2009-2013 Winnebago Agreement: AFSCME Circuit Clerk Local 473

Section 8.4 Disciplinary Meeting Procedure
1. Presentation of Statement: At the disciplinary meeting, the Employer shall
furnish the employee and the Union representative with a clear and concise
statement of the reasons for the proposed disciplinary action.
2. Rebuttal: The employee shall have the opportunity to rebut or explain the
conduct resulting in the imposition of discipline.
3. Decision. Following the rebuttal, the Employer shall decide whether to modify
or uphold the proposed disciplinary action and inform the employee (and
the Union, if a Union representative was present at the meeting) of its decision.
Such decision may occur after the end of the disciplinary meeting.
Section 8.5 Administration of Discipline
Following its decision, the Employer may administer discipline at the disciplinary
meeting, or no later than ten (10) business days following the completion of the disciplinary
meeting, or within the period remaining on the period of suspension, if the employee
has been suspended without pay pursuant to Section 8.2. In the event
disciplinary action is taken against an employee, the Employer shall promptly furnish
the employee, in writing, with a statement of the reasons therefor. Each employee furnished
with a notice of disciplinary action shall sign it to acknowledge receipt.
Section 8.6 Compensation for Disciplinary Meeting Attendance
All time spent by the employee in disciplinary meetings, whether during or outside
the employee's normal work hours, is considered hours worked for purposes of calculating
compensation unless the employee is terminated.
Section 8.7 Removal of Discipline
Upon the written request of an employee to the Employer, record of a particular
disciplinary action will be removed if the following length of time has passed from the
date of the last imposition of said disciplinary action:
1. Twelve (12) months, in the case of written notice of an oral reprimand;
2. Eighteen (18) months, in the case of a written reprimand; and
3. Twenty-four (24) months, in the case of a suspension other than a suspension
for violation of Section 24.9, "Drug Testing".
Section 8.8 Polygraphs
No employee shall be required to take a polygraph examination as a condition of
retaining employment with the Employer, nor shall he/she be subject to discipline for
the refusal to take a polygraph. Should an employee choose to take a polygraph examination,
both parties agree to abide by the applicable laws concerning the use and
admissibility of polygraphs and their results.
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