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(1) When formal disciplinary action is necessary, just cause, due process, and documentation, or other evidence of the facts are required.

(2) Management may determine the appropriateness of using progressive discipline on a case-by-case basis.

(3) In each formal disciplinary action, management shall give the employee a written notification that includes, but is not limited to:

(a) the just cause or reason for the disciplinary action;

(b) the disciplinary action to be taken, including the dates, times, and duration where applicable;

(c) the improvements or corrections expected, if applicable; and

(d) the consequences of the employee's failure to make the required improvement or correction, if applicable.

(4) Management shall offer the employee the opportunity to review the notice of formal disciplinary action and to acknowledge its receipt by signing and dating the notice. The employee's signature does not necessarily mean the employee agrees with the disciplinary action. If the employee refuses to sign the notice, management shall make note of that fact.

(5) Management shall offer the employee the opportunity to respond to the notice of formal disciplinary action either orally or in writing.

History: 2-18-102, MCA; IMP, 2-18-102, MCA; NEW, 1984 MAR p. 958, Eff. 6/29/84; AMD, 2006 MAR p. 2565, Eff. 10/27/06.

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