Common use of Pre-disciplinary Procedures Clause in Contracts

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. B. Following the completion of the employer’s formal disciplinary investigation where for‐ mal discipline (demotion, suspension or termination) is being recommended, the appro‐ priate authority will prepare a Written Notice of Recommended Disciplinary action to be served on the employee in person or by registered mail. A copy will be sent to the Union. No Written Notice of Recommended Disciplinary action will be required for informal dis‐ cipline (counseling, oral and written reprimands). C. For matters of formal discipline (demotion, suspension, or termination), the appropriate level of authority for preparing such recommended discipline will be the General Man‐ ager. For all informal disciplinary matters (counseling, oral and written reprimands), the appropriate level of authority for preparing such recommended discipline shall be the applicable manager. D. The Written Notice of Recommended Disciplinary action will state the specific grounds and facts upon which the action is based and will be provided to the employee, and the Union. E. Copies of any known materials, reports, or other documents upon which the intended action is based will be served with the Written Notice of Recommended Disciplinary ac‐ tion to the employee, and copies will be provided to the Union. F. Employee will be accorded the right to respond in writing to the Written Notice of Rec‐ ommended Disciplinary action, and any such written response shall be served by em‐ ployee within fifteen (15) working days from the District’s service of the Written Notice of Recommended Disciplinary action. A copy of any such written response will be pro‐ vided to the Union should they not originate from the Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen

Pre-disciplinary Procedures. A. An employee who will be investigated for possible misconduct by management will the Labor Relations Unit shall be notified by management within fifteen (15) working days of the start of the formal disci‐ plinary disciplinary investigation by the DistrictLabor Relations Unit. Management will shall make every effort to complete the investigation within sixty (60) days. If the investigation will take longer to complete, man‐ agement will management shall update the employee and the Union every thirty (30) days until the investi‐ gation investigation is completed. The time limits identified in this section are not grievable. B. Following the completion of the employer’s formal disciplinary investigation where for‐ mal formal discipline (demotion, suspension or termination) is being recommended, the appro‐ priate appropriate authority will shall prepare a Written Notice of Recommended Disciplinary action to be served on the employee in person or by registered mail. A copy will be sent to the UnionUnion and Labor Relations Unit. No Written Notice of Recommended Disciplinary action will shall be required for informal dis‐ cipline discipline (counseling, oral and written reprimands). C. For matters of formal discipline (demotion, suspension, or termination), the appropriate level of authority for preparing such recommended discipline will shall be the General Man‐ agerAppointing Authority or designee in consultation with the Labor Relations Unit. For all informal disciplinary matters (counseling, oral and written reprimands), the appropriate level of authority for preparing such recommended discipline shall be the applicable managermanager in consultation with the Labor Relations Unit. D. The Written Notice of Recommended Disciplinary action will shall state the specific grounds and facts upon which the action is based and will be provided to the employee, Union, and the UnionLabor Relations Unit. E. Copies of any known materials, reports, or other documents upon which the intended action is based will shall be served with the Written Notice of Recommended Disciplinary ac‐ tion action to the employee, and copies will shall be provided to the UnionUnion and the Labor Relations Unit. F. Employee will shall be accorded the right to respond in writing to the Written Notice of Rec‐ ommended Recommended Disciplinary action, and any such written response shall be served by em‐ ployee employee within fifteen (15) working days from the District’s service of the Written Notice of Recommended Disciplinary action. A copy of any such written response will be pro‐ vided provided to the Union should they not originate from the Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen

