Formal Meeting. A formal meeting for purposes of this Article is a meeting of full-time faculty members that includes the following procedures:
(A) five days' written notice of the meeting and of the issue to be discussed pursuant to 28.01.03 or 28.04;
(B) a quorum of at least fifty percent of the full-time faculty members in the department, school or faculty;
(C) a formal motion and vote on the substantive issue;
(D) the right of the member who is affected by the substantive issue to speak on his/her own behalf; and,
(E) official minutes which include a list of those present and of the number voting for and against the substantive motion.
Formal Meeting. (i) The employee will be given written notice of a formal meeting.
(ii) The employee will also be provided with written allegations or information forming the basis of any formal charge against the employee.
(iii) If a verbal warning is issued as the result of a formal meeting, it shall not be written. Any notations related to a verbal warning shall be placed in a working file and shall be destroyed no later than one (1) year after the incident.
(iv) Any written reprimand resulting from a formal meeting shall state that the reprimand will be placed in the employee’s personnel file.
(v) Employees retain the right to representation in a formal meeting.
Formal Meeting. Where a supervisor or Cost Centre Manager believes that counselling has not produced the desired improvements in performance, the staff member will be advised in writing as to the areas of performance that are considered unsatisfactory, the nature of the improvement required, the time within such improvement must occur, the date proposed for a review of the specific areas of performance, the availability of any relevant development or other resources to assist the staff member in improving, and the possible consequences, including dismissal, of unsatisfactory performance.
Formal Meeting. A formal meeting must then be arranged within 14 days of receipt of the above statement by the responding party, to attempt to resolve the matter. The terms of any agreed resolution shall be recorded in writing and signed by the parties.
Formal Meeting. Upon receipt of an employee’s written protest, as detailed in Step 1, either party may request a formal grievance meeting. Upon receipt of written notice from either party, representatives of the Employer and representatives of the Union shall meet within one (1) calendar week in order to attempt to settle or resolve the matter. Any request for a formal grievance meeting must be submitted within ten (10) days after receipt of the employee’s written protest. Step 3 - Arbitration. Any matter not settled or resolved in Step 2 may be submitted to arbitration by either party to this Agreement, i.e., the Employer or the Union, provided that written demand for arbitration must be made within forty-five (45) days from the date of occurrence. Failure to comply within the time limits contained in this Paragraph and/or in Steps 1 and 2 shall render the grievance null and void. Any rights possessed by either the Union or the employee with respect to arbitration shall be irrevocably waived.
Formal Meeting. The Employee and the Employer will then meet as soon as possible to resolve the matter. The terms of any agreed resolution or decision may be recorded in writing and signed by the parties.
Formal Meeting. Any formal discussion between one or more representatives of the Agency and one or more employees in the Unit or their representatives concerning any grievance or any personnel policy or practices or other general conditions of employment; or a communication between an employee and supervisor which meets the criteria of 5 U.S.C. §7114(a)(2). Staff meetings where such matters as general work direction, special events, and other similar matters are discussed, but not including changes to general conditions of employment or grievances, are not formal meetings for purposes of this Section.
Formal Meeting. An employee shall have the right to two school days written notice of a formal conference with a supervisor in which a discussion shall be held for failure to comply with regulations, to discharge duties acceptably, or to discuss general work performance concerns that could result in disciplinary action being taken. The employee shall have the right to be accompanied by the UNION President or his / her designee, or by non-UNION counsel of the employee’s choice at the formal conference. The notice of a formal conference shall include the subject to be discussed. Progressive Discipline practices will generally include the following tier of disciplinary actions:
Formal Meeting. 745 (i) The employee will be given written notice of a formal meeting. 746 (ii) The employee will also be provided with written allegations or information 747 forming the basis of any formal charge against the employee. 748 (iii) If a verbal warning is issued as the result of a formal meeting, it shall not be 749 written. Any notations related to a verbal warning shall be placed in a working file 750 and shall be destroyed no later than one (1) year after the incident. 751 (iv) Any written reprimand resulting from a formal meeting shall state that the 752 reprimand will be placed in the employee’s personnel file. 753 (v) Employees retain the right to representation in a formal meeting. 754 755 SECTION 2: ACADEMIC FREEDOM 756 757 A. Definition 758 759 An employee must be free to think and express ideas, free from undue pressure of authority, 760 and free to act within the professional group. Such freedom must be unrestricted except as it 761 conflicts with the basic responsibility to utilize the current District-authorized coursesof 762 study. 763 764 Within the preceding frame of reference, as it pertains to the course to which an employee is 765 assigned, academic freedom is defined as: 766 767 1. The right to teach and learn about controversial issues which have economic, political, 768 scientific, or social significance. 769 770 2. The right to use materials and strategies which are relevant to the levels of ability and 771 maturity of the students and to the purposes of the school system. 772
Formal Meeting a. The employee will be given written notice of the meeting, which states the nature of the meeting and the right to Association or personal representation. When a request for representation is made, no action shall be taken (except under emergency circumstances) until the employee has secured such representation. Such meetings shall not be delayed more than three (3) working days without written agreement.
b. The specific allegations and information forming the basis of any formal charge against the employee shall be provided in writing.
c. Complaints not called to the attention of the employee may not be used as the basis for any disciplinary action against the employee.
d. An employee has the right to face his or her accuser(s).
e. Written reprimands shall state they are being placed in the employee’s personnel file.
f. Verbal warnings shall not be written. Any notations related to a verbal warning shall be destroyed no later than one (1) year after the incident.
