Common use of Employee's Response Clause in Contracts

Employee's Response. An employee's opportunity to response respond to the designated management representative is not intended to be an adversary adversarial hearing. However, the employee may present witnesses in support of his opposition to the proposed demotion, suspension, or discharge. The limited nature of this response does not obviate management's authority to initiate further investigation of the employee's version of the facts raised doubts as to the accuracy of the supervisor's information leading to the proposed discipline. The employee may be accompanied and represented by a person of his choice during this procedure.

Employee's Response. An employee's opportunity to response respond to the designated management representative is not intended to be an adversary adversarial hearing. However, the employee may present witnesses in support of his his/her opposition to the proposed demotion, suspension, reduction in compensation, or discharge. The limited nature of this response does not obviate management's authority to initiate further investigation of the employee's version of the facts raised doubts as to the accuracy of the supervisor's information leading to the proposed discipline. The employee may be accompanied and represented by a person of his choice during this procedure. The limited nature of this response does not prevent management's representative from initiating further investigation if the employee's version of the facts raises doubts as to the accuracy of the supervisor's information leading to the proposed discipline.

Employee's Response. An employee's opportunity to response respond to the designated management representative is not intended to be an adversary adversarial hearing. However, the employee may present witnesses in support of his his/her opposition to the proposed theproposed demotion, suspension, reduction in compensation, or discharge. The limited nature of this response does not obviate management's authority to initiate further investigation of the employee's version of the facts raised doubts as to the accuracy of the supervisor's information leading to the proposed discipline. The employee may be accompanied and represented by a person of his choice during this procedure. The limited nature of this response does not prevent management's representative from initiating further investigation if the employee's version of the facts raises doubts as to the accuracy of the supervisor's information leading to the proposed discipline.