Common use of PBA Representative Clause in Contracts

PBA Representative. Any elected or PBA appointed member of the bargaining unit, duly authorized to represent the Association. 1. This Section covers actions involving discipline as described in Section 8 below, oral or written warnings, written reprimands, suspensions, demotions, dismissals, or reductions in grade or pay with prejudice. Disciplinary action may be taken against an employee only for just cause, and this must be substantiated by sufficient evidence which supports the recommended disciplinary action. All allegations pertaining to a disciplinary action shall be investigated. Actions under this Section shall be initiated after all the facts have been made known to the official responsible for taking the actions. 2. Disciplinary action shall be governed by applicable State Statutes. 3. An employee against whom disciplinary action is to be taken may appeal said action through the grievance procedure, excluding verbal warning and written warning. 4. An employee against whom action is to be taken under this Section shall have the right to review all of the information relied upon to support the proposed action and shall be given a copy upon request. No adverse action may be taken against an employee on the basis of any document which has not been provided by a copy to the employee. 5. The Association shall be provided with a copy of all correspondence that is related to the action of the employee the Association is representing at the grievance procedure. 6. The employee and his representative shall be afforded a reasonable amount of time to prepare and present appropriate responses to the proposed disciplinary actions under the Section. This amount of time is to be mutually agreed upon by the Parties. 7. Previous charges or disciplinary actions that have been brought forth by the administration may be cited against the employee if these previous acts are reasonably related to the existing charge. All previous charges or disciplinary actions must have been shared with the employee.

PBA Representative. Any elected or PBA appointed member of the bargaining unit, duly authorized to represent the Association. 1. This Section covers actions involving discipline as described in Section 8 below, oral or written warnings, written reprimands, suspensions, demotions, dismissals, or reductions in grade or pay with prejudice. Disciplinary action may be taken against an employee only for just cause, and this must be substantiated by sufficient evidence which supports the recommended disciplinary action. All allegations pertaining to a disciplinary action shall be investigated. Actions under this Section shall be initiated after all the facts have been made known to the official responsible for taking the actions. 2. Disciplinary action shall be governed by applicable State Statutes. 3. An employee against whom disciplinary action is to be taken may appeal said action through the grievance procedure, excluding verbal warning and written warning. 4. An employee against whom action is to be taken under this Section shall have the right to review all of the information relied upon to support the proposed action and shall be given a copy upon request. No adverse action may be taken against an employee on the basis of any document which has not been provided by a copy to the employee. 5. The Association shall be provided with a copy of all correspondence that is related to the action of the employee the Association is representing at the grievance procedure. 6. The employee and his representative shall be afforded a reasonable amount of time to prepare and present appropriate responses to the proposed disciplinary actions under the Section. This amount of time is to be mutually agreed upon by the Parties. 7. Previous charges or disciplinary actions that have been brought forth by the administration may be cited against the employee if these previous acts are reasonably reasonable related to the existing charge. All previous charges or disciplinary actions must have been shared with the employee. 8. The discipline, dismissal, demotion, and suspension of any employee shall be for just cause. Where just cause warrants such action(s), an employee may be demoted, suspended, or dismissed upon recommendation of the Chief of Police to the Superintendent. Except for more serious cases which may be initiated at a higher level, progressive discipline shall be administered as follows:

PBA Representative. Any elected or PBA appointed member of the bargaining unit, duly authorized to represent the Association. 1. This Section covers actions involving discipline as described in Section 8 below, oral or written warnings, written reprimands, suspensions, demotions, dismissals, or reductions in grade or pay with prejudice. Disciplinary action may be taken against an employee only for just cause, and this must be substantiated by sufficient evidence which supports the recommended disciplinary action. All allegations pertaining to a disciplinary action shall be investigated. Actions under this Section shall be initiated after all the facts have been made known to the official responsible for taking the actions. 2. Disciplinary action shall be governed by applicable State Statutes. 3. An employee against whom disciplinary action is to be taken may appeal said action through the grievance procedure, excluding verbal warning and written warning. 4. An employee against whom action is to be taken under this Section shall have the right to review all of the information relied upon to support the proposed action and shall be given a copy upon request. No adverse action may be taken against an employee on the basis of any document which has not been provided by a copy to the employee. 5. The Association shall be provided with a copy of all correspondence that is related to the action of the employee the Association is representing at the grievance procedure. 6. The employee and his representative shall be afforded a reasonable amount of time to prepare and present appropriate responses to the proposed disciplinary actions under the Section. This amount of time is to be mutually agreed upon by the Parties. 7. Previous charges or disciplinary actions that have been brought forth by the administration may be cited against the employee if these previous acts are reasonably reasonable related to the existing charge. All previous charges or disciplinary actions must have been shared with the employee. 8. The discipline, dismissal, demotion, and suspension of any employee shall be for just cause. Where just cause warrants such action(s), an employee may be demoted, suspended, or dismissed upon recommendation of the Chief of Police to the Superintendent. Except for more serious cases which may be initiated at a higher level, progressive discipline shall be administered as follows: