Common use of Due Process Meetings Clause in Contracts

Due Process Meetings. ‌ X. Xxxxx to the final determination, the accused employee will be provided with a copy of the completed investigative file and will be notified of the contemplated discipline. B. The employee will have a minimum of ten (10) working days for a major complaint or seven (7) working days for a moderate or minor complaint to review the case. This period may be extended if the employee has legitimate justification for an extension. C. The employee may choose to accept the proposed discipline. If the employee does not accept the discipline, a conference shall be conducted following the period described in Subsection 20.2 B above, unless an extension has been granted or the employee has waived his or her right to this due process meeting. Reasonable extensions shall be granted but there shall be no undue delays between receipt of the contemplated discipline and the scheduling of the conference. The accused employee will be afforded the opportunity to present any mitigating evidence he/she deems pertinent. The employee may submit his or her evidence verbally or in writing. The session shall be tape-recorded. The employee may also record the session or request a copy of the tape made by the employee's appointing authority. The employee may be represented at the conference by his/her attorney and Association representatives, the total not to exceed three (3) people for the employee; provided, however, that only one (1) representative of the employee may speak on behalf of the employee unless requested to do so by the Employer. D. The appointing authority may submit questions arising from the conference to OPS for follow-up investigation if he/she deems necessary. E. When making the final decision regarding discipline, the appointing authority will evaluate the mitigating evidence presented by the employee and may consult again with the Commander of OPS. F. The accused employee will be notified by OPS of the final determination and the employee and the Association will be provided with a copy of all the charges.

Due Process Meetings. ‌ X. Xxxxx A. Prior to the final determination, the accused employee will be provided with a copy of the completed investigative file and will be notified of the contemplated discipline. B. The employee will have a minimum of ten (10) working days for a major complaint or seven (7) working days for a moderate or minor complaint to review the case. This period may be extended if the employee has legitimate justification for an extension. C. The employee may choose to accept the proposed discipline. If the employee does not accept the discipline, a conference shall be conducted following the period described in Subsection 20.2 B above, unless an extension has been granted or the employee has waived his or her right to this due process meeting. Reasonable extensions shall be granted but there shall be no undue delays between receipt of the contemplated discipline and the scheduling of the conference. The accused employee will be afforded the opportunity to present any mitigating evidence he/she deems pertinent. The employee may submit his or her evidence verbally or in writing. The session shall be tape-recorded. The employee may also record the session or request a copy of the tape made by the employee's appointing authority. The employee may be represented at the conference by his/her attorney and Association representatives, the total not to exceed three (3) people for the employee; provided, however, that only one (1) representative of the employee may speak on behalf of the employee unless requested to do so by the Employer. D. The appointing authority may submit questions arising from the conference to OPS for follow-up investigation if he/she deems necessary. E. When making the final decision regarding discipline, the appointing authority will evaluate the mitigating evidence presented by the employee and may consult again with the Commander of OPS. F. The accused employee will be notified by OPS of the final determination and the employee and the Association will be provided with a copy of all the charges.

Due Process Meetings. ‌ X. Xxxxx to the final determination, the accused employee will be provided with a copy of the completed investigative file and will be notified of the contemplated discipline. B. The employee will have a minimum of ten (10) working days for a major complaint or seven (7) working days for a moderate or minor complaint to review the case. This period may be extended if the employee has legitimate justification for an extension. C. The employee may choose to accept the proposed discipline. If the employee does not accept the discipline, a conference shall be conducted following the period described in Subsection 20.2 B above, unless an extension has been granted or the employee has waived his or her right to this due process meeting. Reasonable extensions shall be granted but there shall be no undue delays between receipt of the contemplated discipline and the scheduling of the conference. The accused employee will be afforded the opportunity to present any mitigating evidence he/she deems pertinent. The employee may submit his or her evidence verbally or in writing. The session shall be tape-recorded. The employee may also record the session or request a copy of the tape made by the employee's appointing authority. The employee may be represented at the conference by his/her attorney and Association representatives, the total not to exceed three (3) people for the employee; provided, however, that only one (1) representative of the employee may speak on behalf of the employee unless requested to do so by the Employer. D. The appointing authority may submit questions arising from the conference to OPS for follow-up investigation if he/she deems necessary. E. When making the final decision regarding discipline, the appointing authority will evaluate the mitigating evidence presented by the employee and may consult again with the Commander of OPS. F. The accused employee will be notified by OPS of the final determination and the employee and the Association will be provided with a copy of all the charges.

Due Process Meetings. ‌ X. Xxxxx A. Prior to the final determination, the accused employee will be provided with a copy of the completed investigative file and will be notified of the contemplated discipline. B. The employee will have a minimum of ten (10) working days for a major complaint or seven (7) working days for a moderate or minor complaint to review the case. This period may be extended if the employee has legitimate justification for an extension. C. The employee may choose to accept the proposed discipline. If the employee does not accept the discipline, a conference shall be conducted following the period described in Subsection 20.2 B above, unless an extension has been granted or the employee has waived his or her right to this due process meeting. Reasonable extensions shall be granted but there shall be no undue delays between receipt of the contemplated discipline and the scheduling of the conference. The accused employee will be afforded the opportunity to present any mitigating evidence he/she deems pertinent. The employee may submit his or her evidence verbally or in writing. The session shall be tape-recorded. The employee may also record the session or request a copy of the tape made by the employee's appointing authority. The employee may be represented at the conference by his/her attorney and Association representatives, the total not to exceed three (3) people for the employee; provided, however, that only one (1) representative of the employee may speak on behalf of the employee unless requested to do so by the Employer. D. The appointing authority may submit questions arising from the conference to OPS for follow-up investigation if he/she deems necessary. E. When making the final decision regarding discipline, the appointing authority will evaluate the mitigating evidence presented by the employee and may consult again with the Commander of OPS. F. The accused employee will be notified by OPS of the final determination and the employee and the Association will be provided with a copy of all the charges.