Formal Hearing. If after the informal hearing, the University President or designee determines that charges are warranted, he or she shall call for the creation of a Hearing Board of six members.
Formal Hearing. All formal disciplinary hearings shall be held before a hearing officer mutually selected and agreed to by the parties. The hearing shall be closed unless at the time the hearing is requested by the employee a written request for an open hearing is submitted to the District. The hearing officer shall set the time and place of the hearing. The costs of the compensation to the hearing officer and the reimbursement of the hearing officer's travel and subsistence expenses, as well as the cost of a hearing room, shall be equally shared by the employee and the District.
Formal Hearing. If after the informal meeting, the Xxxxxxx or designee determines that termination due to poor performance should be considered, he or she shall call for the creation of a Hearing Board.
Formal Hearing. (1) A formal hearing will be conducted at the aggrieved employee’s location by a Chief Officer/Senior Director or his/her designee, provided, however, that such designee (i) shall not conduct formal hearings at the location to which he or she is assigned and (ii) does not have a rank below Director, at a time mutually acceptable to the Chief Officer/Senior Director or his/her designee and Union Staff Officer. The Union will be represented at the hearing by two Section Officers and one or more Staff Officers of the Union. Formal hearings shall be held on a weekly basis, if necessary, at the employee’s location at a time mutually acceptable to the Chief Officer/Senior Director or his or her designee and Union Staff Officer. Formal hearings shall be held no earlier than three (3) working days and no later than ten (10) working days following receipt of the request for a formal hearing. If the Union Staff Officer postpones the scheduled hearing or is unavailable to schedule one within the prescribed time, the Authority may notify the Union President or his designee, who will schedule a meeting no later than five (5) working days after such notification.
(2) At the formal hearing in all disciplinary cases, the representative of the Authority who preferred charges will present the evidence upon which the Authority relies to support its position in the matter and the Union will present the evidence upon which it relies to support its position. Authority witnesses must be present and subject to cross examination by the Union. If a witness is not available to attend the hearing, the Director, Deputy Director or Assistant Director and a Union representative will arrange for a joint interview to be conducted by the Director, Deputy Director or Assistant Director and a Union representative at a mutually convenient date, time and place. The information and any documentation received at the joint interview may be considered in determining the results of the hearing. Where a witness fails to appear, the Authority shall not be permitted to introduce reports containing statements by such a witness in support of the disciplinary action, unless such an arrangement is jointly agreed. The employee will have an opportunity to address the Chief Officer/Senior Director or his/her designee and to answer questions. In cases involving public complaints, if the public complainant fails to either testify or provide a joint interview, no disciplinary action will be taken. However, the ...
Formal Hearing. The hearings shall be with a transcript and the normal formalities attendant upon a formal arbitration. The arbitrator’s written opinion, decision and remedies shall be issued as soon as possible after receipt of the transcript and briefs if they are filed.
Formal Hearing. If any party involved does not agree with the findings or recommended corrective action contained in the written report or if the Administrative Director believes extraordinary circumstances are demonstrated in the report, within five business days after receiving the report the Administrative Director shall take appropriate action, including appointment of a hearing officer to conduct a formal hearing on the matter.
Formal Hearing. 17.3.1 The hearing shall be held within a reasonable period of time but not less than ten (10) calendar days after the filing of a request for hearing.
17.3.2 If the employee does not request a hearing by the set date, disciplinary action may be taken in the employee’s absence.
17.3.3 The employee may be represented at the hearing by a representative of his or her choice. If the representative or any witnesses required are employees of the District, they shall be released from duty to testify or represent with no loss of pay or benefits.
17.3.4 All formal hearings shall be conducted before the Board of Education pursuant to procedures established in Board Policy and Administrative Regulation. The Board’s determination of the sufficiency of cause for disciplinary action shall be conclusive.
Formal Hearing. A. The hearing shall be held within a reasonable period of time but not less than ten (10) calendar days after the filing of a request for hearing.
B. If the worker does not request a hearing by the set date, disciplinary action may be taken in the worker's absence.
C. The worker may be represented at the hearing by a representative of his or her choice. If the representative or any witnesses required are workers of the District, they shall be released from duty to testify or represent with no loss of pay or benefits.
D. All formal hearings shall be conducted by an independent hearing officer pursuant to procedures established in the Board Policy and Administrative Regulation. The independent hearing officer shall be mutually agreed upon by parties from a list provided by California Mediation and Conciliation Services. Any decisions rendered by the hearing officer shall be advisory to the Board of Education. The Board of Education may adopt or modify the decision of the hearing officer as it deems appropriate. The hearing shall be conducted in closed session unless the unit member requests a public hearing. The Board or its designee may deliberate in the absence of the unit member and the District administration. The Board or designee may have its attorney, if any, present during deliberations. (2016) At such hearing, the unit member shall be entitled to appear personally and to be represented by a person of his/her choice to introduce relevant evidence on his/her behalf, to cross-examine witnesses, and to challenge evidence presented by the District. (2016) The Governing Board’s determination of the sufficiency of the cause for disciplinary action shall be conclusive. (2016)
Formal Hearing. If the affected faculty member chooses to have a hearing, the faculty member shall be entitled to one (1) formal contested case hearing pursuant to Chapter 34.05 RCW, as currently enacted or hereafter amended, before the Dismissal Review Committee (DRC). The formal hearing will be concluded within sixty (60) calendar days after written notice of the RIF has been issued to the affected faculty member.
Formal Hearing. 1. Whenever any employee is required to appear before the Board or Superintendent in a formal disciplinary hearing concerning any matter which could adversely affect the continuation of the employee in their office, position or employment, or the salary or any increment pertaining thereto, then the employee shall be given written notice of the reasons for such meeting or interview.
2. The employee shall be notified by the Superintendent that the employee has the right to be accompanied by an OEA representative.
