ARTICLE 10
CORRECTIVE ACTION
Reprimands
10.1
An employee may receive from an appropriate administrator an oral and/or
written reprimand. Oral and written reprimands shall be considered corrective
action.
10.2
An employee may request a conference with the administrator who issued
the reprimand to discuss the reprimand. Such a request shall not be
unreasonably denied. The employee may be represented at such a conference
by another employee or a Union Representative. Upon the employee's request,
there shall be a review of the written reprimand at the next level of
supervision.
10.3
A written reprimand shall be placed in the official personnel file
of the affected employee and shall be subject to Article 20, Personnel
File. The employee shall be provided with a copy of a written reprimand.
10.4
An employee shall have the right to attach a rebuttal statement to
a written reprimand in his/her official personnel file.
Temporary Suspension
10.5
The President may temporarily suspend with pay an employee for reasons
related to (a) the safety of persons or property; or (b) the prevention
of the disruption of programs and/or operations, or (c) investigation
for formal notice of disciplinary action.
10.6
The President shall notify the employee of the immediate effect of
a temporary suspension.
10.7
The President may terminate or extend a temporary suspension and shall
so notify the employee. A temporary suspension including any extension
shall automatically terminate upon service of formal notice of disciplinary
action or thirty (30) days after its commencement, whichever occurs
first.
Notice of Discipline
10.8
A notice of disciplinary action shall be served on the employee by
the appropriate administrator in person or by certified mail at the
employee's last known address.
back to CMA INDEX PAGE
|
