2017 016 Ordinance - Laserfiche WebLink

Home Browse Search

Collective Bargaini~:gAgreement between Mayfield Village a~:d the I.A.F.F. Loca12619 ARTICLE 11 ~VORIC RIJI,ES Section 11.1 The Union recognizes that the Employer has the right to promulgate work rules, regulations, policies and procedures, to regulate the personal conduct of employees, and the conduct of the Employer's services and programs. 'This function shall be exercised in a manner consistent with the terms of this Agreement subject to the rights of the employees and/or the Union to process grievances by this Agreement. . Section 11.2. Whenever feasible, as deternuned by the Employer, at least forty-eight (48) hours advance written notification will be given of the implementation of any new or revised work rule, regulation, policy or procedure which affects members of the bargaining unit. The employer shall post a copy of the new or revised work rule, etc., and will forward a copy to the President of the Union. ARTICLE 12 CORRECTIVE ACTION Section 12.1. No employee shall be reduced in pay or position, suspended or removed except for just cause. Further, no form of disciplinary action will be taken against any employee except for just cause. Section 12.2. Discipline will be applied in a corrective, progressive and uniform manner. 2. 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: 3. Whenever the Employer or its designee determines that there may be cause for an employee to be disciplined (suspended, reduced or discharged), apre-disciplinary conference will be scheduled to give the employee the opportunity to offer an, explanation of the alleged conduct. The pre-disciplinary conference procedure shall follow the following steps: A. The employee shall be provided with a written notice advising him/her of the nature of the charges and the date, time and location of the hearing. The employee shall be allowed representation, the cost of which shall be borne by the employee. B. 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. 6