2024-069 Resolution - Laserfiche WebLink

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(4 6) . (Move to 17.05 below) Upon receiving the notice, 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; 3. Elect in writing to waive the opportunity to have a disciplinary heavieg conference. Failure to elect and pursue one of these three options will be deemed a waiver of the employee's right to a disciplinary hearing eea€erenee. 14.94 19.04. Predisciolinary Conference/Procedure/R'itnesses. At the disciplinary heaving conference, the Chief of Police or his designee, will ask the employee or his representative to respond to the allegations of misconduct which were outlined to the employee. At -the -heaving The employee may present any testimony, 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 heaving conference. It is the employee's responsibility to notify his witnesses that he desires their attendance at the heaving conference. The employee and his Union representative as well as the Employer will be permitted to confront and cross examine witnesses. i7.06 19.05. Predisciplinary Report/Recommendation/Disciplinary Timeline. 4'Ae 9e pleyee and his union Forpommative as well as ske rsmP185.9f, will be pamiged se SHH48ft! and efess enem. oisnesses. (Relocated above) Following the conference, a written report will be prepared by the Chief of Police, or his designee, concluding whether or not the alleged misconduct occurred. A copy of the Chiefs report will be provided to the employee within five (5) calendar days following its preparation. Any disciplinary action to be administered most be issued within forty- five (45) ealeadev days of the date of the hearing report being issued by the Chief of Policeldesignee. 14.96 19.06 Disciplinary Action/Appeals. Disciplinary action involving a loss in pay may be appealed only through the Grievance and Arbitration Procedure. Disciplinary action involving a loss in pay or termination may be grieved immediately at Step 3 of the grievance procedure, but must be grieved within five (5) days of receipt of the discipline received from the Employer. Within thirty (30) calendar days from the date of the final answer on a grievance from Step 3, the FOP shall notify the Employer, in writing, of its intent to seek arbitration. Disciplinary actions not involving a loss in pay may be appealed through the grievance procedure beginning at Step 2, but are not eligible for arbitration. W.0; 19.07. Administrative Leave/Felony Indictment. Any employee under indictment or arrested for a felony shall be placed on leave of absence without pay until resolution of the court proceedings. An employee may use accrued vacation, holiday, or personal time during the leave. An employee found guilty of a felony by the trial court may be discharged and such action is non - appealable. Unless the Employer seeks disciplinary action based on the employee's violation of 24 4688-1562-5157, v. 3