Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights. Discipline may not be implemented prior to fully affording an employee the written notice-of-intent-to-discipline memorandum and opportunity to respond orally or in writing (predisciplinary review) pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194 (item 2. Disciplinary Actions Other than Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below), except for the following: (1) under extraordinary circumstances requiring immediate removal (e.g., imminent threat to health or safety of the employee, other employees, or the public); and (2) in the case of warnings, reprimands, and suspensions without pay of 40 hours or less (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below).
Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights. Discipline may not be implemented prior to fully affording an employee the written notice-of-intent-to-discipline memorandum and opportunity to respond orally or in writing (predisciplinary review) pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194 (item C.2. Disciplinary Actions Other than Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below), except for the following:
Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights above] and appeal rights (as provided in item D. Right of Appeal, below), are deemed waived and the process is concluded.
Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights. Discipline may not be implemented prior to fully affording an employee the written notice-of-intent-to-discipline memorandum and opportunity to respond orally or in writing (predisciplinary review) pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194 (item 2. Disciplinary Actions Other than Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or less, below), except for the following: (1) under extraordinary circumstances requiring immediate removal (e.g., imminent threat to health or safety of the employee, other employees, or the public); and (2) in the case of warnings, reprimands, and suspensions without pay of 40 hours or less, (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). RAFT will be identified in the supervisor's/department head's written notification of disciplinary action (if voluminous, the documents will be made available for the employee's inspection upon the employee's request or copies thereof will be provided with the notice when there are only a few.) The written summary of the oral-warning meeting, the written reprimand, and the written notice of suspension (whichever applies) will inform the employee of the following items: (1) the ground or grounds for the disciplinary action; (2) the employee's acts or omissions that form the basis for the discipline; and (3) his/her right to respond to the department head either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the supervisor's/department head's written notice of discipline. Although a disciplinary review meeting before the department head is not designed to be a formal evidentiary hearing, the employee may be represented by legal counsel or other individual of his/her choice at such meeting. A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted has the choice of 2 options.
