AG 2009 09 21 - Laserfiche WebLink

Home Browse Search

disciplinary action and a brief sununar•y of the information that supports it. The employee shall have a right to respond to the written notice of proposed action in the conference. e3. After the end of the conference, the management representative responsible for the final decision on the proposed action should review and reflect on the information provided in the conference, and renders a decision no sooner than the next day and uo later than 3--five working days. If the management representative determines that a disciplinary action is justified, he/she shall present the employee with a letter notifying the employee of the action. However, the management representative may elect to defer the action, reconsider the entire issue, or initiate a disciplinary action less severe than recommended. If, following deferral or reconsideration, the decision is to take the proposed action, then no fiu•ther conference is required. 4. The employee must be given written notice of any disciplinary action. The management representative responsible for the final decisia-r, e-AeNttt~•Eet+t~yget-#'e depatttr3et}t; shall issue the written notice to . , •'tten-net-ice-t3x~st- include specific reasons for the action and the employee's right of appeal. (b) Apre-discipline conference shall not be held under the following circumstances: I. When having a conference would be inconsistent with Section 3 ofthis Article where there. is immediate suspension for cause related to personal conduct in order to avoid undue disruption at work, to protect the safety of persons or property, or tier other serious reasons. 2. When the employee is physically unable to attend a conference. 3. When the employee waives the conference either through expressed intent or implied actions. 4. When to conduct a conference would otherwise not be practical. (c} When a conference is not held as set forth under (b) above, the management representative responsible for the final decision on the proposed action should review and reflect on all information av<rilable, and render a decision no sooner than the clay following the decision not to conduct the conference and no later than five \VOI'king CI1yS Isom the decision not to conduct the conference is made. If the management representative determines that a disciplinary action is justified, he or she shall present the employee with a IeUer notifying the employee of the action. I-lowever, the management representative may elect to refer the action, reconsider the entire issue, or initiate a disciplinary action Icss severe than reconunended. The employee must be given written notice of any disciplinary action. 'I•he management representative responsible for the final decision shall issue the written notice to include specific reasons for the action and the employee's right of appeal. Section 6. )Cnu>'lovee Anneal Any emplo}~ee wishing to appeal a disciplinary action may present the matter in accordance with the provisions of tl-e grievance procedure or adverse action appeal prescribed in Article VIiI ofthis ordinance. fie~e-t~ie•T~~~;;is#~tEe+~rerrt ,A~-regtr~tr•-ftiti-tier}e-e+n}~leyee-~rfl~e-rests--~fle-In-geed-sta+j~lirrg-er•-~~e-i~se}~a • et~et~-itt farce-irta~ie-re+trstatec#-w-iNi++retre-{-}-}jar-e#~tl~e-date-e~sef~rratie•., ..:~,~1;-~-~;}~ta~-}-o~tHe-~epa+t+ttertt-4reaf# ~cI-{} ley~ee-wh~ ~.~,,~-o:Tt~r,f4eE#-act+~~e~#u~ty`~itkr-tl-te-A++tjed--lie ~,t~ates; Nee-Rttlilte--I~IealN~et~iee-er•-with-rt-I~ese~~-estn~nent-ef~t#e-A~rn°,, °~..~°~ ..:~r',° R .,led rt"'it~Stflte+iietlt-ft~~tS-@E~tNtil@n~Ftt'ttte~i~~~Ehflf3t°.• ,t~r-*~-orn~ , ., .. n~ cnQ n.. ~~y~'~'~; 45 Attachment number 3 Page 173 of 362 F-5