Pre-disciplinary Process. Whenever the District determines that a Bargaining Unit Member may be disciplined for just cause that could result in suspension, or a termination, a pre-disciplinary conference will be scheduled to give the Bargaining Unit Member an opportunity to offer explanations of the alleged misconduct. Prior to the conference, the Bargaining Unit Member shall be given written specifications and the charge(s). The pre-disciplinary conference shall be conducted within thirty
Pre-disciplinary Process. Before any member is suspended or discharged from employment, the member shall have the opportunity to have a pre-disciplinary conference with the Director of Public Safety or designee for the purpose of receiving, from the Authority, the reason for the proposed suspension, or discharge, and to explain to the Authority his/her version of the facts giving rise to the proposed discipline. The Director of Public Safety will provide the bargaining unit member with at least forty-eight (48) hours’ notice in advance of the conference. The notice will contain the date and time of the conference, the charges to be addressed and a summary of the documentation on which the charges are based. The member may have a Lodge representative or attorney at the conference. Reasonable extension of time will be afforded to the Lodge to allow the Lodge Representative or attorney the opportunity to obtain copies of all investigatory records and to adequately prepare for the conference. The Director of Public Safety may make fact witnesses available for the conference. The Director of Public Safety has the sole discretion to include or exclude witnesses. The conference shall be taped in accordance with Section 15.6, above. The member may waive appearance at the pre-disciplinary conference by submitting a written statement to that effect to the Director of Public Safety.
Pre-disciplinary Process. Before imposing a reduction in pay or position, suspension, or discharge, the Director or his designee shall hold a conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to challenge the reason for the intended action or otherwise explain his or her behavior. The employee has the right to be accompanied at the conference by a local union representative and/or a representative from AFSCME Ohio Council 8. The conference will be scheduled as promptly as practical by the Director or his designee. The Director or his designee may impose reasonable rules on the length of the conference and the conduct of the participants. If the Director or his designee determines that the employee's continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, he may suspend the employee for up to three days pending the conference provided for in this section to determine final disciplinary action. If the employee is not disciplined, he/she will be credited all wages, seniority, and accruals for the suspension period.
Pre-disciplinary Process. If NCRFA intends to impose discipline that involves a suspension, demotion, or discharge, it shall first provide notice and an opportunity for the employee to respond as follows:
Pre-disciplinary Process. If the Employer intends to impose discipline that involves a suspension, demotion or discharge, it shall first provide notice and an opportunity for the employee to respond asfollows:
Pre-disciplinary Process. (a) Complaints from tenants of the AUTHORITY or members of the general public alleging that an employee has engaged in conduct prescribed in Section 6.2(a) above, shall be in writing, based on the Complainant's own personal knowledge, and executed under penalty of perjury. Statements from witnesses of the Complainant shall also be in writing, based upon the witnesses' own personal knowledge, and executed under penalty of perjury. Upon receipt of such complaint(s), the Executive Director or his/her designee shall apprise the employee that is the subject of any such complaint(s) of the allegations made against the Employee. The Employee shall then submit a statement of rebuttal which shall also be in writing, based upon the employee's own personal knowledge, and executed under penalty of perjury. Any statements by witnesses of the employee shall also be in writing, based on the witnesses’ own personal knowledge, and executed under penalty of perjury. Following receipt of such statement(s) and following the completion of any additional investigation that the Executive Director deems appropriate, the Executive Director shall schedule a meeting at which the following shall be present: Executive Director The AUTHORITY’s Human Resources representative The AUTHORITY’s legal representative The Business Agent of the UNION The Complainant Witnesses (if any) The Employee that is the subject of the complaint made (“Employee”) No other persons shall be present without the mutual consent of the UNION and the AUTHORITY. Prior to this meeting, the Executive Director or his/her designee shall provide the UNION's Business Agent and the Employee with a copy of the written complaint against the Respondent, all witness statements, and the Employee’s statement. The Business Agent and the Employee shall then be permitted to formulate written questions to be asked at the meeting by the Executive Director of the Complainant, and witnesses (if any), individually outside of the presence of each other. Neither the Employee or the Business Agent shall be permitted to directly confront and question the Complainant, or witnesses (if any), during this meeting. Except for use in this process outlined above, all parties agree to maintain the statements by the Complainant, Employee and any witnesses in strictest confidence.
