Common use of Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights Clause in Contracts

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). 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager). These 3 disciplinary actions may be implemented immediately and do not require a 7- day notice-of-intent memorandum. Any documents or materials giving rise to a disciplinary action will be identified in the City Manager's/City Council'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 City Manager, City Council, or designated representative either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager's/City Council's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative 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.

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 2C.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 56 shift hours or 40 hours or less (item 1C.1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). 1. Warnings, Reprimands, and Suspensions Without Pay of 56 Shift Hours or 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 56 shift hours or 40 hours or less is instituted shall be given written notice (via a written summary of the oral-oral- warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager)employee's supervisor. These 3 three disciplinary actions may be implemented immediately and do not require a 7- 7-day notice-of-of- intent memorandum. Any documents or materials giving rise to a disciplinary action will be identified in the City Manager's/City Councilsupervisor'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 City Manager, City Council, or designated representative department head either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager's/City Councilsupervisor's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative 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 56 shift hours or 40 hours or less is instituted has the choice of 2 two options.

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 Lessless, 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 less, (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager). These 3 disciplinary actions may be implemented immediately and do not require a 7- day notice-of-intent memorandum. Any documents or materials giving rise to a disciplinary action RAFT will be identified in the City Manager'ssupervisor's/City Councildepartment 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 City Manager, City Council, or designated representative department head either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager'ssupervisor's/City Councildepartment head's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative 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.

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 2C.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 56 shift hours or 40 hours or less (item 1C.1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). 1. Warnings, Reprimands, and Suspensions Without Pay of 56 Shift Hours or 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 56 shift hours or 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager)employee's supervisor. These 3 three disciplinary actions may be implemented immediately and do not require a 7- 7-day notice-notice- of-intent memorandum. Any documents or materials giving rise to a disciplinary action will be identified in the City Manager's/City Councilsupervisor'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 City Manager, City Council, or designated representative either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager's/City Council's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative 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.;

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 Lessless, 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 less, (item 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less, below). 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager)employee's supervisor/department head. These 3 disciplinary actions may be implemented immediately and do not require a 7- 7-day notice-of-of- intent memorandum. Any documents or materials giving rise to a disciplinary action will be identified in the City Manager'ssupervisor's/City Councildepartment 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 City Manager, City Council, or designated representative department head either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager'ssupervisor's/City Councildepartment head's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative 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.

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). 1. Warnings, Reprimands, and Suspensions Without Pay of 40 Hours or Less A regular employee against whom the disciplinary action of oral warning, written reprimand, or suspension without pay of 40 hours or less is instituted shall be given written notice (via a written summary of the oral-warning meeting, a written reprimand, or a written notice of suspension, whichever applies) from the City Manager (or City Council in the case of the City Manager)employee's supervisor. These 3 disciplinary actions may be implemented immediately and do not require a 7- 7-day notice-of-intent memorandum. Any documents or materials giving rise to a disciplinary action will be identified in the City Manager's/City Councilsupervisor'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 City Manager, City Council, or designated representative either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager's/City Council's written notice of discipline. Although a disciplinary review meeting before the City Manager, City Council, or designated representative 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.;