1994 057 Ordinance - Laserfiche WebLink

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Section 18.2. (cont.) B. Progressive discipline shall take into account the nature of the violation, the employee's record of discipline and the employee's record of performance and conduct. C. Whenever the Employer and/or his designee determines that there may be cause for an employee to be disciplined (suspended, reduced, or discharged, a pre-disciplinary conference will be scheduled to give the employee the opportunity to offer an explanation of the alleged conduct. The affected employee(s) may elect to have a representative of the F.O.P. present at any such pre-disciplinary conference. The pre-disciplinary conference procedure shall be conducted with the following rules: 1. The employee shall be provided with a written notice advising him of the nature of the charges and the date, time, and location of the hearing. Such notice shall be given to the employee at least forty-eight (48) hours prior to the time of the hearing. The employee shall be allowed representation, the cost of which shall be borne by the employee. 2. The hearing shall be conducted before a neutral administrator, selected by the Employer, who is not involved in any of the events giving rise to the offense. 3. Within three (3) calendar days after the hearing, the administrator shall provide the employee a written statement affirming or disaffirming the charges based on the relative strength of the evidence given at the hearing by the employee and the Employer. Section 18.3. Following the conference, any employee receiving an order of suspension or dismissal may appeal such order through the grievance procedure, starting at step two within five (5) working days of receipt of the decision. Section 18.4. Prior to the sCheduled time of the conference, the employee may waive his right to such a conference by signing the "Waiver of Pre- Disciplinary Conference form. An employee who waives his right to such a, conference may not grieve the imposition of discipline in the matter in which the conference was scheduled. Section 18.5. The Employer agrees all disciplinary procedures shall be carried out in private and in private and in a business like manner. Section 18.6. Records of disciplinary actin shall cease to have force and effort or be considered in future discipline matter under the following time frames: 1. Oral and written reprimands 12 months 2. Suspensions of less than 3 days 18 months 3. Suspensions of 3 days or more 24 months 10