Predisciplinary Process. Before imposing a reduction in pay, demotion, suspension or removal, 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 to explain his/her behavior. The employee has the right to be accompanied at the conference by one representative of the employee's own choosing. The conference will be scheduled as promptly as possible by the Director or his designee. The Director or his designee may impose reasonable rules on the length of the conference. If it is determined that the employee's continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, the Employer may suspend the employee without pay for up to three days following a preliminary due process hearing and while pending the conference provided for in this Section to determine final disciplinary action. If in such a situation, the Director determines at the conference that no discipline of the employee is appropriate, the employee shall receive back-pay and benefits for the period of suspension without pay.
Predisciplinary Process. Whenever the Employer determines that an employee may 28 receive disciplinary actions which may lead to a suspension or greater, the Employer shall notify the 29 employee in writing of the charges against the employee, the nature of the discipline being 30 contemplated no less than 48 hours prior to the disciplinary meeting unless an emergency exists.
Predisciplinary Process. Whenever the Employer determines that an employee may be subject to disciplinary action, which could result in loss of pay and/or loss of position, a predisciplinary conference will be scheduled to afford the employee an opportunity to offer an explanation regarding the alleged offense. A notice of the predisciplinary conference shall be provided to the employee and Xxxxxxx at least two (2) work days in advance, along with any available documentation or exhibits that may be referenced or used in the predisciplinary conference. Such documentation or exhibits shall be submitted upon written request of the employee and/or xxxxxxx. The employee shall have the right to have a Union representative and Staff Representative present at the conference if the employee so desires. An employee shall also have the right to Union representation during investigatory interviews where the employee reasonably believes disciplinary action may result. The employee may notify the Union of the interview or meeting.
Predisciplinary Process. Before an employee is suspended, or discharged from employment, the employee shall have the right to have a fair hearing with the Employer or his designee for the purpose of receiving from the Employer the reason for the proposed suspension, or discharge, and to explain to the Employer his version of the facts giving rise to the proposed discipline. The employee may request to have his Union representative in attendance at such hearing.
Predisciplinary Process. Before any employee is suspended or discharged from employment, the employee shall have the right to have a fair hearing with the Employer or his designee for the purpose of receiving from the Employer the reason for the proposed suspension, or discharge and to explain to the Employer his version of the facts giving rise to the proposed discipline. The employee may request to have his Union representative in attendance at such hearing. Any employee who is charged with violating rules and/or regulations of the Sheriff's Office will be provided copies of all transcripts, records, written statements and tapes pertinent to the case. This information will be provided to the employee at least seventy two (72) hours prior to any pre-disciplinary hearing with management.
