Mspb Application Case

In the case of suspensions of more than fourteen (14) days, or of discharge, any employee shall, unless otherwise provided herein, be entitled to an advance written notice of the charges against him/her and shall remain either on the job or on the clock at the option of the Employer for a period of thirty (30) days. Thereafter, the employee shall remain on the rolls (non pay status) until disposition of the case has been had either by settlement with the Union or through exhaustion of the grievance arbitration procedure. A preference eligible who chooses to appeal a suspension of more than fourteen (14) days or his/her discharge to the Merit Systems Protection Board (MSPB) rather than through the grievance-arbitration procedure shall remain on the rolls (non-pay status) until disposition of the case has been had either by settlement or through exhaustion of his/her MSPB appeal. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the Employer is not required to give the employee the Article 16.3 80 full thirty (30) days advance written notice in a discharge action, but shall give such lesser number of days advance written notice as under the circumstances is …show more content…
CCA Employee Responsibilities. CCA employees are expected to maintain their assigned schedule and must make every effort to avoid unscheduled absences. In addition, CCA employees must provide acceptable evidence for absences when required.
I made every effort to avoid having any unscheduled absences, and I did not have an unscheduled absences. Unfortunately, even with every effort possible I had two emergencies occurred. These two legal matters required I had to appear in person and resulted in my late arrival. I attempted to inform the supervisor before my start of duties, but they were not responsive on the station phone