Would you summarize? As indicated above, respondent's records are a valuable source of information in a discipline or discharge charge. The official who is responsible for the discharge or disciplinary action should also be questioned about the justification for charging party's discharge or discipline. The following information should be sought from the respondent when it is relevant to the allegation in the charge.

(1)       The name and position of the person who recommended charging party's discharge or discipline;

(2)       The specific reason(s) why charging party was discharged or disciplined including the date, time of the discharge or disciplinary action, names of all persons involved, and each specific act for which the charging party was discharged or disciplined, as well as all witnesses to every event which led to the discharge or discipline;

(3)       The explanation that charging party gave for the conduct which gave rise to the discharge or discipline;

(4)       The reason(s) that this explanation was not accepted;

(5)       The name, address, phone number, race, sex, and date of hire of the person who was hired to replace charging party;

(6)       Whether respondent has written rules and regulations which govern an employee's duties and conduct.  (If yes, obtain a copy of any such rules and regulations and indicate the provisions relied upon to justify the discharge or disciplinary action.);

(7)       If no written rules and regulations are established, the respondent's policies with respect to the type of conduct involved in the discharge or disciplinary action of the charging party;

(8)       How the rules and regulations or policies specified in questions 6 and 7 above are communicated to employees;

(9)       Whether the rules and regulations or policies specified in questions 6 and 7 were communicated to the charging party, and if so, when and how;

(10)     Whether respondent adhered to the rules and regulations or policies specified in questions 6 and 7 in processing charging party's discharge or disciplinary action, and if not, why not;

(11)     Whether the respondent utilizes written reprimands or warnings, and if so, under what circumstances they are used;

(12)     Whether the respondent utilizes oral reprimands or warnings, and if so, under what circumstances they are given and who makes such warnings;

(13)     Whether any warnings or reprimands were made to the charging party, and if so, the date, person present, and the circumstances under which such warnings were made, and whether any records of such warning are kept;

(14)     Whether charging party was discharged or disciplined during a probationary period;

(15)     If one reason for the discharge or disciplinary action was absenteeism or tardiness, obtain a copy of charging party's attendance and sick day record;

(16)     The name, title, and telephone number of the respondent official who reviews all discharges or disciplinary actions before they become final;

(17)     Whether the person named in question 16 above reviewed this case;

(18)     Whether charging party ever complained of receiving discriminatory treatment on the job;

(19)     If the answer to the above is yes, the nature of the complaint, date(s) of complaint, and what was done, if anything, pursuant to the complaint; and

(20)     How many employees during the last two (2) years, have been given penalties of less than discharge, including warnings prior to discharge, for the type of conduct which gave rise to the discharge of charging party, with the name, address, phone number, race, sex, date of hire, date of discharge, and the circumstances for each.