Disciplinary Action and Conference. 9.§6.1 Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation or policy, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing prior to the conference of the claimed violation and disciplinary penalty or possible penalty contemplated. Nothing shall prevent the Employer from withholding a penalty determination until after the Disciplinary Conference provided herein has been completed.
Disciplinary Action and Conference. Except as otherwise provided in sections 3B and 4 of this Article, a disciplinary conference shall be held within thirty (30) calendar days of completion of the investigation, and discipline, if any, shall be imposed within thirty (30) calendar days of the disciplinary conference.
Disciplinary Action and Conference. 1. Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation or policy, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing of the claimed violation and disciplinary penalty or possible penalty therefore. Nothing shall prevent the Employer from withholding a penalty determination until after the Disciplinary Conference provided herein has been completed. Whenever it is determined that disciplinary action is appropriate, a Disciplinary Conference shall be held with the employee at which the employee shall be entitled to Union representation. The Representative must be notified and requested by the employee. The Employer shall provide reasonable advance notice of the meeting to the employee. No Disciplinary Conference shall proceed without the presence of a requested Representative. The Representative shall be a UAW work site Xxxxxxx or a UAW Chief Xxxxxxx so that scheduling of the Disciplinary Conference shall not be delayed. The employee shall be informed of the nature of the charges against him/her and the reasons that disciplinary action is intended or contemplated. Except in accordance with Sections C.2., D., and E. of this Article, an employee shall be promptly scheduled for a Disciplinary Conference. Questions by the employee or Representative will be fully and accurately answered at such meeting to the extent possible. Response of the employee, including his/her own explanation of an incident if not previously obtained, or mitigating circumstances, shall be received by the Employer. The employee shall have the right to make a written response to the results of the Disciplinary Conference which shall become a part of the employee's file. The employee shall be given and sign for a copy of the written notice of charges and disciplinary action if determined. Where final disciplinary action has not been determined the notice shall state that disciplinary action is being contemplated. The employee's signature indicates only that the employee has received a copy, shall not indicate that the employee necessarily agrees therewith, and shall so state on the form.
Disciplinary Action and Conference. 1. Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation, policy or charges are in the process of being prepared, a disciplinary conference shall be scheduled and the employee shall be notified in writing of the claimed violation and disciplinary penalty or possible penalty therefore. Nothing shall prevent the Employer from withholding a penalty determination until after the disciplinary conference provided herein has been completed. Whenever it is determined that disciplinary action is appropriate, a disciplinary conference shall be held with the employee at which the employee shall be entitled to Union representation. The Representative must be notified and requested by the employee. Upon request, a supervisor will assist the employee by providing contact information for the Union. The Employer shall provide at least five (5) weekdays advance notice of the meeting to the employee. Disciplinary packets shall be transmitted no less than five (5) week days before the conference. Disciplinary packets shall include consecutively numbered pages, the notice of charges and the facts relied upon by the Employer in determining that disciplinary action is appropriate. The parties agree it is their intent to utilize the following process for transmitting disciplinary packets to the Union no less than five (5) weekdays before the scheduled disciplinary conference consistent with the Memorandum of Understanding dated 2/16/10. The disciplinary packet will be given to the designated Union Representative that handled the investigation, if known. In the event that there is no designated Union Representative for the employee who is the subject of the disciplinary conference or the designated Union Representative is not at the same worksite as the employee, the Employer will email, fax, mail or deliver the disciplinary packet to the Local 6000 office in Lansing. The first weekday after the packet is emailed, faxed or delivered will count as the first of the five
Disciplinary Action and Conference. 4.§5.1 Whenever an employee is accused of, or to be formally charged with a violation of any rules and policies, a Disciplinary Conference shall be scheduled within five (5) regularly scheduled working days of the Investigatory meeting (excluding days the employee is on approved leave). An employee may, however, waive his/her right to attend a Disciplinary Conference by signing a waiver form after being offered or provided Union representation at the investigatory meeting. The employee will be notified in writing prior to the conference of the claimed violation. No Disciplinary Conference shall proceed without the presence of a Union representative unless the employee waives Union representation at the Disciplinary Conference by signing a waiver form. The employee shall be informed of the nature of the accusations or charges and the reasons that disciplinary action is intended or contemplated. The employee shall have a right to respond to any accusations or charges both orally and in writing before a final discipline decision is made.
