Informal Xxxxxx Hearing Sample Clauses

Informal Xxxxxx Hearing a. If an employee requests an informal Xxxxxx hearing, such a hearing shall be scheduled as soon as administratively practicable. The purpose of the hearing shall be to provide the employee an opportunity to respond to the draft charges either verbally or in writing. The employee shall have the right to have a CSEA representative participate. The hearing officer shall be an impartial designee who was not a party to the investigation or drafting of the charges, does not have a stake in the outcome, and who is not in the same department or area as the employee, and who has the authority to amend or dismiss the charges. b. Upon conclusion of the informal hearing, the District shall consider the recommendation(s) of the hearing officer and decide to amend, dismiss, or pursue the charges as set forth in the draft Statement. If the District decides to pursue discipline, a final Statement of Charges shall be provided to the employee with all of the appropriate attachments as set forth in Section 3 of this Article.
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Informal Xxxxxx Hearing. At the hearing the employee shall be advised of the basis for the disciplinary action, and shall be given the right to respond verbally or in writing to a person in authority to make the final decision regarding the proposed disciplinary action or to recommend what final decision should be made. If the employee’s response is heard by a person with authority to recommend, the employee’s response shall be fully and fairly communicated to the District authority who makes the decision regarding the proposed action. Within fourteen (14) calendar days after the employee’s case is heard, the employee shall be advised in writing of the District’s decision and its effective date. The only exceptions to this procedure are: 1) when sworn personnel receive a reprimand, for which the informal hearing represents the final level of review; or 2) when the District believes that the employee’s conduct creates a danger to the public, other employees, or the District, or when the employee may be suspended for less than two (2) workweeks. In these cases, a disciplinary suspension may begin before the employee receives a notice of intent and informal hearing.
Sample 1
Informal Xxxxxx Hearing. 23.6.5.1 If an employee requests an informal Xxxxxx hearing, such a hearing shall be scheduled as soon as administratively practicable. The purpose of the hearing shall be to provide the employee an opportunity to respond to the draft charges either verbally or in writing. The employee shall have the right to have a CSEA representative participate. The hearing officer shall be a Chief Human Resources Officer, Associate or Deputy Superintendent provided that the administrator has not been involved in the development of the charges, is not the employee’s immediate supervisor, has been trained on how to conduct a Xxxxxx hearing and has the authority to recommend the charges be pursued, amended or dismissed. 23.6.5.2 Upon conclusion of the informal hearing, MCOE shall consider the recommendation(s) of the hearing officer and decided to amend, dismiss, or pursue the charges as set forth in the draft Statement. If MCOE decides to pursue discipline, a formal Statement of Charges signed by the appropriate supervisor shall be provided to the employee with all of the appropriate attachments as set forth in Section E of this Article.
Sample 1
Informal Xxxxxx Hearing. At the hearing the employee shall be advised of the basis for the disciplinary action, and shall be given the right to respond verbally or in writing to a person in authority to make the final decision regarding the proposed disciplinary action or to recommend what final decision should be made. If the employee’s response is heard by a person with authority to recommend, the employee’s response shall be fully and fairly communicated to the District authority who makes the decision regarding the proposed action. Within fourteen (14) calendar days after the employee’s case is heard, the employee shall be advised in writing of the District’s decision and its effective date. The only exceptions to this procedure are: 1) when sworn personnel receive a reprimand, for which the informal hearing represents the final level of review; or 2) when the District believes that the employee’s conduct creates a danger to the public, other employees, or the District, or when the employee may be suspended for less than two (2) workweeks. In these cases, a disciplinary suspension may begin before the employee receives a notice of intent and informal hearing. In cases involving demotion, suspension, and/or termination, notification of disciplinary action shall be as prescribed in Education Code Section 88016. Following the informal hearing described in Article 13.6, wWhen the employee is advised of the District’s decision and its effective date, the employee shall also be advised of his/her right to obtain a formal hearing before a review panel. If the employee desires such a hearing, the employee must submit a written request within seven (7) calendar days after receiving notification of the District’s decision. The employee’s request shall be submitted on a form provided by the District to the Office of Human Resources. The formal hearing may, but need not, occur prior to initial imposition of discipline. The burden of proof shall remain with the District. The determination that cause exists for discipline resides solely with the Board.
Sample 1

Related to Informal Xxxxxx Hearing

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Hearing The grievance shall be heard by a single arbitrator and both parties may be represented by such person or persons as they may choose and designate, and the parties shall have the right to a hearing at which time both parties will have the opportunity to submit evidence, offer testimony, and make oral or written arguments relating to the issues before the arbitrator. The proceeding before the arbitrator shall be a hearing denovo.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • Public Hearing In the course of each proceeding, the competent investigating authority shall:

  • Public Hearings If public hearings on the scope of work are held during the period of the Agreement, Contractor will make available to testify the personnel assigned to this Agreement. The Energy Commission will reimburse Contractor for compensation and travel of the personnel at the Agreement rates for the testimony which the Energy Commission requests.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • Informal Stage If a Teacher is unable to resolve a complaint informally, the Teacher may with the concurrence of the Bargaining Unit Executive initiate a complaint with his/her supervisor who shall answer the complaint in writing (if requested) within ten (10) days of receipt of the complaint. The problem must be brought to the attention of the supervisor within fifteen (15) days after the Teacher becomes aware, or would reasonably be expected to have become aware, of the circumstances giving rise to the complaint.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Request for Hearing The employee must file a written request for hearing within fifteen calendar days of receipt of the Notice of Dismissal or Suspension. Filing means receipt in the office designated no later than regular close of business on the last day of the filing period. Failure to file such request in a timely manner shall be deemed a waiver of the right to a hearing and the proposed action shall be effective upon action by the Governing Board without notice or hearing except as may be required in a board meeting agenda.

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