Laserfiche WebLink
22.3 <br />22.4 <br />22.5 <br />22.6 <br />2658 - Appraisers Union <br />ln other words, the Employer may implement disciplinary action by way of a written reprimand <br />coupled with a suspension or the Employer may determine misconduct is of such a serious <br />nature as to warrant a different combination of disciplinary actions. <br />The Employer may terminate an employee for just cause. The Employer shall make available the <br />specified charges in writing at least one (1) calendar day prior to the effective date of the action, <br />unless provisions of Article 22.4 are applicable. <br />When the Employer determines that circumstances are such that retention of the employee will <br />likely result in disruption of County programs, damage to or loss of County property or be <br />injurious to the County employee, fellow employees or the services provided by the County, the <br />Employer may terminate or suspend the employee immediately. ln such cases, the specified <br />charges shall be made available to the employee in writing by the County not later than three <br />(3) working days after the action became effective. <br />The Employer may suspend an employee for just cause as specified in this article. An employee <br />may not be suspended for more than 90 working days' <br />tn cases of suspension, unless Article 22.4 is applicable as determined by the Employer, the <br />specified charges and duration, where applicable, of the action shall be made available to the <br />employee in writing by the County at the time the action became or becomes effective. <br />22.7 The time limitations relating to notification of disciplinary action are only for employee <br />notification purposes and shall not affect the validity of disciplinary action taken by the <br />Employer. ln other words, if the County is unable to provide notification in strict adherence to <br />the notification times expressed in subsections hereinabove, said inability shall not affect the <br />validity or effectiveness of any type of disciplinary action against an employee. <br />22.8 Copies of action taken by the Employer shall be forwarded to the Council 2 Staff Representative <br />with the exception of verbal reprimands. Notations of verbal reprimands shall be permitted in <br />the personnel file that bear the employee's signature, to confirm that the employee knows the <br />document is being placed in their file, <br />ZZ3 References to disciplinary actions in personnel file shall remain in the file in accordance with the <br />following provisions: <br />Written reprimand shall remain in the personnel file for a period of 24 months, at which <br />time the employee may request the written reprimand be removed. However, if <br />another written reprimand occurs within that 24-month period, then both written <br />reprimands shall remain in the personnel file for another 24-month period from the <br />date of the last written reprimand, at which time the employee may request removal. <br />Removal of the documents shall be granted upon mutual agreement between the Union <br />and the Employer. <br />lf the disciplinary action is that of a suspension, the written references to the suspension <br />shall remain in the personnel file for a period of 24 months, at which time the employee <br />may request the suspension references be removed. However, removal of suspension <br />references shall not apply to the Personnel Action Form (PAF), which must be retained <br />A <br />B <br />2T