Pre-disciplinary Procedures. A. An employee who will be investigated for possible misconduct by management will the Labor Relations Unit shall be notified by management within fifteen (15) working days of the start of the formal disci‐ plinary disciplinary investigation by the DistrictLabor Relations Unit. Management will shall make every effort to complete the investigation within sixty (60) days. If the investigation will take longer to complete, man‐ agement will management shall update the employee and the Union every thirty (30) days until the investi‐ gation investigation is completed. The time limits identified in this section are not grievable. B. Following the completion of the employer’s formal disciplinary investigation where for‐ mal formal discipline (demotion, suspension suspension, or termination) is being recommended, the appro‐ priate appropriate authority will shall prepare a Written Notice of Recommended Disciplinary action to be served on the employee in person or by registered mail. A copy will be sent to the UnionUnion and Labor Relations Unit. No Written Notice of Recommended Disciplinary action will shall be required for informal dis‐ cipline discipline (counseling, oral and written reprimands). C. For matters of formal discipline (demotion, suspension, or termination), the appropriate level of authority for preparing such recommended discipline will shall be the General Man‐ agerAppointing Authority or designee in consultation with the Labor Relations Unit. For all informal disciplinary matters (counseling, oral and written reprimands), the appropriate level of authority for preparing such recommended discipline shall be the applicable managermanager in consultation with the Labor Relations Unit. D. The Written Notice of Recommended Disciplinary action will shall state the specific grounds and facts upon which the action is based and will be provided to the employee, Union, and the UnionLabor Relations Unit. E. Copies of any known materials, reports, or other documents upon which the intended action is based will shall be served with the Written Notice of Recommended Disciplinary ac‐ tion action to the employee, and copies will shall be provided to the UnionUnion and the Labor Relations Unit. F. Employee will shall be accorded the right to respond in writing to the Written Notice of Rec‐ ommended Recommended Disciplinary action, and any such written response shall be served by em‐ ployee employee within fifteen (15) working days from the District’s service of the Written Notice of Recommended Disciplinary action. A copy of any such written response will be pro‐ vided provided to the Union should they not originate from the Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen

Pre-disciplinary Procedures. A. An employee who will be investigated for possible misconduct by management will the Labor Relations Unit shall be notified by management within fifteen (15) working days of the start of the formal disci‐ plinary disciplinary investigation by the DistrictLabor Relations Unit. Management will shall make every effort to complete the investigation within sixty (60) days. If the investigation will take longer to complete, man‐ agement will management shall update the employee and the Union every thirty (30) days until the investi‐ gation investigation is completed. The time limits identified in this section are not grievable. B. Following the completion of the employer’s formal disciplinary investigation where for‐ mal formal discipline (demotion, suspension or termination) is being recommended, the appro‐ priate appropriate authority will shall prepare a Written Notice of Recommended Disciplinary action to be served on the employee in person or by registered mail. A copy will be sent to the UnionUnion and Labor Relations Unit. No Written Notice of Recommended Disciplinary action will shall be required for informal dis‐ cipline discipline (counseling, oral and written reprimands, and 30/60/90 performance process). C. For matters of formal discipline (demotion, suspension, or termination), the appropriate level of authority for preparing such recommended discipline will shall be the General Man‐ agerAppointing Authority or designee in consultation with the Labor Relations Unit. For all informal disciplinary matters (counseling, oral and written reprimands, and 30/60/90 performance process), the appropriate level of authority for preparing such recommended discipline shall be the applicable managermanager in consultation with the Labor Relations Unit. D. The Written Notice of Recommended Disciplinary action will shall state the specific grounds and facts upon which the action is based and will be provided to the employee, Union, and the UnionLabor Relations Unit. E. Copies of any known materials, reports, or other documents upon which the intended action is based will shall be served with the Written Notice of Recommended Disciplinary ac‐ tion action to the employee, and copies will shall be provided to the UnionUnion and the Labor Relations Unit. F. Employee will shall be accorded the right to respond in writing to the Written Notice of Rec‐ ommended Recommended Disciplinary action, and any such written response shall be served by em‐ ployee employee within fifteen (15) working days from the District’s service of the Written Notice of Recommended Disciplinary action. A copy of any such written response will be pro‐ vided provided to the Union should they not originate from the Union. G. For matters of formal discipline, (suspension, demotion, termination), within fifteen