Pre-disciplinary Procedures. Before imposing a demotion, suspension or discharge on an employee, the Employer shall hold a Xxxxxxxxxx due process conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to explain his/her behavior. If the Employer determines that the employee’s continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, and the conference is not held within seventy-two (72) hours after the Employer requests to schedule the conference, the Employer may then suspend the employee without pay pending the conference to determine final disciplinary action. If after the conference, the Employer determines suspension is not warranted, the employee will be reimbursed for any pay lost due to a pre-conference suspension.
Pre-disciplinary Procedures. A. An employee who will be investigated for possible misconduct by the Labor Relations Unit shall be notified by management within fifteen (15) working days of the start of the formal disciplinary investigation by the Labor Relations Unit. Management shall make every effort to complete the investigation within sixty (60) days. If the investigation will take longer to complete, management shall update the employee and the Union every thirty (30) days until the investigation is completed. The time limits identified in this section are not grievable.
Pre-disciplinary Procedures. Prior to the imposition of disciplinary action against a permanent, non-probationary employee that may result in suspension, demotion, or dismissal, the responsible supervisor or designee shall advise the employee that such action may be taken, and that a meeting will be held to discuss the matter, at which time the employee shall be entitled to be accompanied by a Union representative in accordance with the provisions of California Government Code Section 3303. Release time for such representation shall not be provided, unless required by applicable statute. Nonavailability of the employee or representative for more than a reasonable time shall not delay appropriate action, if any. This right shall not extend to routine conferences, or any other meetings or to any conferences conducted under the evaluation procedures of Article X.
Pre-disciplinary Procedures. The following procedures apply prior to the imposition of any disciplinary action which involves loss of salary.
Pre-disciplinary Procedures. A. An employee who will be investigated for possible misconduct by management will be notified by management within fifteen (15) working days of the start of the formal disci‐ plinary investigation by the District. Management will make every effort to complete the investigation within sixty (60) days. If the investigation will take longer to complete, man‐ agement will update the employee and the Union every thirty (30) days until the investi‐ gation is completed. The time limits identified in this section are not grievable.
Pre-disciplinary Procedures. In the case of a termination, demotion, suspension, reduction in salary, or involuntary disciplinary demotion, the following pre-disciplinary procedures shall apply:
Pre-disciplinary Procedures. Any employee proposed to be disciplined shall receive written notification of intended disciplinary action. Notification shall be deemed sufficient when it is delivered in person to the employee or when it is deposited in the U.S. Certified Mail, postage prepaid, and addressed to the last known address of the employee. The notice of intended disciplinary action shall be issued by the Superintendent/President or his designees.
Pre-disciplinary Procedures. A. Before a non-probationary employee is suspended, demoted or dismissed, he/she shall be entitled to a hearing before an administrative hearing officer appointed by the Chief Human Resources Officer. Before the hearing, the University will provide the hearing officer with only the notice of the hearing and such other information as the hearing officer has a reasonable need to know. Sim- ilarly, the Union may not contact the hearing officer in advance of the hearing regarding the case. The employee will be advised of his/her right to such hearing at the time he/she is presented with the written charge(s) setting forth the allegations which could result in discipline. A copy of such charges and notice of hearing date shall also be presented to the Local Union President and Ohio Council 8 Staff Representative. Such charges may be for a series of events or for a single event. Charges shall be presented to the employee within thirty (30) calendar days of University knowledge of the event or the latest of the series of events alleged or relied upon. Nothing in this paragraph shall prohibit the University from taking disciplinary action against an employee(s) as a result of a local, state and or federal investigation, or internal audit, or OEEO investigation that is concluded more than thirty (30) calendar days after the latest of events ultimately alleged or relied upon by the University.
Pre-disciplinary Procedures. Pre-Disciplinary Procedures Applicable to All Regular Employees (Applies only to Demotions, Suspensions, Dismissals):
Pre-disciplinary Procedures. Prior to implementing a demotion, suspension, or dismissal action, the affected employee shall have delivered personally or by certified mail a written notice signed by the Vice Chancellor for Human Resources and Employee Relations of the proposed action which includes:
