Suspension or Discharge Procedure Sample Clauses

Suspension or Discharge Procedure. Whenever the Health Commissioner, or his/her designee, determines that an employee may be disciplined for just cause by suspension or discharge, a predisciplinary conference will be scheduled to give the employee an opportunity to offer an explanation for the allegedmisconduct. When an employee's behavior requires immediate removal from the premises, the Health Commissioner may suspend the employee with pay for the remainder of the workday. The employee must report to work the next workday, or at a time established by the Health Commissioner. Predisciplinary conferences will be conducted by a hearing officer who will be selected by the Health Commissioner, or his designee, from those supervisors not directly in the chain of command of the employee. The hearing officer may also be an impartial outsider who has no direct interest in the issue at hand. Not less than forty-eight (48) hours prior to the scheduled starting time of the conference, the Health Commissioner will provide to the employee a written outline of the charges which may be the basis for disciplinary action. The employee must choose to (1) appear at the conference to present an oral or written statement in his defense; (2) appear at the conference 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 conference. No more than two (2) representatives of the collective bargaining unit, in addition to the charged member, are permitted to attend the predisciplinary conference in accordance with Article 7, Section 5 of the collective bargaining agreement and reasonable effort will be made to schedule the matter to accommodate the representative. At the predisciplinary conference, the hearing officer will ask the employee or his representative to respond to the allegations of misconduct which were outlined to the employee. If the employee elects to respond on his own behalf, the employee shall be required to respond truthfully. At the conference the employee or his representative and the Employer may present any testimony, witnesses, or documents which explain whether or not the alleged misconduct occurred. The employee shall provide a list of witnesses to the hearing officer as far in advance possible, but not later than one (1) hour prior to the conference. It is the employee's responsibility to notify witnesses that their attendance is desired. The employee and/or his representa...
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Suspension or Discharge Procedure. Probationary employees may be discharged upon the authority of the Administrator if, in the opinion of the Employer, they prove unsatisfactory in the position or unable to perform the duties of the position. The Department Head may suspend probationary employees but shall immediately report such action to the Administrator.
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Related to Suspension or Discharge Procedure

  • Suspension or Discharge In the event of a grievance arising from an employee's suspension or dismissal, the Employer agrees to notify the employee, in writing, setting out the grounds for the Employer's action. A copy of the notice will be sent to the Union's Area Office within five (5) calendar days. Grievances arising from suspension or dismissal, shall be filed at arbitration pursuant to Article 9.1 within fourteen (14) calendar days of the suspension or dismissal.

  • Unjust Suspension or Discharge Should it be found upon investigation that an employee has been unjustly suspended, discharged or disciplined, such employee shall be immediately reinstated in his/her former position, without loss of seniority, and shall be compensated for all time lost in an amount equal to his/her normal earnings plus interest, or by any other arrangement as to compensation which is just and equitable in the opinion of the parties or in the opinion of the arbitrator if the matter is referred to such arbitrator.

  • Discharge Procedure When an employee is discharged or suspended, the employee and the Union shall be advised promptly in writing by the Employer as to the reason for such discharge or suspension.

  • DISCHARGE, SUSPENSION AND DISCIPLINE 14.01 (a) In the event an Employee is suspended as a disciplinary measure and the Employee considers that an injustice has been done, the matter may be taken up at Step 2 of the Grievance Procedure.

  • DISCHARGE AND DISCIPLINARY PROCEDURE 8.01 Management shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate suspension or discharge. In the event of a claim that an employee has been discharged or suspended unjustly or unreasonably, the grievance shall be filed at Step Three (3) of the grievance procedure within five (5) working days.

  • Suspension or Dismissal where a dispute involving the suspension or dismissal of an employee occurs, it shall be submitted at Step 1 of this Article within fourteen (14) calendar days of the date the employee received written notice of such suspension or dismissal.

  • Appeal of Discharge or Discipline Should the discharged or disciplined employee consider the discharge or discipline to be improper, a grievance shall be presented in writing as provided in the grievance procedure. In cases of discharge, or discipline resulting in suspension, the grievance shall be filed at Step 2 of the grievance procedure within 10 days of the discharge.

  • DISCIPLINE, SUSPENSION AND DISCHARGE 14.01 The Employer shall not discipline, suspend or discharge any employee except for just cause.

  • DISCHARGE OR SUSPENSION The Employer shall not discharge nor suspend any employee without just cause, but in respect to discharge or suspension shall give at least one (1) warning notice of a complaint against such employee to the employee, in writing, and a copy of the same to the Union, except that no warning notice need be given to an employee before he/she is discharged if the cause of such discharge is dishonesty, drinking alcoholic beverages or being under the influence of drugs or in illegal possession of drugs during the workday (including meal period) or drunkenness, recklessness resulting in serious accident while on duty, or the carrying of unauthorized passengers while on the job or offenses of equal seriousness. Except for serious accidents, a driver will not be removed from the payroll during an investigation of an accident. The driver can be assigned to non-driving work during this period. Before disciplinary action is taken, a meeting shall be held with the employee and the employee shall have the right to choose a Xxxxxxx who is readily available and on the premises. In the case of discharge for any offense other than the above mentioned, including suspension, the disciplinary action will be held in abeyance for two (2) weeks to give the Local Union the opportunity to intervene prior to the action being taken. The warning notice, suspension or discharge as herein provided shall not remain in effect for a period of more than nine (9) months from the date of said warning notice, suspension or discharge. Any disciplinary action must be by proper written notice to the employee and the Union affected. Disciplinary letters must be issued by the Company within ten (10) working days after the incident. Any employee may request an investigation as to his/her discharge or suspension. Should such investigation prove that an injustice has been done to an employee, he/she shall be reinstated. The C.P.A.P.G.C. or the impartial arbitrator shall have the authority to order full, partial or no compensation for time lost. Appeal from discharge or suspension must be taken within ten (10) days by written notice and a decision reached within thirty (30) days from the date of suspension or discharge. An employee shall be given a copy of any Company form or document signed by the employee if requested. The Company will not use absenteeism or accidents in conjunction with any other disciplinary action.

  • DISCHARGE, SUSPENSION AND WARNING 21.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be documented, and a copy of this warning will be forwarded immediately to the regional office of the Union.

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