2020-153 Resolution - Laserfiche WebLink

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conduct violates his oath of office. or applicable rules and regulations. I°orms oI'd iscipIinary action are: Written warning,, Written reprimand Suspension without pay (at the option of the employee. and with the concurrence of the Fmployer, accrued vacation or holiday time may be forfeited equal to the length of the suspension. Record of suspension NwiII be maintained.) 4. Reduction in pay or rant: >. Discharge. 17.01 (A) Records of disciplinary action shall have no force and effect nor shall they be considered for any subsequent disciplinary charges in accordance with the folloxving 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 vvarning — 121 months 2. Written reprimands — 18 months 3. Suspension of five days or less — 36 months 4. Suspensions of` six days or more — 48 months 17.02 Whenever the Imployer determines that an employee may be disciplined for just cause that could result in suspension, reduction, or termination, a disciplinary hearing will be scheduled with the Chief of Police, within thirty (30) calendar days from the presentation to the Chief of Police, of the written investigative 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 written specifications of the charges. At the hearing the employee shall be represented by his/her FOP/OLC union representative, unless the employee chooses otherv, ise in writing to the union. No employee union representative may represent an employee at a disciplinary hearing without written approval of the staff representative assigned to the bargaining unit. Notification shall be made by the Employer.. Chief of Police, or his designee within a reasonable amount of time. The employee may choose to: 1. Appear at the hearing to present oral or written statements in his defense 2. Appear at the hearing and have an employee or non-employee representative of the FOP present oral or written statements in his defense. Elect in writing to waive the opportunity to have a disciplinary hearing. Failure to elect and pursue one of these three options will be deemed a waiver ofthe employee's right to a disciplinary hearing. I