Common use of Pre-Disciplinary Meeting Clause in Contracts

Pre-Disciplinary Meeting. For discipline other than oral reprimands, the Employer shall hold a pre-disciplinary meeting. Pre- disciplinary meetings and employee review hearings shall be held during the employee's worktime. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed or rescheduled at the request of the employee and/or the Union at a time other than before, during, or after the employee's shift, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer shall notify the Union of the meeting and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved and inform him/her of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documents. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the employee, and the employee and Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at the time of the pre- disciplinary meeting, a rebuttal shall be provided within five (5) work days by the employee or the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this section. Reasonable extensions of time for rebuttal purposes will be allowed when warranted and if requested. If the employee does not request Union representation, a Union representative shall nevertheless be entitled to be present as a non-active participant at any and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-separation hearings in Xxxx County Public Aid shall continue, unless amended by the parties in supplemental negotiations.

Pre-Disciplinary Meeting. For The Employer shall not discharge any "post-probationary" employee without just cause. Prior to imposing discipline other than an oral reprimandsor written reprimand, the Employer shall hold a pre-disciplinary meeting. Pre- Pre-disciplinary meetings and employee review hearings shall be held during the employee's worktimework time. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her his shift shall be paid from the end of his/her his shift through the end of his/her his hearing at the appropriate rate. An employee whose hearing begins before the start of his/her his shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed Once a tentative decision to impose or rescheduled at the request of the employee and/or the Union at recommend a time other than beforesuspension, duringwithout pay, or after a discharge is reached by the employee's shiftVillage Manager prior to implementing the intended disciplinary action, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer his designee shall notify the Department Union of the meeting Representative and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved involved, and the employee's Department Union Representative if requested by the employee, and inform him/her the employee of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documentsaction. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the The employee, and the employee and Department Union representative Representative if present, shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at In the time event disciplinary action of the pre- disciplinary meeting, a rebuttal shall be provided within five (5) work days or less is taken against an employee, the Department shall promptly furnish the employee a statement in writing of the reasons therefore. The measure of discipline and the statement of reasons may be modified but not increased by the employee or Village as a result of any grievance meetings. The previous sentence shall not preclude the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this sectionVillage Manager from initiating additional disciplinary measures if new facts become known. Reasonable extensions of time shall be given for rebuttal purposes will be allowed when warranted and if requestedso requested by either party. If In cases of oral reprimands, the supervisor must inform the employee does not request that he is receiving an oral reprimand and of their right to Union representation, a Union representative which shall nevertheless be entitled to provided if so requested. The employee shall also be present as a non-active participant at given reasons for such discipline, including any names of witnesses and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-separation hearings in Xxxx County Public Aid shall continue, unless amended by the parties in supplemental negotiationscopies of pertinent documents.

Pre-Disciplinary Meeting. For discipline other than oral reprimands, the Employer shall hold a pre-disciplinary meeting. Pre- disciplinary meetings and employee review hearings shall be held during the employee's worktime. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed or rescheduled at the request of the employee and/or the Union at a time other than before, during, or after the employee's shift, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer shall notify the Union of the meeting and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved and inform him/her of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documents. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the employee, and the employee and Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at the time of the pre- disciplinary meeting, a rebuttal shall be provided within five (5) work days by the employee or the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this section. Reasonable extensions of time for rebuttal purposes will be allowed when warranted and if requested. If the employee does not request Union representation, a Union representative shall nevertheless be entitled to be present as a non-active participant at any and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-pre- separation hearings in Xxxx County Public Aid shall continue, unless amended by the parties in supplemental negotiations.

Pre-Disciplinary Meeting. For The Employer shall not discharge any "post-probationary" employee without just cause. Prior to imposing discipline other than an oral reprimandsor written reprimand, the Employer shall hold a pre-disciplinary meeting. Pre- Pre-disciplinary meetings and employee review hearings shall be held during the employee's worktimework time. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her his shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed Once a tentative decision to impose or rescheduled at the request of the employee and/or the Union at recommend a time other than beforesuspension, duringwithout pay, or after a discharge is reached by the employee's shiftVillage Manager prior to implementing the intended disciplinary action, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer his designee shall notify the Department Union of the meeting Representative and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved involved, and the employee's Department Union Representative if requested by the employee, and inform him/her the employee of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documentsaction. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the The employee, and the employee and Department Union representative Representative if present, shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at In the time event disciplinary action of the pre- disciplinary meeting, a rebuttal shall be provided within five (5) work days or less is taken against an employee, the Department shall promptly furnish the employee a statement in writing of the reasons therefor. The measure of discipline and the statement of reasons may be modified but not increased by the employee or village as a result of any grievance meetings. The previous sentence shall not preclude the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this sectionVillage Manager from initiating additional disciplinary measures if new facts become known. Reasonable extensions of time shall be given for rebuttal purposes will be allowed when warranted and if requestedso requested by either party. If In cases of oral reprimands, the supervisor must inform the employee does not request that he/she is receiving an oral reprimand and of their right to Union representation, a Union representative which shall nevertheless be entitled to provided if so requested. The employee shall also be present as a non-active participant at given reasons for such discipline, including any names of witnesses and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-separation hearings in Xxxx County Public Aid shall continue, unless amended by the parties in supplemental negotiationscopies of pertinent documents.

