Disciplinary Hearing. If the Union 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.
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. Prior to any Disciplinary Hearing the employee shall be informed in advance in writing the allegations that he/she faces, the time and place of the disciplinary hearing. The employee should also be informed of the range of disciplinary sanctions that may be taken if it is found after the disciplinary hearing that some or all of the allegations are proven against him. The employee concerned should also be informed that he is entitled to be represented at this hearing by a fellow employee, trade union or lawyer at his/her own expense. If any witnesses are going to be heard at the Disciplinary Hearing then the employee should be informed in advance of their names. The Disciplinary Hearing may be conducted by someone other than the designated person who conducted the Investigation. The Person who carries out the Disciplinary Hearing is called the Decision Maker. The Decision Maker may be the Principal or some other person appointed by the Principal. The Principal may at his/her sole discretion appoint an independent third party as the decision maker such as an Independent Consultant or lawyer. The Decision Maker and the employee concerned shall be provided with a copy of the designated person’s findings arising out of the investigation together with all relevant documentation from the investigation such as minutes of interviews and witness statements. The Disciplinary Hearing should commence with the employee concerned being advised in detail of the allegations against him. The employee concerned, through his representative, will be offered the opportunity to question his/her accuser(s). If the employee is not represented he should be afforded the opportunity to question his accuser(s). The employee shall be afforded the opportunity to respond to the allegations and give an explanation The employee shall be afforded the opportunity to make representations himself/herself or through his representative When the hearing is complete the Decision Maker will adjourn to consider his/her decision. The Decision Maker will adjourn the matter for sufficient time to consider all matters. The Hearing will be reconvened and the Decision Maker should inform the employee of his decision i.e. whether the allegations are proven or not. If the Decision Maker decides that the allegations are proven then he will afford the employee concerned and/or his representative the opportunity to make submissions in relation to the appropriate sanction. The Decision Maker will adjourn again ...
Disciplinary Hearing. Schedule a formal disciplinary hearing based upon the extent of the evidence and the seriousness of the alleged transgression.
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. If the administrator determines that progressive discipline is warranted, a disciplinary hearing shall be held, which shall follow any fact gathering meeting. The teacher shall be informed before the discipline hearing of the anticipated step on which he/she is being placed.
1. If the anticipated step is step 1 or 2, the teacher’s immediate supervisor or designee shall hold the disciplinary hearings.
2. If the anticipated step is step 3 or 4, either the Director of Human Resources or the Superintendent shall conduct disciplinary hearings.
3. If the anticipated step is step 5, the Superintendent shall conduct the disciplinary hearing.
4. At least two (2) workdays prior to the disciplinary hearings the teacher will receive written notice of the reasons for the hearing and the right to have up to two (2) B.E.A./OEA representatives of his/her choice at this hearing. If a representative(s) is requested, no disciplinary hearing shall occur unless the representative(s) is present. The parties shall work in good faith to schedule the meeting as soon as possible. The administrator conducting the hearing may invite district representative(s). The Director of Human Resources and Association President, will also receive a copy of the notice. If the teacher does not choose to have B.E.A. or OEA representatives at the disciplinary hearing, one
(1) B.E.A. or OEA observer may attend the meeting. [See Attachment 11]
5. At this hearing the teacher shall have the right to face his/her accuser(s) and rebut the allegations. If the accuser(s) is a student(s), the student’s parents will be permitted to attend the hearing.
6. The failure to present rebuttal testimony or other evidence at a disciplinary hearing shall not be used against the teacher.
7. At the conclusion of this disciplinary hearing, if the administrator issues a verbal reprimand, that administrator shall notify the B.E.
A. President and the Director of Human Resources on the appropriate form (Attachment 10) that a verbal reprimand has been issued. This form shall not be placed in the teacher’s personnel file; instead it will be placed in the administrative working file subject to the restrictions outlined in Section 14- G and Section 28-I. If the administrator issues a discipline other than a verbal reprimand, a copy will be placed in the teacher’s personnel file.
8. Following the conclusion of the hearing, if the District determines that discipline is warranted, the teacher shall be provided with specific written...
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.
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. If the employee files the demand and denial, the disciplinary hearing shall be conducted pursuant to paragraph D.1 or D.2
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.
