Common use of Suspension of Three Days or Less Clause in Contracts

Suspension of Three Days or Less. A. A suspension of three (3) days or less without pay may be made by the Appropriate Administrator or designee. B. If a serious offense is witnessed by the suspending authority, the Employee may be suspended immediately after the Employee has been granted an opportunity to explain what occurred to the suspending authority. C. If the suspending authority is not a witness to the Employee's alleged misconduct, the Employee shall be given an oral statement of the charge and afforded an opportunity to explain the alleged misconduct at an informal meeting with the suspending authority and those persons necessary to prove cause. D. A written report of disciplinary action shall be completed by the suspending authority not later than twenty-five (25) Days after the infraction. The written report will be signed by the Employee, and transmitted to the Human Resources Division for inclusion in the Employee’s personnel file. In the event the Employee or the Association requests in writing, and the School District agrees, in writing, to postpone an investigatory interview regarding the infraction, the twenty-five day period shall be tolled during the pendency of the postponement. Further, in the event of a serious infraction or an infraction that has been or is being investigated by law enforcement or a government entity other than the School District, the twenty-five day period does not apply. For purposes of this Article a serious infraction is conduct that would: constitute a crime or other violation of state or federal law; or, adversely affects the physical or mental health or safety of a student. E. Except in extraordinary circumstances, a notice of intended disciplinary action, complying with Section 32-4(D) of this Article, shall be transmitted to the Employee and to the Human Resources Division prior to suspension.

Suspension of Three Days or Less. A. A suspension of three (3) days or less without pay may be made by the Appropriate Administrator or designee. B. If a serious offense is witnessed by the suspending authority, the Employee may be suspended immediately after the Employee has been granted an opportunity to explain what occurred to the suspending authority. C. If the suspending authority is not a witness to the Employee's alleged misconduct, the Employee shall be given an oral statement of the charge and afforded an opportunity to explain the alleged misconduct at an informal meeting with the suspending authority and those persons necessary to prove cause. D. A written report of disciplinary action shall be completed by the suspending authority not later than twenty-five (25) Days after the infraction. The written report will be signed by the Employee, and transmitted to the Human Resources Division for inclusion in the Employee’s personnel file. In the event the Employee or the Association requests in writing, and the School District agrees, in writing, to postpone an investigatory interview regarding the infraction, the twenty-five day period shall be tolled during the pendency of the postponement. Further, in the event of a serious infraction or an infraction that has been or is being investigated by law enforcement or a government entity other than the School District, the twenty-five day period does not apply. For purposes of this Article a serious infraction is conduct that would: constitute a crime or other violation of state or federal law; or, adversely affects the physical or mental health or safety of a student. E. Except in extraordinary circumstances, a notice of intended disciplinary action, complying with Section 3233-4(D) of this Article, shall be transmitted to the Employee and to the Human Resources Division prior to suspension.

Suspension of Three Days or Less. A. A suspension of three (3) days or less without pay may be made by the Appropriate Administrator or designee. B. If a serious offense is witnessed by the suspending authority, the Employee may be suspended immediately after the Employee has been granted an opportunity to explain what occurred to the suspending authority. C. If the suspending authority is not a witness to the Employee's alleged misconduct, the Employee shall be given an oral statement of the charge and afforded an opportunity to explain the alleged misconduct at an informal meeting with the suspending authority and those persons necessary to prove cause. D. A written report of disciplinary action shall be completed by the suspending authority not later than twenty-five (25) Days after the infraction, unless there is an ongoing investigation being conducted by law enforcement or a governmental entity other than the District. The written report will be signed by the Employee, and transmitted to the Human Resources Division for inclusion in the Employee’s personnel file. In the event the Employee or the Association requests in writing, and the School District agrees, in writing, to postpone an investigatory interview regarding the infraction, the twenty-five day period shall be tolled during the pendency of the postponement. Further, in the event of a serious infraction or an infraction that has been or is being investigated by law enforcement or a government entity other than the School District, the twenty-five day period does not apply. For purposes of this Article a serious infraction is conduct that would: constitute a crime or other violation of state or federal law; or, adversely affects the physical or mental health or safety of a student. E. Except in extraordinary circumstances, a notice of intended disciplinary action, complying with Section 32-4(D) of this Article, shall be transmitted to the Employee and to the Human Resources Division prior to suspension. A. Such notice of intended disciplinary action pursuant to this section shall be sent to a regular status Employee by certified mail or shall be delivered in person not later than twenty-five (25) Days after the infraction, unless there is an ongoing investigation being conducted by law enforcement or a governmental entity other than the District. In the event the Employee or the Association requests in writing, and the School District agrees, in writing, to postpone an investigatory interview regarding the infraction, the twenty-five day period shall be tolled during the pendency of the postponement. B. The notice shall contain the following information: 1. A statement of the specific charge or charges brought against the Employee. 2. A statement that the Employee has the right to appeal the action as outlined in the grievance procedure of this Agreement. 3. A statement indicating that the Employee shall have the right to: (a) Be assisted or represented by an Association Representative or another representative of the Employee's choice. (b) Present evidence and witnesses. (c) Examine witnesses and compel attendance and testimony of district Employees or receive evidence in the possession of the District pursuant to the Nevada Rules of Civil Procedure. (d) Request that the proceedings be recorded for future transcription. (e) Be informed of the proposed length of suspension, if appropriate. (f) Be informed of the proposed classification to which the Employee may be demoted, the new salary rate, the immediate supervisor or Appropriate Administrator, and the job location, if appropriate. (g) A statement indicating that the Employee's signature does not suggest agreement with the contents of the notification, but merely signifies that the Employee has read the notice.

Suspension of Three Days or Less. A. A suspension of three (3) days or less without pay may be made by the Appropriate Administrator or designee. B. If a serious offense is witnessed by the suspending authority, the Employee may be suspended immediately after the Employee has been granted an opportunity to explain what occurred to the suspending authority. C. If the suspending authority is not a witness to the Employee's alleged misconduct, the Employee shall be given an oral statement of the charge and afforded an opportunity to explain the alleged misconduct at an informal meeting with the suspending authority and those persons necessary to prove cause. D. A written report of disciplinary action shall be completed by the suspending authority not later than twenty-five (25) Days days after the infraction. The written report will be signed by the Employee, acknowledging receipt of the report only, and transmitted to the Human Resources Division for inclusion in the Employee’s personnel file. In the event the Employee or the Association requests in writing, and the School District agrees, in writing, to postpone an investigatory interview regarding the infraction, the twenty-five day period shall be tolled during the pendency of the postponement. Further, in the event of a serious infraction or an infraction that has been or is being investigated by law enforcement or a government entity other than the School District, the twenty-five day period does not apply. For purposes of this Article a serious infraction is conduct that would: constitute a crime or other violation of state or federal law; or, adversely affects the physical or mental health or safety of a student. E. Except in extraordinary circumstances, a notice of intended disciplinary action, complying with Section 32-4(D) of this Article, shall be transmitted to the Employee and to the Human Resources Division prior to suspension.