Common use of Serious Violations Clause in Contracts

Serious Violations. A serious violation is any violation which may result in suspension, reduction, or dismissal. A formal charge of misconduct shall be in written form and shall clearly state the violation allegedly committed by the employee. When an employee is charged with a serious violation, he shall be given, prior to any administrative conference or hearing and within a reasonable time period, a written copy of the charges detailing and specifying the allegations and advising him of his right to be represented by the FOP representative at any pre-disciplinary administrative conference. A copy of the completed internal affairs report will be likewise be made available upon request to the employee at the time of notification of the charges. Serious violations resulting in a suspension or reduction may be considered for progressive disciplinary action for up to 60 months after their issuance. Pre-disciplinary hearings/conferences shall be held either during an employee's scheduled working hours or at a time in reasonable proximity to his/her shifts. Once served with a notice of an administrative conference or hearing, the employee must choose one of the following: (1) appear at the hearing/conference and present an oral or written statement in his/her defense; (2) appear at the hearing/conference and have a chosen representative present an oral or written statement in his/her defense; or (3) elect in writing to waive his/her opportunity to have a disciplinary hearing/conference. Failure of the employee to elect and pursue one (1) of these three (3) options will be deemed a waiver of the employee’s right to the disciplinary hearing/conference. The employee may present any testimony, witness, or documents which explain whether or not the alleged misconduct occurred at the disciplinary conference. Formal disciplinary hearing/conferences shall be tape recorded by the hearing officer. A copy of the recording shall, at the request of the charged employee, be provided to the employee within forty-eight (48) hours of the close of the hearing. The employee may also record the hearing. All meeting or hearings provided for in this Section may be recorded by the charged employee.

Serious Violations. A serious violation is any violation which may result in suspension, reduction, or dismissal. A formal charge of misconduct shall be in written form and shall clearly state the violation allegedly committed by the employee. When an employee is charged with a serious violationmisconduct which may result in suspension, reduction, or dismissal, he shall be given, prior to any administrative conference or hearing and within a reasonable time period, a written copy of the charges detailing and specifying the allegations and advising him of his right to be represented by the FOP representative at any pre-disciplinary administrative conference. A copy of the completed internal affairs report will be likewise be made available upon request to the employee at the time of notification of the charges. Serious violations resulting in a suspension or reduction may be considered for progressive disciplinary action for up to 60 months after their issuance. Pre-disciplinary hearings/conferences shall be held either during an employee's scheduled working hours or at a time in reasonable proximity to his/her shifts. Once served with a notice of an administrative conference or hearing, the employee must choose one of the following: (1) appear at the hearing/conference and present an oral or written statement in his/her defense; (2) appear at the hearing/conference and have a chosen representative present an oral or written statement in his/her defense; or (3) elect in writing to waive his/her opportunity to have a disciplinary hearing/conference. Failure of the employee to elect and pursue one (1) of these three (3) options will be deemed a waiver of the employee’s right to the disciplinary hearing/conference. The employee may present any testimony, witness, or documents which explain whether or not the alleged misconduct occurred at the disciplinary conference. Formal disciplinary hearing/conferences shall be tape recorded by the hearing officer. A copy of the recording shall, at the request of the charged employee, be provided to the employee within forty-eight (48) hours of the close of the hearing. The employee may also record the hearing. All meeting or hearings provided for in this Section may be recorded by the charged employee.

Serious Violations. A serious violation is any violation which may result in suspension, reduction, or dismissal. A formal charge of misconduct shall be in written form and shall clearly state the violation allegedly committed by the employeeEmployee. When an employee Employee is charged with a serious violationmisconduct which may result in suspension, reduction, or dismissal, he shall be given, prior to any administrative conference or hearing and within a reasonable time period, a written copy of the charges detailing and specifying the allegations and advising him of his right to be represented by the FOP F.O.P. Employee representative at any pre-disciplinary administrative conferenceappearance before an investigator or investigative body. A copy of the completed internal affairs report will be likewise be made available upon request to the employee at the time of notification of the charges. Serious violations resulting in a suspension or reduction may be considered for progressive disciplinary action for up to 60 months after their issuance. Pre-disciplinary hearings/conferences shall be held either during an employee's scheduled working hours or at a time in reasonable proximity to his/her shifts. Once served with a notice of an administrative conference or hearing, the employee must choose one of the following: (1) appear at the hearing/conference and present an oral or written statement in his/her defense; (2) appear at the hearing/conference and have a chosen representative present an oral or written statement in his/her defense; or (3) elect in writing to waive his/her opportunity to have a disciplinary hearing/conference. Failure of the employee to elect and pursue one (1) of these three (3) options will be deemed a waiver of the employee’s right to the disciplinary hearing/conference. The employee may present any testimony, witness, or documents which explain whether or not the alleged misconduct occurred at the disciplinary conference. Formal disciplinary hearing/conferences shall be tape recorded by the hearing officer. A copy of the recording shall, at the request of the charged employee, be provided to the employee within forty-eight (48) hours of the close of the hearing. The employee may also record the hearing. All meeting or hearings provided for in this Section may be recorded by the charged employee.