Disciplinary Actions and Appeals. A. The employee may appeal the placement of any disciplinary action in their official Personnel file by submitting an appeal letter within ten (10) working days of the employee being notified of any disciplinary action copied to the employee’s official Personnel file. As soon as possible after receiving the appeal letter, the Department Head or designee will schedule a hearing on the matter to serve as an objective Hearing Officer. The employee is entitled to representation at such hearing as specified under Article 45, Section A. This appeal presentation should contain pertinent details of the basis for the appeal. The Hearing Officer will make a decision within ten (10) working days as to whether the disciplinary action will be upheld, reduced, or dismissed. This decision shall be final and conclude the appeals process for all non-property- rights disciplinary actions. It is mutually agreed that performance reports that meet standards are not eligible to be appealed but may be reviewed in accordance with City’s Personnel Rule, G-7A section VII B (2) which states: “Employees may not appeal evaluations received during Supervisor-Employee Conferences. When employees have concerns about evaluations other than Supplemental Performance Reports, the Department Head should designate someone, other than the rater or reviewer, to meet with the employee and their representative in an attempt to resolve any differences or dissatisfaction. These reviews may result in changes being made to the evaluation, but are not to be considered an appeal of the evaluation. In addition, employees may attach rebuttal information to the evaluation if they disagree with any part of the evaluation.”
Disciplinary Actions and Appeals. To the extent that FBOR is applicable to disciplinary actions and appeals, those Government Code sections shall govern the process, and shall be applicable to all Unit members. FBOR shall govern administrative appeals of “punitive action or denial of promotion on
Disciplinary Actions and Appeals. To the extent that Government Code §§ 3250-3262 are applicable to disciplinary actions and appeals, those Government Code sections shall govern the process, and shall be applicable to all unit members. Assembly Xxxx 220 (Government Code §§ 3250 et. seq.) is effective January 1, 2008 and shall govern administrative appeals of “punitive action or denial of promotion on grounds other than merit,” as those terms are defined in Government Code § 3251(c). Accordingly, “punitive action” means any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment.
Disciplinary Actions and Appeals. 4/12/1 The parties recognize the authority of the Employer to suspend, demote, discharge or take other appropriate disciplinary action against employees for just cause. An employee who alleges that such action was not based on just cause, may appeal a demotion, suspension, or discharge taken by the Employer beginning with the Third Step of the grievance procedure. Appeals of written reprimands or any other disciplinary action, excluding verbal reprimands, shall be filed at Step One of the grievance procedure.
Disciplinary Actions and Appeals. 1. The City shall have ten (10) working days from the completion of the investigation to initiate disciplinary action. The employee may appeal the placement of any disciplinary document in his or her permanent record by submitting an appeal letter within ten (10) working days of the employee being notified that any such document is to be placed in his or her file. This appeal letter should contain pertinent details of the basis for the appeal and should be submitted to the Department Head. Disciplinary documents which may be appealed include written warnings, reprimands, and Supplemental Performance Reports. As soon as possible after receiving the appeal letter, the Department Head or his or her designee will schedule a hearing on the matter. The employee is entitled to representation at such hearing as specified under Article 45, Section A. After the hearing the Department Head or his or her designee will make a decision within ten (10) working days as to whether the written document will be retained in or removed from the employee’s record. This decision shall be final and shall terminate the appeal procedure. It is mutually agreed that performance reports that meet standards are not eligible to be appealed but may be reviewed in accordance with City’s Personnel Rule, G-7A section VII B (2) which states: “Employees may not appeal evaluations received during Supervisor-Employee Conferences. When employees have concerns about evaluations other than Supplemental Performance Reports, the Department Head should designate someone, other than the rater or reviewer, to meet with the employee and his or her representative in an attempt to resolve any differences or dissatisfaction. These reviews may result in changes being made to the evaluation, but are not to be considered an appeal of the evaluation. In addition, employees may attach rebuttal information to the evaluation if they disagree with any part of the evaluation.”
Disciplinary Actions and Appeals. Article 15 - Out-of-Class Assignments ......................................................................... Article 16 - Use of City Facilities ................................................................................. Article 17 - Bulletin Boards.......................................................................................... Article 18 - Payroll Deductions .................................................................................... Article 19 - Presidential Leave .....................................................................................
Disciplinary Actions and Appeals. 1. The City shall have ten (10) working days from the completion of the investiga- tion to initiate disciplinary action. The employee may appeal the placement of any disciplinary document in his/her permanent record by submitting an appeal letter within 10 working days of the employee being notified that any such document is to be placed in his or her file. This appeal letter should contain pertinent details of the basis for the appeal and should be submitted to the De- partment Head. Disciplinary documents which may be appealed include written warnings, reprimands, and less than satisfactory performance reports. It is mutually agreed that satisfactory and above employee performance evaluations are not eligible to be appealed. As soon as possible after receiving the appeal letter, the Department Head or his/her designee will schedule a hearing on the matter. The employee is entitled to representation at such hearing as specified under Article 12, Section A. After the hearing the Department Head or his/her designee will make a decision within 10 working days as to whether the written document will be retained in or removed from the employeeʼs record. This deci- sion shall be final and shall terminate the appeal procedure.
Disciplinary Actions and Appeals. Add New Section D as follows:
Disciplinary Actions and Appeals
