Discharge Hearing. Such hearing shall be held before an official of the Company who shall be designated by it for the purpose, and at such hearing such Employee may be represented by one or more members of the Grievance Committee and shall be given a reasonable opportunity to present evidence on his behalf.
Discharge Hearing. In the event an employee is recommended for discharge by the Director of Maintenance and Crafts and, a grievance alleging that the Employer does not have just and good cause for such discharge must be filed in writing with the Director of Maintenance and Crafts within forty- eight (48) hours, in which case a hearing before the Superintendent or his designee shall be held within seven (7) days.
Discharge Hearing. At any such hearing, the facts concerning the case shall be made available to both parties. After such hearing, the Company may conclude whether the discharge shall become final or, dependent upon the facts of the case, that such discharge shall be converted to a suspension or revoked. If the discharge is revoked by the Company, the Company shall reinstate and compensate the Employee affected on the basis of an equitable lump sum payment mutually agreed to by the parties, or, in the absence of agreement, make him whole in the manner set forth in Section 3 below, unless it is agreed by the parties hereto that such Employee shall be disciplined without pay as a condition of such revocation. If the discharge of the Employee is affirmed, the Employee may within five (5) calendar days after such disposition, file a grievance at Step 3 of the procedure for adjustments of grievances set forth in Article 9 hereof. If any such Employee shall not file a grievance within such five (5) day period, his discharge shall become final. The Step 3 decision on all discharge cases shall be made by the Company within five (5) working days from the date of filing of the grievance, if any. Should such decision ultimately proceed through Step 4 and be appealed to arbitration, such arbitrator shall have specific authority to make the discharge final; or in the event of reinstatement of the Employee, he may make him whole for the period of his suspension or discharge, which shall include providing him such earnings, or offset such earnings or other benefits as he may have received other than from the Company, or may reinstate him without compensation for lost time, as the arbitrator may determine from the facts presented. The arbitrator may, where circumstances warrant, modify or eliminate the offset of such earnings or from other amounts.
Discharge Hearing. 13.1 Any dispute with respect to the discharge of a noncompetitive or labor class civil service employee who has achieved permanent status and who is not eligible for a hearing pursuant to Section 75 of the Civil Service Law may be processed in accordance with the procedures contained herein.
Discharge Hearing. Where the Fire requires a hearing under subsection the discharge shall not take effect before the hearing is disposed of.
Discharge Hearing. At any such hearing, the facts concerning the case shall be made available to both parties. After such hearing, the Company may conclude whether the discharge shall become final or, dependent upon the facts of the case, that such discharge shall be converted to a suspension or revoked. The Company agrees that consideration shall be given to the Employee and the Employee’s total work performance If the discharge is revoked by the Company, the Company shall reinstate and compensate the Employee affected on the basis of an equitable lump sum payment mutually agreed to by the parties, or, in the absence of agreement, make him whole in the manner set forth in Section 3 below, unless it is agreed by the parties hereto that such Employee shall be disciplined without pay as a condition of such revocation. If the discharge of the Employee is affirmed, the Employee may within five (5) calendar days after such disposition, file a grievance at Step 3 of the procedure for adjustments of grievances set forth in Article 9 hereof. If any such Employee shall not file a grievance within such five
Discharge Hearing. Any dispute with respect to the discharge of a noncompetitive or labor class civil service employee who has achieved permanent status and who is not eligible for a hearing pursuant to Section 75 of the Civil Service Law may be processed in accordance with the procedures contained herein. Before the Superintendent makes a recommendation to discharge to the Board of Education the affected employee will be provided with an opportunity to have a hearing before the Superintendent. The Superintendent will notify the employee in writing that he is considering terminating his or her services. The employee must request a hearing before the Superintendent within five (5) business days of receipt of the notice from the Superintendent. The employee may be represented at the hearing by a person or persons of his/her choice. The Superintendent will render a decision within fifteen (15) business days after the close of the hearing.
Discharge Hearing. 6.01 When there is a grievance alleging improper discharge or suspension of a seniority employee, the employee’s grievance shall be presented in writing within two (2) working days. The Company will arrange a meeting at Step 3 within two (2) working days after receiving the grievance. The grievor may attend the meeting if the grievor requests to do so.
Discharge Hearing. Any dispute with respect to the discharge of a noncompetitive or labor class civil service employee who has achieved permanent status and who is not eligible for a hearing pursuant to Section 75 of the Civil Service Law may be processed in accordance with the procedures contained herein. Before the Superintendent makes a recommendation to discharge to the Board of Education the affected employee will be provided with an opportunity to have a hearing before the Superintendent. The Superintendent will notify the employee in writing that he is considering terminating his or her services. The employee must request a hearing before the Superintendent within five (5) business days of receipt of the notice from the Superintendent. The employee may be represented at the hearing by a person or persons of his/her choice. The Superintendent will render a decision within fifteen (15) business days after the close of the hearing. The District reserves the right to suspend an employee with or without pay pending a final decision of the Board of Education. The provisions of this article shall not be subject in any way to the Grievance Procedure.
