Disciplinary Grievances Sample Clauses
The Disciplinary Grievances clause establishes a formal process for employees to raise concerns or complaints regarding disciplinary actions taken against them. Typically, this clause outlines the steps an employee must follow to submit a grievance, such as notifying management in writing and participating in a review or hearing process. By providing a clear mechanism for addressing disputes over disciplinary measures, the clause ensures fairness and transparency, helping to resolve conflicts and maintain a positive workplace environment.
Disciplinary Grievances. If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC ▇▇▇-▇▇-▇▇▇, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.
Disciplinary Grievances. If the Union is not satisfied with the results of the hearing, the Union may appeal this determination to Step 2 of the grievance procedure, together with any alleged violations of administrative procedures and time limits set forth in this Article. It is not the purpose of the Step 2 grievance meeting in discipline cases to conduct a de novo review of the evidence and testimony, but rather to review the case based on information and evidence developed through the disciplinary hearing conducted pursuant to Section 7.4.
Disciplinary Grievances. 1. An employee with a grievance involving a suspension, fine, demotion, or discharge shall file his/her grievance at the Agency Step level within twenty (20) days of notification of such action.
2. Reprimands shall be grievable. Reprimands shall be grievable through the Agency Step which shall be the final level of review. Reprimands shall not be subject to arbitration under this Agreement.
3. In cases involving termination for dishonesty or making false statements, if the arbitrator finds dishonesty occurred or false statements were made, the arbitrator shall not have authority to modify the disciplinary action.
Disciplinary Grievances. 1. Verbal and written reprimands shall be grievable and filed directly at Step 2 of the procedure. No grievance meeting will be held. The Employer will review the facts of the case along with any additional information provided by the Union. A written response will be provided. Step 2 shall be the only level of review. Verbal and written reprimands shall not be subject to arbitration under this Agreement. Except as otherwise provided in this Agreement, fines may be arbitrated.
2. Disciplinary grievances shall be submitted to arbitration by written notice to the Director of the Office of Collective Bargaining, within fifteen (15) days of the receipt of the Step 2 decision. Those disciplinary grievances involving suspensions of ten days or greater shall be scheduled for arbitration within 45 days of the filing of the grievances unless such time is mutually waived by the employer and the Union.
3. Disciplinary arbitration hearings will be conducted as all other arbitrations except that at the conclusion of the hearing, the umpire may issue a bench ruling sustaining or denying the grievance or modifying the discipline imposed or issue a short written decision within five (5) days of the close of the hearing. If a written decision is issued, it shall include only a statement of: (1) the granting of the grievance, or (2) a denial of the grievance or (3) a modification of the discipline imposed, and a short explanation of the reasoning leading to the decision.
Disciplinary Grievances. Grievances related to written reprimands and disciplinary actions other than termination are limited to Steps 1 and 2 of the grievance procedure outlined in Article 4, and mediation may be attempted upon mutual consent of the parties. Verbal warnings, work plans, coaching, counseling, evaluations, and other non- disciplinary communications between the Employer and the employee are not subject to the grievance procedure. Grievances relating to termination without just cause are subject to the grievance procedure set forth in Article 4, Grievance Procedure.
Disciplinary Grievances. ERD shall have fifteen (15) calendar days after the receipt of the written grievance or if a meeting is held, fifteen
Disciplinary Grievances. 1. An employee with a grievance involving a suspension, fine, demotion, or discharge shall file his/her grievance at the Step 2 level within twenty (20) days of notification of such action.
2. Verbal and written reprimands shall be grievable. Verbal reprimands shall be grievable through Step 1 which shall be the final level of review. Written reprimands shall be grievable through Step 2 which shall be the final level of review. Verbal and written reprimands shall not be subject to arbitration under this Agreement.
3. In cases involving termination for dishonesty or making false statements, if the arbitrator finds dishonesty occurred or false statements were made, the arbitrator shall not have authority to modify the disciplinary action.
Disciplinary Grievances. (a) The Board agrees that it will not suspend, discharge or otherwise discipline an employee without just cause. It is understood that termination of a probationary employee's employment may entail a lesser standard of cause than for permanent employees covered by this agreement.
(b) In a matter involving suspension or discharge, the Board shall have the right, where it deems it to be necessary and appropriate, to remove the employee from the workplace immediately. In such cases the Board shall inform the Union of its action immediately. Except for such situations, the parties agree that at the time formal discipline is imposed, up to and including discharge, or at any stage of the grievance procedure, an employee shall have the right, upon request, to the presence of a representative(s) from the Union. In a case of any formal discipline, suspension or discharge, the Board shall notify the employee in advance of this right of representation. The employee shall be provided at this meeting with a written copy of the discipline. A copy of any written disciplinary action that would be placed in the member’s personnel file shall be forwarded to the Bargaining Unit President. It is understood by both parties that a verbal warning or reprimand is not considered formal discipline for the purposes of this article.
(c) The Board agrees that a disciplinary meeting shall be scheduled at a time mutually agreeable to allow for the attendance of the Union representative requested by the member. The Union agrees to make every effort to provide such representation on a timely basis. The Board agrees to make every effort to accommodate the release of the Union representative, if required, to attend the meeting.
(d) The primary purpose of a performance appraisal procedure shall be to improve the performance of the individual.
Disciplinary Grievances. 15.6.1 Employees must be disciplined for just cause. When CSI determines an employee will be terminated or suspended without pay, the employee will be offered the opportunity to have a Union representative present to discuss the circumstances surrounding the termination or suspension. In the event no Union representative is immediately available, CSI will proceed with such termination or suspension. When an employee must be immediately discharged for serious infractions, for example health or safety issues, there will be a meeting arranged as soon as possible thereafter between the highest official available for CSI and available for the Union to discuss the circumstances of the discharge.
15.6.2 Grievances involving discharge or suspension of an employee shall begin at Step III of the grievance procedure. The employee, or the Union representative, must complete the paperwork and form from Step II and submit them to the Executive Director within ten (10) working days of the employee’s receipt of the written reason for the discharge.
15.6.3 Any employee discharged or suspended shall, within three (3) working days, receive written reasons for such discharge or suspension from CSI; and a copy shall be furnished to the Union if the employee requests.
15.6.4 CSI agrees to implement progressive discipline whenever CSI employees receive discipline. The intent behind discipline is not punitive but corrective in nature. Progressive discipline for purposes of this provision shall follow these steps: 1) Step I: coaching an employee; 2) Step II: a verbal written warning; 3) Step III: a written warning; 4) Step IV: a final written warning; and, 5) Step V: termination. Each disciplinary offense shall have a separate line of progressive discipline. Employees have the right to grieve any discipline from the fourth step on.
Disciplinary Grievances. ERD shall have ten (10) working days after the receipt of the written grievance or if a meeting is held, ten (10) working days after the meeting, whichever is later, to review and seek resolution of the grievance and respond in writing.