Laserfiche WebLink
Agreement between Mayfie[d Village and F.O.P. Lodge 57 <br />ARTICLE 18 <br />CORRECTIVE ACTION <br />Section 18.1. No employee shall be reduced in pay or position, suspended or removed except for <br />just cause. Further, no form of disciplinary action will be taken against any employee except for just <br />cause. <br />Section 18.2. <br />A. Discipline will be applied in a corrective, progressive and uniform matter. <br />B. Progressive discipline shall take into account the nature of the violation, the <br />employee's record of discipline and the employee's record of performance and <br />conduct. C. Whenever the Employer and/or his designee determines that there may be cause for <br />an employee to be disciplined (suspended, reduced in rank, or discharged), a pre- <br />disciplinary conference will be scheduled to give the employee the opportunity to <br />offer an explanation of the alleged conduct. The affected employee(s) may elect to <br />have a representative of the F.O.P. present at any such pre-disciplinary conference. <br />The pre-disciplinary conference procedure shall be conducted with the following <br />rules: <br />1. The employee shall be provided with a written notice advising him of the <br />nature of the charges and the date, time, and location of the hearing. Such <br />notice shall be given to the employee at least forty-eight (48) hours prior to <br />the time of the hearing. The employee shall be allowed representation, the <br />cost of which shall be borne by the employee. <br />2. The hearing shall be conducted before a neutral administrator, selected by <br />the Employer, who is not involved in any of the events giving rise to the <br />offense. <br />3. Within three (3) calendar days after the hearing, the administrator shall <br />provide the employee a written statement affirming or disaffirming the <br />charges based on the relative strength of the evidence given at the hearing by <br />the employee and the Employer. <br />Section 18.3. Following the conference, any employee receiving an order of suspension or <br />dismissal inay appeal such order through the grievance procedure, starting at step two within five <br />(5) working days of receipt of the decision. <br />6/1/2006 Page 11 of 36