

The Pre-disciplinary Process clause outlines the procedures an employer must follow before taking disciplinary action against an employee. Typically, this involves notifying the employee of the alleged misconduct, providing an opportunity for the employee to respond, and conducting an impartial investigation. By establishing a clear and fair process, this clause helps ensure that disciplinary actions are justified and reduces the risk of wrongful termination or disputes.
Pre-disciplinary Process. Before any member is suspended or discharged from employment, the member shall have the opportunity to have a pre-disciplinary conference with the Director of Public Safety or designee for the purpose of receiving, from the Authority, the reason for the proposed suspension, or discharge, and to explain to the Authority his/her version of the facts giving rise to the proposed discipline. The Director of Public Safety will provide the bargaining unit member with at least forty-eight (48) hours’ notice in advance of the conference. The notice will contain the date and time of the conference, the charges to be addressed and a summary of the documentation on which the charges are based. The member may have a Lodge representative or attorney at the conference. Reasonable extension of time will be afforded to the Lodge to allow the Lodge Representative or attorney the opportunity to obtain copies of all investigatory records and to adequately prepare for the conference. The Director of Public Safety may make fact witnesses available for the conference. The Director of Public Safety has the sole discretion to include or exclude witnesses. The conference shall be taped in accordance with Section 15.6, above. The member may waive appearance at the pre-disciplinary conference by submitting a written statement to that effect to the Director of Public Safety.
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Pre-disciplinary Process. ‌ The employee and the employee’s representative will be given written notice of proposed disciplinary action at least seven (7) days before the date of the proposed disciplinary action. Before the effective date of the disciplinary action that results in a pay reduction, unpaid suspension, or termination, the employee may request a ▇▇▇▇▇▇ meeting to discuss the proposed disciplinary action. The employee or their representative may respond to the proposed disciplinary action. If the District decides to proceed with disciplinary action after the ▇▇▇▇▇▇ meeting, the ▇▇▇▇▇▇ Officer will prepare a Notice of Discipline that includes the facts, the discipline imposed, and the employee’s appeal right.
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Pre-disciplinary Process. Before imposing a reduction in pay or position, suspension, or discharge, the 911 Director or his designee shall hold a conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to challenge the reason for the intended action or otherwise explain his or her behavior. The employee has the right to be accompanied at the conference by a union representative. The conference will be scheduled as promptly as practical by the 911 Director or his designee. The 911 Director or his designee may impose reasonable rules on the length of the conference and the conduct of the participants.
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Pre-disciplinary Process. (a) Complaints from tenants of the AUTHORITY or members of the general public alleging that an employee has engaged in conduct prescribed in Section 6.2(a) above, shall be in writing, based on the Complainant's own personal knowledge, and executed under penalty of perjury. Statements from witnesses of the Complainant shall also be in writing, based upon the witnesses' own personal knowledge, and executed under penalty of perjury. Upon receipt of such complaint(s), the Executive Director or his/her designee shall apprise the employee that is the subject of any such complaint(s) of the allegations made against the Employee. The Employee shall then submit a statement of rebuttal which shall also be in writing, based upon the employee's own personal knowledge, and executed under penalty of perjury. Any statements by witnesses of the employee shall also be in writing, based on the witnesses’ own personal knowledge, and executed under penalty of perjury. Following receipt of such statement(s) and following the completion of any additional investigation that the Executive Director deems appropriate, the Executive Director shall schedule a meeting at which the following shall be present: Executive Director The AUTHORITY’s Human Resources representative The AUTHORITY’s legal representative The Business Agent of the UNION The Complainant Witnesses (if any) The Employee that is the subject of the complaint made (“Employee”) No other persons shall be present without the mutual consent of the UNION and the AUTHORITY. Prior to this meeting, the Executive Director or his/her designee shall provide the UNION's Business Agent and the Employee with a copy of the written complaint against the Respondent, all witness statements, and the Employee’s statement. The Business Agent and the Employee shall then be permitted to formulate written questions to be asked at the meeting by the Executive Director of the Complainant, and witnesses (if any), individually outside of the presence of each other. Neither the Employee or the Business Agent shall be permitted to directly confront and question the Complainant, or witnesses (if any), during this meeting. Except for use in this process outlined above, all parties agree to maintain the statements by the Complainant, Employee and any witnesses in strictest confidence. (b) If the Executive Director recommends any of the disciplinary actions described in subparagraph (b) above, except for a reprimand for tardiness, then the Employee (exc...
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Pre-disciplinary Process. If NCRFA intends to impose discipline that involves a suspension, demotion, or discharge, it shall first provide notice and an opportunity for the employee to respond as follows:
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Pre-disciplinary Process. Whenever the District determines that a Bargaining Unit Member may be disciplined for just cause that could result in suspension, or a termination, a pre-disciplinary conference will be scheduled to give the Bargaining Unit Member an opportunity to offer explanations of the alleged misconduct. Prior to the conference, the Bargaining Unit Member shall be given written specifications and the charge(s). The pre-disciplinary conference shall be conducted within thirty
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Pre-disciplinary Process. Before any employee is suspended or discharged from employment, the employee shall have the right to have a fair hearing with the Employer or his designee for the purpose of receiving from the Employer the reason for the proposed suspension, or discharge and to explain to the Employer his version of the facts giving rise to the proposed discipline. The employee may choose to: 1) appear at the hearing to present an oral or written statement in his defense; or 2) appear at the hearing and have a chosen representative present an oral or written statement in defense of the Employee; or 3) elect in writing to waive the opportunity to have a pre-disciplinary hearing. Failure of the Employee to elect and exercise one (1) of the three (3) options will serve as a waiver of the Employee’s right hereunder to a pre- disciplinary hearing. The employee will not be entitled to compensation for attending this hearing unless the hearing is scheduled during his or her shift. The employee may request to have his Union representative in attendance at such hearing. Any employee who is charged with violating rules and/or regulations of the Sheriff's Office will be provided copies of all transcripts, records, written statements and tapes pertinent to the case. This information will be provided to the employee at least seventy two (72) hours prior to any pre- disciplinary hearing with management.
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Pre-disciplinary Process. Before imposing a reduction in pay or position, suspension, or discharge, the Director or his designee shall hold a conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to challenge the reason for the intended action or otherwise explain his or her behavior. The employee has the right to be accompanied at the conference by a local union representative and/or a representative from AFSCME Ohio Council 8. The conference will be scheduled as promptly as practical by the Director or his designee. The Director or his designee may impose reasonable rules on the length of the conference and the conduct of the participants.
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Pre-disciplinary Process. If the Employer intends to impose discipline that involves a suspension, demotion or discharge, it shall first provide notice and an opportunity for the employee to respond asfollows:
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Related to Pre-disciplinary Process

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 5 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 5 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 10 days following this meeting or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 5 Chairperson with a copy to the President of Unifor Local 5555. The 10-day timeline will be extended in circumstances where the Employee and/or the Union Representative are unable to meet within the timeline or where the nature of the investigation requires more time. The Employer will notify the Union as soon as practicable in these scenarios. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Grievance Process Blue Shield of California has established a griev- ance procedure for receiving, resolving and track- ing Subscribers’ grievances with Blue Shield.