Disciplinary Hearing. In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.
Disciplinary Hearing. The disciplinary hearing is a discussion between the Faculty member and the Board regarding the allegation(s), investigation, and potential discipline. Such hearing shall occur prior to the decision to implement discipline. The hearing shall provide the Faculty member with an opportunity to respond to the allegation(s), investigation, and to be informed of the sanction(s) under consideration. The Faculty member may present additional evidence, including potential witnesses; request clarification of the disciplinary process and/or the allegation(s); and present any evidence or information which may mitigate any potential disciplinary sanction(s). A Faculty member who elects not to attend such meeting shall forfeit his/her procedural right to respond to the charges; however, it shall not waive the Faculty member’s right to grieve any decision to discipline the Faculty member.
Disciplinary Hearing. If after the pre-disciplinary meeting the administrator determines that progressive discipline is warranted, a disciplinary hearing shall be held. The teacher shall be informed before the progressive discipline hearing of the progressive discipline step on which he/she is being placed.
Disciplinary Hearing. Schedule a formal disciplinary hearing based upon the extent of the evidence and the seriousness of the alleged transgression.
Disciplinary Hearing. If UPSEU disagrees with the disciplinary action, the Union may appeal the matter, in writing, to the Town Supervisor. The appeal must be submitted, in writing, within fourteen calendar days from receiving the Notice of Discipline. Failure to submit the appeal within said fourteen calendar days shall make the matter ineligible for future appeal under this procedure or any other procedure and the case will be deemed to be closed. Within fourteen calendar days after receiving the appeal, the Town Supervisor, or designee, will meet with the disciplined employee and the designated representative(s) of UPSEU. Within fourteen calendar days after the meeting, the Town Supervisor, or designee, will issue a written response to the appeal, which will be mailed to the UPSEU representative.
Disciplinary Hearing. The Hearing Officer shall not be in the employee’s immediate chain of command. The hearing date, time, and location will be scheduled by the hearing officer. The employee and the Union shall receive reasonable advance written notice of no less than seven (7) calendar days. The notice shall include a copy of the investigative file including all materials on which the District relies. The Union may request additional relevant material prior to the pre-disciplinary hearing and the District shall provide that information at least three (3) working days before the pre-disciplinary hearing. In the event that the District is unable to timely provide the requested documentation, the hearing shall be continued until three (3) working days after the materials are provided. If the District is unable to provide the requested documentation, it must advise the Union of the reasons that the materials are not available. At the hearing, the employee shall be entitled to attend, to be represented by the Union, to submit testimony and evidence, and to examine and cross examine witnesses. The Hearing Officer will have full authority to affirm, modify, or rescind the discharge. The Hearing Officer’s decision shall be in writing. The employee may appeal the Hearing Officer’s decision by filing a grievance. Discharge grievances shall be expedited.
Disciplinary Hearing. D. If the employee files the demand and denial, the disciplinary hearing shall be conducted pursuant to paragraph D.1 or D.2
Disciplinary Hearing. All Disciplinary Hearings shall be held before a Hearing Officer mutually selected by the parties of this Agreement. If mutual selection attempts prove unsuccessful, the parties shall request the California State Mediation and Conciliation Service to provide a list of seven (7) arbitrators from which the parties shall strike alternately until one (1) name remains, with the first strike determined by the flip of a coin. The remaining name shall be the Hearing Officer. The cost of the Hearing Officer shall be borne equally by the District and the CSEA. The hearing procedures shall be in conformance with law. Upon completion of the hearing, the Hearing Officer shall prepare the Findings of Fact and Conclusions of Law that constitute the results of the hearing, and form the basis for the decision of the Board of Education. If the Board of Education does not accept a Hearing Officer’s recommendation, that is favorable to the employee, the District will pay the cost of the Hearing Officer. The decision of the Board of Education shall be final.
Disciplinary Hearing. If the Union or the employee disagrees with the proposed disciplinary action or penalty, the union or the employee may grieve the action and penalty in accordance with the grievance procedure set forth in section B (“Grievance procedure”) of this Article.
Disciplinary Hearing. A. Within a reasonable period of time after the employee has been sent out of the plant, a disciplinary hearing shall be conducted by the Manager of Labor Relations, or their representative, at a designated office. At this disciplinary hearing, the employee shall have the right to be present, their Committeeperson shall have the right to represent them, and both parties shall be allowed to bring in witnesses in order to ascertain all the facts and circumstances of the case. The Chairperson may, if they request, participate in the disciplinary hearing.
