Notice of Proposed Discipline. 7.5.1 The employee shall be given written notice of a proposed disciplinary action, exclusive of a written reprimand, not less than ten (10) calendar days in advance of the date the action is proposed to be taken.
7.5.2 In an emergency situation, an employee may be suspended with pay or temporarily reassigned without loss of pay for the period between the date notice is given and the date that action is taken.
7.5.3 The notice shall contain:
a. The reasons for the proposed action, including the rule(s) or regulation(s) or ordinance(s) violated and a complete explanation of the reasons.
b. A copy of the charges and the recommended action.
c. Notice that the employee is entitled to an opportunity to respond to the charges orally or in writing, or both, personally or by or with a representative, which may be an attorney, at the meeting with the Appointing Authority (or his/her designee).
d. The date and time for the response meeting with the Appointing Authority during which the employee and his/her representative shall have an opportunity to refute the charges or present facts which may not be known to management.
e. Notice that if no written response is received by the Appointing Authority by the time scheduled for the response meeting and the employee fails to participate in the response meeting, the Appointing Authority may proceed to order action and the employee shall be deemed to have waived all rights to hearing or appeal from any action taken. Failure to request an opportunity to respond shall constitute a failure to exhaust administrative remedies.
Notice of Proposed Discipline. 26 Before imposing discipline of suspension or termination, the County must 27 provide the physician with a written Notice of Proposed Discipline no less than ten (10) 28 days before the date of intended imposition, followed by an opportunity to be heard prior 29 to imposition.
Notice of Proposed Discipline. The City Manager shall, prior to taking disciplinary action to demote (except for demotion in lieu of layoff), discharge, or suspend without pay for one (1) day or more a regular employee, provide the employee with a written Notice of Proposed Disciplinary action which shall contain the charges and the specific factual basis for the charges and the nature of the proposed disciplinary action. Said notice shall inform the employee of his/her right to respond to the charges.
Notice of Proposed Discipline. A. Prior to taking disciplinary action, the Superintendent and/or his or her designee shall provide a written notice of proposed discipline to the employee. The notice of proposed discipline shall be personally delivered or sent by U.S. certified mail to the employee at the employee’s last known address. The notice must be reasonably calculated to provide the employee with the opportunity to timely request the meeting provided in Section 6.7.1.2, below. A copy of the notice of proposed discipline shall be delivered simultaneously to the designated CSEA representative.
B. Contents of The Notice: The contents of the written notice shall include the following:
i. The specific disciplinary action proposed and the proposed effective date of said action.
ii. The reasons for the proposed disciplinary action.
iii. A complete statement in ordinary language of the specific acts and/or omissions upon which the proposed discipline is based, which shall include the times, dates, and locations of the acts and/or omissions, and the individuals involved.
iv. Copies of all documents and materials upon which the proposed discipline are based.
v. Copies of any policies and/or regulations, if it is claimed that the employee has violated said policies or regulations.
vi. A statement that the employee has the right to request, within five (5) days of the employee’s receipt of the notice of proposed discipline, a meeting (Xxxxxx meeting) with a designated official to allow the employee to respond to the proposed charges set forth in the notice, either orally or in writing, and that the employee may have a representative at the meeting.
vii. A form to request the meeting, to be signed by the employee or his/her representative.
Notice of Proposed Discipline. When the President or representative has reason to believe that a suspension or termination should be imposed, the President or representative shall provide the employee with a written notice of the proposed disciplinary action and the reasons therefore. Such notice shall be sent certified mail, return receipt requested, or delivered in person. The employee shall be given ten (10) days in which to respond in writing to the President or representative before the proposed action is taken. The President or representative then may issue a notice of disciplinary action under Section 16.4. The employee has a right to union representation during investigatory questioning that may reasonably be expected to result in disciplinary action. If the President or representative does not issue a notice of disciplinary action, the notice of proposed disciplinary action shall not be retained in the employee’s evaluation file, as permitted by law.
Notice of Proposed Discipline. (a) The Department Head shall, prior to taking disciplinary action to demote (except for demotion in lieu of layoff), discharge or suspend without pay for one (1) work day or more a regular employee, provide the employee with a written notice of proposed disciplinary action which shall contain the charges and the specific factual basis for the charges and the nature of the proposed disciplinary action. Said notice shall inform the employee of his/her right to respond to the charges.
