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ARTICLE 14 CORRECTIVE ACTION Reprimands 14.1 An employee may receive from an appropriate administrator an oral and/or written
reprimand. Oral and written reprimands shall be considered corrective action. 14.2 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. 14.3 A written reprimand shall be placed in the official personnel file of the affected
employee and shall be subject to Article 13, Personnel File. The employee shall be
provided with a copy of a written reprimand. 14.4 An employee shall have the right to attach a rebuttal statement to a written reprimand
in his/her official personnel file. Temporary Suspension 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. 14.6 The President shall notify the employee of the immediate effect of a temporary
suspension. 14.7 The President may terminate or extend a temporary suspension and shall so notify the
employee. A temporary suspension shall automatically terminate upon service of formal
notice of disciplinary action or thirty (30) days after its commencement, whichever occurs
first, unless the temporary suspension is extended by the President. Notice of Discipline 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. Refer
to Provision 9.5, "Respond and File" for determination of the date the employee is to use
to calculate the timeline for appealing under the appropriate administrative procedure. 14.9 A permanent employee shall have the right to a Skelly review, either orally or in
writing, consistent with Skelly v. State Personnel Board and any subsequent decisions,
prior to the imposition of formal disciplinary action under Education Code Section 89535
(suspension without pay, involuntary demotion, or dismissal). The employee may be
represented at the hearing by a union representative or one person of the employee's
choosing. |
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