Notice of Proposed Adverse Action. An adverse action is initiated when the employee is issued a proposal by their immediate supervisor or other Agency representative within the employee’s civilian supervisory chain (i.e., the Proposing Official).
Notice of Proposed Adverse Action. A Faculty member against whom adverse action is sought is entitled to written notice stating any and all causes, with the bases of specific charges expressed in detail, for the proposed action.
Notice of Proposed Adverse Action. Before discipline constituting an adverse action is imposed, written notice of the proposed adverse action shall be given to the employee. Such notice shall include a statement of the proposed action, the charge(s) on which the proposed action is based, a summary of the facts supporting the charges, and notification that the employee is entitled to respond to the charges with instructions and time frames for doing so. Attached to the notice will be copies of the written documents relied upon for the proposed adverse action. The District has the option of making such documents available for review by the employee, rather than attaching them to the notice. Delivery in person or the depositing of a postage paid, return/receipt requested, first class letter in the United States mail addressed to the employee's last known place of residence, shall be notice.
Notice of Proposed Adverse Action. An employee whose reduction-in-grade or removal is proposed is entitled to at least 30 days advance written notice that informs the employee of:
(a) The nature of the proposed action.
(b) The specific instances of unacceptable performance by the employee on which the proposed action is based.
(c) The critical elements of the employee’s position involved in each instance of unacceptable performance.
(d) The timeframe for submitting a reply.
(e) The right to be represented by a National Federation of Federal Employees (NFFE) representative, an attorney, or other representative.
(f) The right to make an oral and/or written reply and to receive a written decision with appeal rights.
Notice of Proposed Adverse Action. An employee whose reduction-in-grade or removal is proposed is entitled to at least 30 days advance written notice that informs the employee of:
(1) The nature of the proposed action.
(2) The specific instances of unacceptable performance by the employee on which the proposed action is based.
(3) The critical elements of the employee’s position involved in each instance of unacceptable performance.
(4) The timeframe for submitting a reply.
(5) The right to be represented by a National Federation of Federal Employees (NFFE) representative, an attorney, or other representative.
(6) The right to make an oral and/or written reply and to receive a written deci- sion with appeal rights.
Notice of Proposed Adverse Action. The parties agree to abide by the provisions of AFI 36-704, Chapter 16.
Notice of Proposed Adverse Action. (1) Employees will be given a Notice of Proposed Adverse Action signed by the individual proposing the action, normally their immediate Supervisor.
(2) The proposal will include the specific reasons for the proposed adverse action, a narrative of the events that support the proposal, and justification for the penalty being imposed.
(3) The proposal will advise the employee of:
i. His/her right to review all the information relied upon to arrive at the proposed adverse action.
ii. His/her right to reply and xxxxxxx affidavits and other documentary evidence to the Deciding Official within ten (10) days following receipt of the proposed adverse action notice. This timeline may be extended upon request by the employee and/or their representative if there’s justification that more time is needed in order to furnish an adequate response.
iii. His/her right (and their representative) to excused absence to prepare a reply.
iv. The Deciding Official’s name, telephone number, email address, business address, and how to request an extension of time.
v. That the Deciding Official will issue an original decision at the earliest practical date after receipt of replies or after the reply period has ended.
vi. The HRO-LRS is the point-of-contact.
vii. In cases of removal, if the proposed action is upheld by the Deciding Official, it will be enforced no earlier than twenty (20) days from the date the Original Decision is issued to the employee.
Notice of Proposed Adverse Action. The Xxxx may initiate proposed adverse action to be taken against the faculty member, provided that the faculty member receives written notice either directly by hand or by certified mail with return receipt requested. The Notice of Proposed Adverse Action shall include:
a. The specific charges preferred against the faculty member;
b. A description of the proposed adverse action;
c. The documentation forming the basis of the proposed action;
d. A statement of all previous steps taken by the College to resolve the problem; and
e. Notice of the right to respond. A faculty member must be given the final notice and statement of the charges prescribed in E.5 of this Article, signed by the College President, no later than sixty (60) days after management knew or should have known the facts or events which form the alleged basis or cause of action.
Notice of Proposed Adverse Action. An employee whose reduction-in-grade or removal is proposed is entitled to at least 30 days advance written notice that informs the employee of:
Notice of Proposed Adverse Action. (1) Employees will be given a Notice of Proposed Adverse Action signed by the individual proposing the action, normally their immediate supervisor.
(2) The proposal will include the specific reasons for the proposed adverse action, a narrative of the events that support the proposal, and justification for the penalty being imposed.
(3) At a minimum, the proposal will advise the employee of:
i. His/her right to review all the information relied upon to arrive at the proposed adverse action.
ii. His/her right to reply and furnish affidavits and other documentary evidence to the Deciding Official within twenty-one (21) days following receipt of the proposed adverse action notice. This timeline may be extended upon request by the employee and/or their representative if there’s justification that more time is needed in order to furnish an adequate response.
iii. His/her right (and their representative’s) to excused absence to prepare a reply.
iv. The Deciding Official’s name, telephone number, business address, email address, and how to request an extension of time.
v. That the Deciding Official will issue an Original Decision at the earliest practical date after receipt of replies or after the reply period has ended.
vi. The Human Resources Office (HRO) Labor Relations Specialist (LRS) point-of-contact.
