2008-81 AUTHORIZING CONTRACT PAY AND BENEFITS - AFSCME LOCAL 268, GENERAL SERVICE EMPLOYEES

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tion or any previously certified position classification provided that the employee can perform the work without additional training. A person who elects to bump to a position classification with a lower pay grade or range in lieu of being furloughed will receive the rate of pay for that position classification. Section 4. If any position vacated by a reduction in force is filled, the last person fur- loughed or reduced to a lower position classification or range shall be the first person restored in such position. ARTICLE 11 DISCIPLINE AND DISCHARGE Section 1. Upon just cause connected with or reflecting upon the public service, a bar- gaining unit employee may be administratively disciplined by an oral reprimand, a written repri- mand, suspension or discharge. A copy of such shall be forwarded to the Chief Steward. Oral reprimands older than one (1) year will not be used against an employee for disciplinary pur- poses. (a) The Union and the Employer agree that discipline shall be issued no later than ten (10) days following the verification of the completion of the Employer's investigation of the inci- dent giving cause for the discipline. By mutual written agreement the parties may extend the ten (10) day limit an additional ten (10) days. Section 2. Reprimand shall be done in such manner as not to embarrass the employee before other employees or the public. Section 3. Suspensions and discharges from the classified service shall be in accor- dance with the rules of the Civil Service Commission and the State Law with regard to Civil Ser- vice for Cities, except as provided by Article 20 hereof. Section 4. (a) Prior to the imposition of any suspension subject to the grievance and ar- bitration procedures established by this agreement, the Department Director and a supervisor or designee shall meet with the employee sought to be suspended an� a union representative. Such meeting shall be limited to informing the employee of the nature di the charges resulting in the suspension and an opportunity for the employee to address, explain or refute the charges. No witnesses or other extraneous evidence will be permitted at such meeting. Said meeting may be postponed by the employee, but only due to the unavailability of a union representative and not beyond the end of the second business day following that or� which the meeting was originally scheduled; if at that time the employee is still unwilling to meet without a union repre- sentative, the suspension may be imposed without the necessity for such meeting. (b) The meeting otherwise required by the provisions hereof m'ay be waived by concur- rence of the Department Director, the employee and the Union. Section 5. (a) In the event an employee's Commercial Driv�r's License (CDL) is re- voked, suspended or canceled for any reason other than a positive confirmatory test for drugs or alcohol, the employee will have up to 30 days in which to regain the CDL. An employee will be reassigned to a non-driving position or a position not requiring a CDL during the 30 day pe- riod. Any approved reassignment will be to the next lower pay step in the salary range of the temporarily reassigned position. 23