Sec­tion 1.  Dis­ci­pline and Dis­charge.  The par­ties rec­og­nize the prin­ci­ples of pro­gres­sive and cor­rec­tive dis­ci­pline.  Dis­ci­pli­nary action or mea­sures shall include only the following:

(A) Oral reprimand

(B) Writ­ten reprimand

(C) Demotion

(D) Sus­pen­sion (notice to be giv­en in writing)

(E) Discharge

Dis­ci­pli­nary action may be imposed upon an offi­cer only for just cause.  Any dis­ci­pli­nary action or mea­sure imposed upon an offi­cer shall be processed as a griev­ance through the reg­u­lar griev­ance pro­ce­dure.  If the Employ­er has rea­son to rep­ri­mand an offi­cer, it shall be done in a man­ner that will not embar­rass an offi­cer before the oth­er persons.

Sec­tion 2.  Lim­i­ta­tion.  The Employer’s agree­ment to use pro­gres­sive and cor­rec­tive dis­ci­pli­nary action does not pro­hib­it the Employ­er in any case from impos­ing dis­ci­pline, which is com­men­su­rate with the sever­i­ty of the offense.  The Employ­er shall noti­fy both the offi­cer andUnion of dis­ci­pli­nary action.  Such noti­fi­ca­tion shall be in writ­ing and shall reflect the spe­cif­ic nature of the offense.

Sec­tion 3.  Pre-dis­­­ci­­pli­­nary Meet­ing.  For dis­ci­pline oth­er than oral and writ­ten rep­ri­mands, simul­ta­ne­ous­ly with noti­fy­ing the offi­cer of the con­tem­plat­ed dis­ci­pline to be imposed, the Employ­er shall noti­fy the local Union of the meet­ing and then shall meet with the offi­cer involved and inform the offi­cer of the rea­son for such con­tem­plat­ed dis­ci­pline, includ­ing any names of wit­ness­es and copies of per­ti­nent doc­u­ments.  The offi­cer shall be informed of his con­tract rights to Union atten­dance, if request­ed by the offi­cer, and the offi­cer and Union Rep shall be giv­en the oppor­tu­ni­ty to rebut or clar­i­fy the rea­sons for such dis­ci­pline and fur­ther pro­vid­ed that a Union Rep shall be avail­able with­in twen­­ty-four (24) hours of noti­fi­ca­tion.  If the offi­cer does not request Union rep­re­sen­ta­tion, a Union rep­re­sen­ta­tive shall nev­er­the­less be enti­tled to be present as a non-active par­tic­i­pant at any and all such meetings.

Sec­tion 4.  Inves­ti­ga­to­ry Inter­views.  Where the Employ­er desires to con­duct an inves­ti­ga­to­ry inter­view of an offi­cer where the results of the inter­view might result in dis­ci­pline, the Employ­er agrees to first inform the offi­cer that the offi­cer has a right to Union rep­re­sen­ta­tion at such inter­view.  If the offi­cer desires such Union rep­re­sen­ta­tion, no inter­view shall take place with­out the pres­ence of a Union rep­re­sen­ta­tive.  The role of the Union rep­re­sen­ta­tive is lim­it­ed to assist­ing the offi­cer, clar­i­fy­ing the facts and sug­gest­ing oth­er offi­cers who may have knowl­edge of the facts.

Sec­tion 5.  Mer­it Com­mis­sion.  The Employ­er and the­Union agree that the pro­vi­sions of this Agree­ment relat­ing to dis­ci­pline, dis­charge, griev­ance pro­ce­dures and arbi­tra­tion shall be exclu­sive to sim­i­lar pro­ce­dures hereto­fore avail­able under the Sheriff’s Mer­it Com­mis­sion.  Pro­vid­ed, how­ev­er, that noth­ing here­in shall infringe on the func­tion of the Sheriff’s Mer­it Com­mis­sion in test­ing appli­cants for new posi­tions or pro­mo­tions and cre­at­ing eli­gi­bil­i­ty lists for any such posi­tions from which the Sher­iff shall fill any such positions.