Common use of Pre-Action Process Clause in Contracts

Pre-Action Process. The College shall provide an employee with a written notice of the Intended Disciplinary Action. The Notice of Intended Disciplinary Action will include a description of the intended Disciplinary Action and the basis for it, and include a statement describing the employee’s right to request a pre-action disciplinary review meeting. Within five (5) Working Days of receipt of the Notice of Intended Disciplinary Action, the employee may request a pre-action disciplinary review meeting with his or her supervisor and the Executive Director of Human Resources (or designee) to discuss the reasons for the intended Disciplinary Action and have the opportunity to respond to it. Such request must be in writing and submitted to the Executive Director of Human Resources. Upon receipt of the employee’s request, the Director of Human Resources shall schedule a meeting within five (5) Working Days. At the conclusion of the meeting, or within five (5) Working Days of the meeting, the supervisor, after consulting with the Director of Human Resources, shall inform the employee whether he or she is imposing the intended disciplinary action, imposing another disciplinary action the supervisor deems appropriate, or not imposing any disciplinary action. If the employee does not request a pre-action disciplinary review, the intended Disciplinary Action as set forth in Notice of Intended Disciplinary Action shall take effect on the next Working Day after the conclusion of the employee’s five day period to request a pre-action disciplinary review.

Pre-Action Process. The College shall provide an employee with a written notice of the Intended Disciplinary Action. The Notice of Intended Disciplinary Action will include a description of the intended Disciplinary Action and the basis for it, and include a statement describing the employee’s right to request a pre-action disciplinary review meeting. Within five (5) Working Days days of receipt of the Notice of Intended Disciplinary Action, the employee may request a pre-action disciplinary review meeting with his or her supervisor and the Executive Director of Human Resources (or designee) to discuss the reasons for the intended Disciplinary Action and have the opportunity to respond to it. Such request must be in writing and submitted to the Executive Director of Human Resources. Upon receipt of the employee’s request, the Director of Human Resources shall schedule a meeting within five (5) Working Daysdays. At the conclusion of the meeting, or within five (5) Working Days days of the meeting, the supervisor, after consulting with the Director of Human Resources, shall inform the employee whether he or she is imposing the intended disciplinary action, imposing another disciplinary action the supervisor deems appropriate, or not imposing any disciplinary action. If the employee does not request a pre-action disciplinary review, the intended Disciplinary Action as set forth in Notice of Intended Disciplinary Action shall take effect on the next Working Day days after the conclusion of the employee’s five day period to request a pre-action disciplinary review.

Pre-Action Process. The College shall provide an employee with a written notice of the Intended Disciplinary Action. The Notice of Intended Disciplinary Action will include a description of the intended Disciplinary Action and the basis for it, and include a statement describing the employee’s right to request a pre-action disciplinary review meeting. Within five (5) Working Days of receipt of the Notice of Intended Disciplinary Action, the employee may request a pre-pre- action disciplinary review meeting with his or her supervisor and the Executive Director of Human Resources (or designee) to discuss the reasons for the intended Disciplinary Action and have the opportunity to respond to it. Such request must be in writing and submitted to the Executive Director of Human Resources. Upon receipt of the employee’s request, the Director of Human Resources shall schedule a meeting within five (5) Working Days. At the conclusion of the meeting, or within five (5) Working Days of the meeting, the supervisor, after consulting with the Director of Human Resources, shall inform the employee whether he or she is imposing the intended disciplinary action, imposing another disciplinary action the supervisor deems appropriate, or not imposing any disciplinary action. If the employee does not request a pre-action disciplinary review, the intended Disciplinary Action as set forth in Notice of Intended Disciplinary Action shall take effect on the next Working Day Days after the conclusion of the employee’s five day period to request a pre-action disciplinary review.