Common use of Due Process Meetings Clause in Contracts

Due Process Meetings. A. Prior to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived their right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence they deem pertinent. The employee may submit their 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 appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if they deem the follow-up is 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 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. ‌ A. Prior to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived their his or her right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence they deem he/she deems pertinent. The employee may submit their 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 appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if they deem he/she deems the follow-up is 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 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. A. Prior to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived their his or her right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence they deem he/she deems pertinent. The employee may submit their 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 appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if they deem he/she deems the follow-up is 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 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. A. Prior to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived his or her their right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence he/she they deem deems pertinent. The employee may submit his or her their evidence verbally or in writing. The session shall be tape-tape- recorded. The employee may also record the session or request a copy of the tape made by the appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if he/she they deem deems the follow-up is 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 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. A. Prior ‌ X. Xxxxx to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived their right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence they deem pertinent. The employee may submit their 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 appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if they deem the follow-up is 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 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. A. Prior ‌ X. Xxxxx to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived their right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence they deem pertinent. The employee may submit their evidence verbally or in writing. The session shall be tape-tape- recorded. The employee may also record the session or request a copy of the tape made by the appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if they deem the follow-up is 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 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. A. Prior to the final decision, the accused employee will be provided with a copy of all the charges in the investigation and furnished a copy of the completed investigative file. 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 above, unless an extension has been granted or the employee has waived their his or her right to this due process meeting. The accused employee will be afforded the opportunity to present any mitigating evidence they deem he/she deems pertinent. The employee may submit their 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 appointing authority. A representative of the Association and counsel may represent the employee at the conference, provided that only one (1) representative 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 the OPS for follow-up investigation if they deem he/she deems the follow-up is 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 OPS.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.