Disciplinary Action and Conference. 37 1. Whenever an employee is to be formally charged with a violation of any obligation, 38 rule, regulation or policy, or charges are in the process of being prepared, a 39 Disciplinary Conference shall be scheduled and the employee shall be notified in 40 writing forty eight (48) hours prior to the conference of the claimed violation and 41 disciplinary penalty or possible penalty contemplated. Nothing shall prevent the
Disciplinary Action and Conference. 1. Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation or policy, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing of the claimed violation and disciplinary penalty or possible penalty therefore. Nothing shall prevent the Employer from withholding a penalty determination until after the Ddisciplinary Cconference provided herein has been completed. Whenever it is determined that disciplinary action is appropriate, a Ddisciplinary Cconference shall be held with the employee at which the employee shall be entitled to Union representation. The Representative must be notified and requested by the employee. Upon request, a supervisor will assist the employee by providing contact information for the Union. The Employer shall provide at least five (5) weekdays advance notice of the meeting to the employee. Disciplinary packets shall be transmitted no less than five (5) week days before the conference. Disciplinary packets shall include consecutively numbered pages, the notice of charges and the facts relied upon by the Employer in determining that disciplinary action is appropriate. The parties agree it is their intent to utilize the following process for transmitting disciplinary packets to the Union no less than five (5) weekdays before the scheduled disciplinary conference consistent with the Memorandum of Understanding dated 2/16/10. In the event that there is a sSteward at the same worksite as the employee who is the subject of the disciplinary conference, the Employer will give the sSteward the disciplinary packet. In the event that there is no sSteward designated for the employee who is the subject of the disciplinary conference or the sSteward is not at the same worksite as the employee, the Employer will email, fax, mail or deliver the disciplinary packet to the Local 6000 office in Lansing. The first weekday after the packet is emailed, faxed, or delivered will count as the first of the five (5) weekdays. The Employer may also mail the disciplinary packet to the Local 6000 if the document is too lengthy to email or fax. However, an additional three (3) weekdays (to account for mail time) must be added. In all cases, if the sSteward is on leave and not at their worksite, the packet will be provided to the Local 6000 office using the process outlined above. Weekdays, for the purpose of the process, are defined as Monday...
Disciplinary Action and Conference. 2 1. Whenever an employee is to be formally charged with a violation of any 3 obligation, rule, regulation or policy, or charges are in the process of being 4 prepared, a Disciplinary Conference shall be scheduled and the employee shall 5 be notified in writing twenty four (24) hours prior to the conference of the claimed 6 violation and disciplinary penalty or possible penalty contemplated. Nothing shall 7 prevent the Employer from withholding a penalty determination until after the 8 Disciplinary Conference provided herein has been completed. 10 Whenever it is determined that disciplinary action is appropriate, a Disciplinary 11 Conference shall be held with the employee at which the employee shall be 12 entitled to MSEA representation. The Employer agrees to provide a courtesy 13 copy of the notice of disciplinary conference to the MSEA if the contemplated 14 discipline is a suspension of three (3) days or more, or dismissal. The 15 Representative must be notified and requested by the employee. If 16 representation is not desired by the employee, a statement of waiver of 17 representation will be signed by the employee. A copy of the waiver will be 18 forwarded to the MSEA Central Office. No Disciplinary Conference shall proceed 19 without the presence of a requested Representative or the waiver signed by the 20 employee. The Representative shall be a local Xxxxxxx, or an MSEA Staff 21 Representative so that scheduling of the Disciplinary Conference shall not be 22 delayed. The employee shall be informed in writing, of the nature of the charges 23 against him/her and the reasons that disciplinary action is intended or
Disciplinary Action and Conference
