Hearing Sessions and Panel Findings Sample Clauses

Hearing Sessions and Panel Findings. The panel shall make a good faith effort to hold full day hearing sessions, five days per week. The University shall offer appropriate released time to Employees serving on the panel. A hearing on a proposed sanction shall not exceed 10 days unless extended by a majority vote of the panel. Extension will be for no more than an additional five days and the University President and the UPI Chapter President will be notified of the extension and the reasons within one Day of the decision. If the panel concludes that the University has met its burden of proof for a sanction and that the proposed sanction is appropriate, it shall so report, with supporting reasons, to the University President. If the panel reaches an alternate conclusion, it shall report its conclusion to the University President, with supporting reasons, and with recommendations for disposing of the matter. The panel will submit a written summary of their reasons including their recommendations to the University President and UPI Chapter President within 15 days of the last meeting.
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Hearing Sessions and Panel Findings. The panel shall make a good faith effort to hold full day hearing sessions, five days per week. The Board shall offer appropriate release time to Employees serving on the panel. A termination hearing shall not exceed in the aggregate a period of 20 days unless extended by a majority vote of the hearing panel. The panel has a right to request of both the University and the Employee identifiable documents related to the written charges. The findings and recommendations of the hearing panel shall be reduced to writing and served on the Employee, the UPI Chapter President, and the University President within 20 days after the conclusion of the hearing. If the hearing panel concludes that Adequate Xxxxx has not been established by the evidence in the record, it shall so report to the UPI Chapter President and the University President. If the University President rejects the report, she/he shall state in writing the reasons for doing so to the hearing panel, the UPI Chapter President, and the Employee and provide 15 days for delivery of a written response. If the hearing panel concludes that Adequate Cause for dismissal has been established, it shall so recommend in writing, with supporting reasons to the UPI Chapter President and the University President. If the hearing panel concludes that Adequate Cause for a sanction less than dismissal has been established, it shall so recommend in writing, with supporting reasons, to the UPI Chapter President and the University President.
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Related to Hearing Sessions and Panel Findings

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  • Mutual Discussions The Employer and the Union acknowledge the mutual benefits to be derived from dialogue between the parties and are prepared to discuss matters of common interest.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

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