Pre-Action Due Process. Prior to being subject to any discipline that results in the loss of pay an employee will first be served with a notice of intent to discipline by their manager or department head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law. The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of his/her right to respond to the proposed discipline either in writing or orally at a meeting. The employee will be provided with 15 calendar days notice to contact the Department Head to schedule a meeting if desired. If the employee does not respond within the time limits, the discipline will be imposed. If the employee chooses to respond in writing, he/she must ensure his/her response is received by the representative who issued the notice of intent to discipline within fifteen (15) calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, he/she must call or write the City representative who issued the notice of intent to discipline within fifteen (15) calendar days of receiving the notice of intent to discipline informing the representative that he/she wishes to have an oral response. The City representative and the employee will agree upon a date when the meeting (known as a Xxxxxx meeting) will take place. The meeting shall occur within fifteen (15) days of the request for a meeting, unless otherwise agreed by the parties. At the Xxxxxx meeting (assuming the employee wants to respond orally) the employee has the right to be represented. The Xxxxxx meeting is not a hearing. It is an opportunity for the employee and/or his/her representative to respond to the notice of intent to discipline. The employee may be represented at the Xxxxxx meeting by one on-duty Association representative as well as by an attorney if he/she chooses. Under no circumstances may the employee be represented by more than one Association member at the Xxxxxx meeting. The City representative who will hear the response may or may not be the person who issued the notice of intent to discipline. The decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have ...
Pre-Action Due Process. Prior to being subject to any discipline that results in the loss of pay an employee will first be served with a Notice of Intent to Discipline by their manager or Department Head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence the City has relied upon in proposing the discipline. The Notice of Intent to Discipline will also advise the employee of any prior discipline, which the City representative issuing the notice believes is relevant to the current discipline. In addition, the Notice of Intent will advise the employee of their right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed. If the employee chooses to respond in writing, they must ensure their response is received by the representative who issued the Notice of Intent to Discipline within seven
Pre-Action Due Process. Prior to being subject to any discipline that results in the loss of pay an employee will first be served with a notice of intent to discipline by their manager or department head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law. The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of his/her right to respond to the proposed discipline either in writing or orally at a
