Initiation and Notification of Charges. The Superintendent or his/her designee may initiate disciplinary action as defined herein against a permanent classified employee. In all cases involving disciplinary action, the person initiating the action shall first serve a written recommendation of proposed disciplinary action shall be served upon the employee either personally or by registered or certified mail, at the employee’s last known address. The recommendation shall include: a. A statement of the nature of the proposed disciplinary action (suspension without pay, demotion, dismissal or other disciplinary action defined as such in law); b. A statement of the cause or causes for the proposed disciplinary action, as set forth in 15.3, above; c. A statement of the specific acts or omissions upon which the causes are based. If a violation of rule, policy, or regulation of the District is alleged, the rule, policy, or regulation violated shall be set forth in the recommendation; d. A statement of the employee’s right to meet with the Superintendent or designee in order to provide reasons why the Superintendent or designee should not go forward with the proposed disciplinary action. The statement shall also inform the employee of his/her right to present such reasons in writing within five working days. After the Superintendent or designee has provided the employee the opportunity to provide reasons why the proposed disciplinary action should not be taken, the Superintendent or designee may then decide to go forward with formal disciplinary action. The Superintendent or designee shall serve a written recommendation of disciplinary action upon the employee wither personally or by registered or certified mail, at the employee’s last known address. The recommendation shall include: a. A statement of the nature of the disciplinary action (suspension without pay, demotion, dismissal or other disciplinary action defined as such in law); b. A statement of the cause or causes for the disciplinary action, as set forth in 15.3, above; c. A statement of the specific acts or omissions upon which the causes are based. If a violation of rule, policy, or regulation of the District is alleged, the rule, policy, or regulation violation shall be set forth in the recommendation; d. A statement of the employee’s right to a hearing on the recommendation and the manner and time within which the request for hearing must be filed; and e. A card or paper, the signing and filing of which shall constitute a request for hearing.
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Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
