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A Collective Bargaining Agreement between Mayfield Village and the I.A. F. F. Local 2619 Section 12.2. 1. 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), a pre -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. C. Within five (5) 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. D. The affected employee(s) may elect to have a representative of the Union present at any such pre -disciplinary conference. 4. The Employer may engage in remedial counseling with an employee for allegations of improper conduct or rules violations. Said counseling may be in oral or written form, but shall not be considered a form of discipline nor shall it constitute a step in the application of corrective action. Section 12.3. Following the conference, any employee receiving an order of suspension or dismissal may appeal such order at Step 3 of the grievance procedure within five (5) calendar days of receipt of the decision. Section 12.4. Prior to the scheduled time of the conference, the employee may waive his/her 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 12.5. The Employer agrees all disciplinary procedures shall be carried out in private and in a business -like manner. However, testimony given at any disciplinary meeting and/or hearing does not violate this provision. 7