Disciplinary and Adverse Actions
Section 1--Statement of Purpose and Policy
The parties agree that the objective of discipline is to correct and improve employee behavior so as to promote the efficiency of the service. The parties agree to the concept of progressive discipline designed primarily to correct and improve employee behavior. Bargaining unit employees will be the subject of disciplinary or adverse action only for just cause.
Section 2--Definition of "Day"
For the purpose of this article, the word "day" means calendar day unless otherwise specified.
Section 3--Counseling and Warnings
Normally, discipline will be preceded by counseling and assistance including oral warnings which are informal in nature and are not recorded.
Counseling and warnings will be conducted privately and in such a manner so as to avoid embarrassment of the employee.
An official reprimand is a written disciplinary action which specifies the reasons for the action. The reprimand will specify that the employee may be subject to more severe disciplinary action upon any further offense and that a copy of the reprimand will be made a part of both the SF-7B Extension File and the Official Personnel Folder for up to 1 year.
If a discussion is to be held when a reprimand is given, the supervisor will advise the employee of his/her right to Union representation prior to the start of the discussion. The letter of reprimand will inform the employee that he/she has the right to file a grievance on the reprimand under the negotiated grievance procedure, and the right to Union representation.
Section 5--Short-Term Suspensions
A. An employee against whom a suspension for 14 days or less is proposed is entitled to:
l. An advance written notice of fifteen (15) calendar days stating the specific reasons for the proposed action;