2020-152 Resolution - Laserfiche WebLink

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3. Suspension without pay (at the option of the employee, and with the concurrence ol'the Employer, accrued vacation or holiday time may be forfeited equal to the length ofthe suspension. Record of suspension will be maintained.) 4. Reduction in pay or rank 5. Discharge. 17.01 (A) Records of disciplinary action shall have no lorce and effect nor shall thev be considered for any subsequent disciplinary charges in accordance with the following schedule providing there are no subsequent disciplinary actions during the time periods except for attendance related matters which shall not toll the time limits for matters of discipline not related to attendance related matters: 1. Written/verbal v,arnim, — 12 months 2. Written reprimands — 18 months 3. Suspension of live da}'s or less — 36 months 4. Suspensions of six days or more — 48 months 17.02 Whenever the Employer determines that an employee may be disciplined for just cause that could result in suspension. reduction, or termination. a disciplinary hearim, will be scheduled With the Chief of Police, within thirty (30) calendar days from the presentation to the Chie1'of Police of the written investigation report. findings and recommendations of the investigation. The purpose of the hearing is to give the employee an opportunity to offer explanation of the alleged misconduct. Prior to the hearing the employee shall be given vvritten specifications of the charges. At the hearing the employee shall be represented b, his/her FOP/OLE anion representative, unless the Employee chooses otherwise in writing.: to the union. No employee union representative may represent an employee at a disciplinary hearing v,ithout written approval of the staffrepresentative assigned to the bargaining unit. Notification shall be made by the Employer, Chief of Police or his designee vy'ithin a reasonable amount of time. 17.03 Any disciplinary action to be administered must be issued vvithin tort, -five (45) calendar days of the date of the hearing. The employee may choose to: I . Appear at the hearing to present oral or written statements in his delense 2. Appear at the hearing and have an emplo}ee or non-employee represcrntative of the FOP present oral or written statements in his defense. 3. Elect in writing to waive the opportunity to have a disciplinary hearing. Failure to elect and pursue one of these three options will he deemed a waiver of the employee's right to a disciplinary hearing. 17.04 At the disciplinary hearing, the Chiefof Police or his designee, will ask the employee or his representative to respond to the allegations of misconduct which NNere outlined to the employee. At the hearing. the employee may present any testimom, witnesses, or documents which he feels may be germane to the charges. The employee shall provide the name of his representative, if any, to the Employer as far in advance as possible. but no later than eight (8) hours prior to the hearing. It is the employee"s responsibility to notify his witnesses that he desires their attendance at the hearing. 17