Pre-Disciplinary Meeting. For discipline other than oral reprimands, the Employer shall hold a pre-disciplinary meeting. Pre- Pre-disciplinary meetings and employee review hearings shall be held during the employee's worktime. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed or rescheduled at the request of the employee and/or the Union at a time other than before, during, or after the employee's shift, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-non- bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer shall notify the Union of the meeting and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved and inform him/her of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documents. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the employee, and the employee and Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at the time of the pre- pre-disciplinary meeting, a rebuttal shall be provided within five (5) work days by the employee or the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this section. Reasonable extensions of time for rebuttal purposes will be allowed when warranted and if requested. If the employee does not request Union representation, a Union representative shall nevertheless be entitled to be present as a non-active participant at any and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-separation hearings in Xxxx Cook County Public Aid shall continue, unless amended by the parties in supplemental negotiations.

Pre-Disciplinary Meeting. For discipline other than oral reprimands, the Employer shall hold a pre-disciplinary meeting. Pre- disciplinary meetings and employee review hearings shall be held during the employee's worktime. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed or rescheduled at the request of the employee and/or the Union at a time other than before, during, or after the employee's shift, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer shall notify the Union of the meeting and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved and inform him/her of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documents. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the employee, and the employee and Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at the time of the pre- disciplinary meeting, a rebuttal shall be provided within five (5) work days by the employee or the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this section. Reasonable extensions of time for rebuttal purposes will be allowed when warranted and if requested. If the employee does not request Union representation, a Union representative shall nevertheless be entitled to be present as a non-active participant at any and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-pre- suspension/pre-separation hearings in Xxxx Cook County Public Aid shall continue, unless amended by the parties in supplemental negotiations.

Pre-Disciplinary Meeting. For The Employer shall not discharge any "post-probationary" employee without just cause. Prior to imposing discipline other than an oral reprimandsor written reprimand, the Employer shall hold a pre-disciplinary meeting. Pre- Pre-disciplinary meetings and employee review hearings shall be held during the employee's worktimework time. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her his shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed Once a tentative decision to impose or rescheduled at the request of the employee and/or the Union at recommend a time other than beforesuspension, duringwithout pay, or after a discharge is reached by the employee's shiftVillage Manager prior to implementing the intended disciplinary action, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer his designee shall notify the Department Union of the meeting Representative and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved involved, and the employee's Department Union Representative if requested by the employee, and inform him/her the employee of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documentsaction. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the The employee, and the employee and Department Union representative Representative if present, shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at In the time event disciplinary action of the pre- disciplinary meeting, a rebuttal shall be provided within five (5) work days or less is taken against an employee, the Department shall promptly furnish the employee a statement in writing of the reasons therefore. The measure of discipline and the statement of reasons may be modified but not increased by the employee or village as a result of any grievance meetings. The previous sentence shall not preclude the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this sectionVillage Manager from initiating additional disciplinary measures if new facts become known. Reasonable extensions of time shall be given for rebuttal purposes will be allowed when warranted and if requestedso requested by either party. If In cases of oral reprimands, the supervisor must inform the employee does not request that he/she is receiving an oral reprimand and of their right to Union representation, a Union representative which shall nevertheless be entitled to provided if so requested. The employee shall also be present as a non-active participant at given reasons for such discipline, including any names of witnesses and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-separation hearings in Xxxx County Public Aid shall continue, unless amended by the parties in supplemental negotiationscopies of pertinent documents.

Pre-Disciplinary Meeting. For discipline other than oral reprimands, the Employer shall hold a pre-disciplinary meeting. Pre- Pre-disciplinary meetings and employee review hearings shall be held during the employee's worktime. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his/her shift shall be paid from the end of his/her shift through the end of his/her hearing at the appropriate rate. An employee whose hearing begins before the start of his/her shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Should the hearing be postponed or rescheduled at the request of the employee and/or the Union at a time other than before, during, or after the employee's shift, provisions for payment shall not apply. An employee’s Working Supervisor may be allowed to conduct pre-disciplinary meetings under supervision of a non-non- bargaining unit supervisor. The role of Working Supervisors who are union representatives shall be to provide relevant information or to attend pre-disciplinary meetings to assist in the process. The limitation of said duties shall not be detrimental in any way to the Working Supervisor’s record. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer shall notify the Union of the meeting and reasonably in advance of such meeting shall provide the Union with the alleged infraction and shall make every reasonable effort to provide all documentation being used by the Employer to substantiate the alleged infraction. The Employer then shall meet with the employee involved and inform him/her of the reasons for such contemplated disciplinary action including any names of witnesses and copies of pertinent documents. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the employee, and the employee and Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline. If a rebuttal is not presented at the time of the pre- pre-disciplinary meeting, a rebuttal shall be provided within five (5) work days by the employee or the Union, provided that the documentation has been supplied reasonably in advance of the meeting as set forth in this section. Reasonable extensions of time for rebuttal purposes will be allowed when warranted and if requested. If the employee does not request Union representation, a Union representative shall nevertheless be entitled to be present as a non-active participant at any and all such meetings. Except for discipline pursuant to an agreed upon time abuse policy, the current procedure for pre-suspension/pre-separation hearings in Xxxx County Public Aid shall continue, unless amended by the parties in supplemental negotiations.