Common use of Due Process Notice and Meeting Clause in Contracts

Due Process Notice and Meeting. In any discipline resulting in termination, suspension, or reduction of pay, before the imposition of such discipline, employees shall receive: A. A statement of improper conduct, inadequate performance, or other cause for discipline engaged in by the employee; and B. A statement that suspension, reduction in pay or dismissal is being considered as a possible sanction to the stated improper conduct, inadequate performance or other cause; and C. A statement of the time within which the employee may choose to respond to the statement of cause and statement of discipline under consideration. An employee who has been notified that suspension, reduction in pay, demotion or dismissal is under consideration must be given this notice at least two (2) full working days prior to the date of the due process meeting to respond to the statements in the notice including providing mitigating evidence. The xxxxxxx may request an extension that will not exceed three (3) additional full working days. The County and the Union may, by mutual agreement, extend the time to respond past the two (2) or five (5) days. An employee may then be suspended, reduced in pay or dismissed if: (1) The employee has responded to the statements in the notice that suspension, reduction in pay or dismissal is under consideration and the employee's response has been received and reviewed by the appointing power; or (2) The employee has not responded to the statements in the notice within the time stated in the notice that suspension, reduction in pay or dismissal is under consideration. Suspension, reduction in pay or dismissal shall be by written notice to the local president, the ONA representative and the employee. Suspension, reduction in pay or dismissal may be effective upon delivery of notice of discipline to the employee or upon any stated time thereafter. The department management shall consult with the County counsel and human resources prior to the imposition of a suspension, reduction in pay or dismissal.

Due Process Notice and Meeting. In any discipline resulting in termination, suspension, or reduction of pay, before the imposition of such discipline, employees shall receive: A. A statement of improper conduct, inadequate performance, or other cause for discipline engaged in by the employee; and B. A statement that suspension, reduction in pay or dismissal is being considered as a possible sanction to the stated improper conduct, inadequate performance or other cause; and C. A statement of the time within which the employee may choose to respond to the statement of cause and statement of discipline under consideration. An employee who has been notified that suspension, reduction in pay, demotion or dismissal is under consideration must be given this notice at least two (2) full working days prior to the date of the due process meeting to respond to the statements in the notice including providing mitigating evidence. The xxxxxxx may request an extension that will not exceed three (3) additional full working days. The County and the Union Association may, by mutual agreement, extend the time to respond past the two (2) or five (5) days. An employee may then be suspended, reduced in pay or dismissed if: (1) The employee has responded to the statements in the notice that suspension, reduction in pay or dismissal is under consideration and the employee's response has been received and reviewed by the appointing power; or (2) The employee has not responded to the statements in the notice within the time stated in the notice that suspension, reduction in pay or dismissal is under consideration. Suspension, reduction in pay or dismissal shall be by written notice to the local president, the ONA representative and the employee. Suspension, reduction in pay or dismissal may be effective upon delivery of notice of discipline to the employee or upon any stated time thereafter. The department management shall consult with the County counsel and human resources prior to the imposition of a suspension, reduction in pay or dismissal.

Due Process Notice and Meeting. In any discipline resulting in termination, suspension, or reduction of pay, before the imposition of such discipline, employees shall receive: A. A statement of improper conduct, inadequate performance, or other cause for discipline engaged in by the employee; and B. A statement that suspension, reduction in pay or dismissal is being considered as a possible sanction to the stated improper conduct, inadequate performance or other cause; and C. A statement of the time within which the employee may choose to respond to the statement of cause and statement of discipline under consideration. An employee who has been notified that suspension, reduction in pay, demotion or dismissal is under consideration must be given this notice at least two (2) full working days prior to the date of the due process meeting to respond to the statements in the notice including providing mitigating evidence. The xxxxxxx may request an extension that will not exceed three (3) additional full working days. The County and the Union Association may, by mutual agreement, extend the time to respond past the two (2) or five (5) days. An employee may then be suspended, reduced in pay or dismissed if: (1) The employee has responded to the statements in the notice that suspension, reduction in pay or dismissal is under consideration and the employee's response has been received and reviewed by the appointing power; or (2) The employee has not responded to the statements in the notice within the time stated in the notice that suspension, reduction in pay or dismissal is under consideration. Suspension, reduction in pay or dismissal shall be by written notice to the local president, the ONA representative and the employee. Suspension, reduction in pay or dismissal may be effective upon delivery of notice of discipline to the employee or upon any stated time thereafter. The department management shall consult with the County counsel and human resources prior to the imposition of a suspension, reduction in pay or dismissal.

Due Process Notice and Meeting. In any discipline resulting in terminationtermination dismissal, suspension, or reduction of pay, before the imposition of such discipline, employees shall receive: A. A statement of improper conduct, inadequate performance, or other cause for discipline engaged in by the employee; and B. A statement that suspension, reduction in pay or dismissal is being considered as a possible sanction to the stated improper conduct, inadequate performance or other cause; and C. A statement of the time within which the employee may choose to respond to the statement of cause and statement of discipline under consideration. An employee who has been notified that suspension, reduction in pay, demotion or dismissal is under consideration must be given this notice at least two (2) full working days prior to the date of the due process meeting to respond to the statements in the notice including providing mitigating evidence. The xxxxxxx may request an extension that will not exceed three (3) additional full working days. The County and the Union Association may, by mutual agreement, extend the time to respond past the two (2) or five (5) days. An employee may then be suspended, reduced in pay or dismissed if: (1) The employee has responded to the statements in the notice that suspension, reduction in pay or dismissal is under consideration and the employee's response has been received and reviewed by the appointing power; or (2) The employee has not responded to the statements in the notice within the time stated in the notice that suspension, reduction in pay or dismissal is under consideration. Suspension, reduction in pay or dismissal shall be by written notice to the local presidentpresident bargaining unit chairperson, the ONA representative and the employee. Suspension, reduction in pay or dismissal may be effective upon delivery of notice of discipline to the employee or upon any stated time thereafter. The department management shall consult with the County counsel and human resources prior to the imposition of a suspension, reduction in pay or dismissal.