Notice of Proposed Discipline. A. Written notice of proposed disciplinary action shall be provided to the employee. Such notices shall state the nature of the charges, the alleged acts upon which the charges are based, and the nature of the discipline to be imposed.
B. Copies of disciplinary notices shall be provided to the Shop Xxxxxxx and the Union as soon as possible but not more than twenty-four (24) hours after being given to the employee.
C. The discovery provisions herein do not limit the Union's rights otherwise available under law.
Notice of Proposed Discipline. 10.6.1 The employee shall be given written notice of a proposed disciplinary action, exclusive of a written reprimand, not less than ten (10) days in advance of the date the action is proposed to be taken.
10.6.2 In an emergency situation, an employee may be suspended with pay or temporarily reassigned without loss of pay for the period between the date notice is given and the date that action is taken (subject to the provisions of the Police Officer Xxxx of Rights).
10.6.3 The notice shall contain:
(1) The reasons for the proposed action, including the rule(s) or regulation(s) or ordinance(s) violated and a complete explanation of the reasons.
(2) A copy of the charges and the recommended action.
(3) Notice that the employee is entitled to an opportunity to respond to the charges orally or in writing, or both, personally or by or with a representative, which may be an attorney, at the meeting with the appointing authority (or his/her designee).
(4) The date and the time of the response meeting with the appointing authority during which the employee and his/her representative shall have an opportunity to refute the charges or present facts which may not be known to management.
(5) If the employee chooses not to participate in the response meeting and prefers to advance to appeal, he/she shall notify the appointing authority of his/her decision in writing. If no written response or request to advance to an appeal is received by the appointing authority by the time scheduled for the response meeting and the employee fails to participate in the response meeting, the appointing authority may proceed to order action and the employee shall be deemed to have waived all rights to hearing or appeal from any action taken. Failure to request an opportunity to respond shall constitute a failure to exhaust administrative remedies unless a determination has been made by the parties that the response meeting is not in the best interest of the employee.
Notice of Proposed Discipline. Employees subject to proposed discipline will be provided with pre-deprivation procedural due process. The Notice of Proposed Discipline will set forth the alleged facts upon which the proposed discipline is based and the employee will be provided with all documents upon which the City relied in issuing the Notice. The employee will also be notified that he or she has the right to respond to the discipline either orally or in writing and the employee has the right to be represented during any meetings (by a representative of his/her choice per Government Code section 3303(i)) at which the proposed discipline will be discussed with the employee. However, the right to respond is up the employee. The employee has the right not to respond if he/she chooses. However, if that occurs, if the Chief of Police or his/her designee imposes the proposed discipline it will be without the employee’s input or response. An employee's opportunity to respond to the proposed discipline is not intended to be an evidentiary hearing. It is a meeting to give the employee an opportunity to respond to the proposed discipline. If, as a result of the meeting, the Chief of Police or his/her designee determines that the information provided by the employee raises doubts as to the accuracy of the information leading to the proposed discipline further investigation may be initiated to determine if the proposed discipline is warranted. The Chief of Police will evaluate the proposed discipline in light of the employee’s response, if any. Within five
Notice of Proposed Discipline. Except in cases of an operator reporting to work or operating a MUNI vehicle while under the influence of an alcoholic beverage or any drug, or under the combined influence of an alcoholic beverage and any drug, the unlawful use or possession of a drug or alcoholic beverage, mishandling of funds, vicious conduct, or serious willful abuse of MUNI equipment, any discipline proposed must be preceded by a charge in writing communicated to the individual employee and the Union simultaneously. In the case of the major offenses mentioned above, the charge shall be communicated to the individual employee and the Union as soon as possible. A charge against an employee shall contain the precise offense with which the operator is being charged and the specific rule the operator has been alleged to have violated. Failure to cite the specific rule(s) will result in the charge being waived. The charge must be communicated to the employee and the Union not later than 14 calendar days after MUNI had knowledge of the event or occurrence charged or the offense will be deemed waived.
