Level 2 Letter. This letter, signed by the Agency Head or designee, will identify the employee's alleged misconduct, alert the employee that this is his/her final notice and that failure to correct this problem will result in termination, and Identify the employee's appeal rights. The Employer will continue to provide the Union with a copy of this letter in accordance with Article 13, Section 1. This letter will clearly state that this action is in lieu of the traditional suspension without pay but has the effect of such a suspension. Additionally, copies of all Xxxxx 0 and Level 2 letters issued to employees covered by this program shall be sent to the PA Liquor Enforcement Association. It is the understanding of the parties that the expansion of the program is not intended to alter or in any way modify existing progressions of discipline that may exist in the agency. SECRETARY 000 Xxxxx Xxxxxx 1207 Finance Building I Xxxxxxxxxx, XX 00000 I 000.000.00000 Fax 000.000.00000 xxx.xx.xxxxx.xx.xx The parties also recognize that special or unusual situations could develop which do not readily lend themselves to the Alternative Discipline Program. These situations could include, among others, occasions where the circumstances of alleged conduct are such as to require the employee's immediate removal from the workplace, situations where an employee is suspended without pay pending investigation of suspected misconduct, or where the serious and/or egregious nature of the offense warrants a traditional suspension without pay. Consequently, if the Commonwealth deems circumstances warrant it, a traditional suspension without pay could be imposed in lieu of the Level 1 or Level 2 letters. In such circumstances, advance notlfication shall be given to the Union. This side letter of agreement replaces the previous one concerning the ADP dated July 8, 2014. The parties Intend for this side letter of agreement to be incorporated into the collective bargaining agreement as an appendix. If you agree to the above, please sign below and return a copy of this letter to this office. Sincerely, Xxxxxx X. Xxxxxxx, Secretary Office of Administration /o 13 l) Date copy: Korvin D uc , Deputy Secretary for Human Resources and Management, OA
Level 2 Letter. This letter, signed by the Agency Head or designee, will identify the Supervisor’s alleged misconduct, alert the Supervisor that this is his/her final notice and that failure to correct this problem will result in termination, and identify the Supervisor’s appeal rights. The Employer will provide the FOP with a copy of this letter. This letter will clearly state that this action is in lieu of the traditional suspension without pay but has the effect of such a suspension. The parties also recognize that special or unusual situations could develop which do not readily lend themselves to the Alternative Discipline Program. These situations could include, among others, occasions where the circumstances of alleged conduct are such as to require the Supervisor’s immediate removal from the workplace and situations where a Supervisor is suspended without pay pending investigation of suspected misconduct. Consequently, if the Commonwealth deems circumstances warrant it, a traditional suspension without pay or other appropriate discipline could be imposed in lieu of the Level 1 or Level 2 letters after appropriate notification is given to the FOP.
Level 2 Letter. This letter, signed by the Agency Head or designee, will identify the employee’s alleged misconduct, alert the employee that this is his/her final notice and that failure to correct this problem will result in termination, and identify the employee’s appeal rights. The Employer will continue to provide the Union with a copy of this letter in accordance with Section 1 of this Article. This letter will clearly state that this action is in lieu of the traditional suspension without pay, but has the effect of such a suspension. The parties also recognize that special or unusual situations could develop that do not readily lend themselves to the Alternative Discipline Program. These situations could include, among others, occasions where the circumstances of the alleged conduct are such as to require the employee’s immediate removal from the workplace, and situations where an employee is suspended without pay pending investigation of suspected misconduct. Consequently, if the Commonwealth deems circumstances warrant it, a traditional suspension without pay or other appropriate discipline could be imposed in lieu of the Level 1 or Level 2 letters, after appropriate notification is given to the Union in accordance with Section 1 of this Recommendation.
Level 2 Letter. Signed by the University President or designee, this letter will identify the employee's attendance or work performance problem, alert the employee that this is his/her final notice and advise that failure to correct this problem will result in termination. The employee's appeal rights will be identified. The Union will be provided with a copy of this letter. This letter will clearly state that this action is in lieu of the traditional final suspension without pay that would precede discharge but has the effect of such a suspension. Copies of all Level 1 and Level 2 letters issued to employees covered by this program will be sent to the Union. Prior to the initiation of the EAD, a meet and discuss at each University will be held for the purpose of developing a means of notifying all supervisory unit employees, and managers/supervisors of the program's outline and application. In those situations where it is believed that an employee has a problem with substance abuse, and that employee has not availed themselves of SEAP, University management may choose to discontinue use of the EAD with that employee. Under such situations, the local Union Representative and local campus representative will be notified in advance of the decision by University management. After the EAD becomes effective, either party may end their participation by notifying the other in writing of a desire to terminate. If said notification is given, this understanding will expire 30 calendar days after the date of notification. APPENDIX H
