Disciplinary Action A. The fact that an employee is an admitted or suspected drug or alcohol abuser does not in any way provide immunity to formal disciplinary action. B. When an employee who is the subject of disciplinary proceedings requests assistance under this program, the following will apply: 1. Management has the right to proceed with the action immediately if the employee's misconduct or deficiency is not related to the alcohol or drug abuse problem, or if the employee's problem cannot be reasonably accommodated, or if the employee refused to enter a program under Section 7 of this Article before the incidents giving rise to the discipline occurred. 2. In other circumstances, disciplinary action will be held in abeyance if the employee enters an appropriate rehabilitation program and permits the counselor and/or rehabilitation program officials to report to management on the employee's attendance in the program, and if the employee is making observable progress in conduct and/or performance on the job. 3. Discipline held in abeyance may be taken if: A. the employee fails to enter a rehabilitation program; B. while in a program the employee has a lapse in the observable progress in conduct or performance (in such circumstances the degree of discipline taken will be appropriate to achieve the purpose intended by the disciplinary action); C. having participated in a program, the employee's performance or conduct does not improve to a satisfactory level. _________________________________________________________________________________
Disciplinary Action A. An employee against whom disciplinary action is taken, as defined in section 21.1, shall be provided the following in writing, either in person or by certified/registered mail to the employee’s last known address: 1. Statement of Charges: A statement of the specific charges against the employee shall be written in ordinary and concise language and shall include the cause and the specific acts and omissions on which the disciplinary action is based. No charge, however, shall be made for acts or omissions which occurred prior to the employee’s becoming permanent nor more than two (2) years prior to the filing of this statement of charges, unless such facts were concealed or not disclosed by such employee when it could be reasonably assumed that the employee should have disclosed the facts to the District. 2.
Disciplinary Action A
