Informal Hearing. By mutual agreement, an employee against whom disciplinary action is being recommended may meet with the Superintendent or his/her designee prior to written notification of official charges. The employee shall be informed orally of the reasons for disciplinary action and the action to be taken and given an opportunity to respond. The employee may be represented at the hearing by a representative of his/her choice.
Informal Hearing. Before a formal hearing is conducted the University President or designee shall call a meeting with the charging party, the accused Bargaining Unit Faculty Member, and a representative of the AAUP-WSU. The purpose of this meeting shall be to reveal and clarify all related facts in the case and to attempt resolution of the matter through informal discussion. Additional meetings may occur provided the University President or designee and the Bargaining Unit Faculty Member being charged believe that further meetings will serve a useful purpose.
Informal Hearing a. A teacher who believes that a grievable action has been suffered shall first present the grievance informally to the teacher's supervisor.
b. An Association representative may be in attendance at the teacher's informal conference with the teacher's supervisor if requested by the teacher.
Informal Hearing. The hearing shall be without transcript and without formalities normally attendant upon a formal arbitration. In such cases, the arbitrator’s decision and remedies shall be issued at the conclusion of the hearing if such issuance is deemed possible by the arbitrator. Otherwise, the arbitrator’s decision and remedies shall be issued as soon as possible thereafter. In either instance, the arbitrator’s decision and remedies shall be reduced to writing; and, at the arbitrator’s option, may or may not include an opinion.
Informal Hearing. (1) If a company that is the subject of a complaint under paragraph (a) and (b) of this sec- tion believes the opportunity to make known its views, as provided for under paragraph (c) of this section, is inad- equate, it may, within 20 business days of the date of the notice required by paragraph (c), request, in writing, that an informal hearing be convened.
(2) As soon as possible after a written request for an informal hearing is re- ceived, the Reviewing Official shall convene an informal hearing, at such time and place as he or she deems ap- propriate, for the purpose of deter- mining whether the company’s certifi- cate of authority should be revoked.
(3) The company shall be advised, in writing, of the time and place of the in- formal hearing and shall be directed to bring all documents, records and other information as it may find necessary and relevant to support its position.
(4) The company may be represented by counsel and shall have a fair oppor- tunity to present any relevant mate- rial and to examine the administrative record.
(5) The complaining agency may be requested by the Reviewing Official to send a representative to the hearing to present any relevant material, and the agency representative may examine the administrative record.
(6) The Reviewing Official is author- ized to require the submission of addi- tional documentation from the com- plaining agency and the company to ensure appropriate consideration of rel- evant factual or legal issues.
(7) Formal rules of evidence will not apply at the informal hearing.
(8) The formal adjudication standards under the Administrative Procedure Act, 5 U.S.C. 554, 556, 557 do not apply to the informal hearing or adjudication process.
(9) Treasury may promulgate addi- tional procedural guidance governing the conduct of informal hearings. This additional procedural guidance may be contained in the Annual Letter to Ex- ecutive Heads of Surety Companies ref- erenced in § 223.9, the Treasury Xxxxx- cial Manual, or other Treasury publica- tion or correspondence.
(10) Upon completion of the informal hearing, the Reviewing Official shall prepare a written Recommendation Memorandum addressed to the Decid- ing Official setting forth findings and a recommended disposition. The Decid- ing Official will make the final deci- sion whether the company’s certificate of authority to write and reinsure Fed- eral bonds should be revoked based on the administrative record. The admin- istrative record consists of the F...
Informal Hearing. A permanent employee may request an informal hearing with his/her immediate supervisor prior to imposition of discipline by the District. Such a hearing will be held, if requested.
Informal Hearing a. An employee who believes that a grievable action has been suffered shall first present the grievance informally to the employee's supervisor within fourteen (14) days after the fact or circumstances giving rise to the grievance.
b. A Union representative shall be in attendance at the employee's informal hearing with the employee's supervisor.
c. The supervisor will give his/her decision within fourteen (14) days of the informal hearing.
Informal Hearing a. An employee who believes that a grievable action has been suffered shall first present the grievance informally to the employee's supervisor.
b. A Union representative may be in attendance at the employee's informal conference with the employee's supervisor if requested by the employee.
Informal Hearing. Before any official action is taken relating to a dismissal or reduction-in-force of a tenured or probationary faculty member, the faculty member shall receive:
A. Oral or written notice of the reasons;
B. An explanation of the evidence supporting the reasons; and
C. An opportunity either in person or in writing to present reasons why the proposed action should not be taken. The Federation shall be notified in writing of any meetings held pursuant to this section at the same time the faculty member is notified.
Informal Hearing. Upon receiving a timely written request for an informal hearing, Osprey Wilds shall give ten (10) business days notice to the School Board of the hearing date and time, and Osprey Wilds shall conduct such hearing.
