Common use of Pre-Disciplinary Conference Clause in Contracts

Pre-Disciplinary Conference. A. Prior to implementing discipline, when the Superintendent or designee determines that an employee has committed an offense which may cause reduction in pay or position, suspended or terminated, a pre-disciplinary conference will be scheduled to inform the employee of the nature of the charge or allegation. B. Pre-disciplinary conferences will be conducted by the Superintendent. C. Not less than five (5) days prior to the scheduled starting time of the conference, the Superintendent or designee will provide to the employee a written outline of the charges which may be the basis for disciplinary action. This outline will state the date(s), location(s), and nature of the alleged offense(s). If known and applicable, the written outline will also include the approximate time of day that the alleged offense(s) occurred. (Example: “time of day” would not be applicable if the charges dealt with loss of certification or conviction of a felony, etc.) D. At the pre-disciplinary conference, the Superintendent will ask the employee or his/her union representative to respond to the allegations of misconduct which were outlined to the employee. Employees are not required to respond. E. At the conference the employee may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The employee has the right to union representation. F. The conference shall be informal. The Superintendent will prepare a written conclusion as to whether or not the alleged conduct occurred. The Superintendent will decide what discipline, if any, is appropriate, and notify the employee in writing. A copy of the neutral person's report will be provided to the employee within five (5) days following its preparation. Any discipline shall be for just cause.

Pre-Disciplinary Conference. A. Prior to implementing discipline, when the Superintendent or designee determines that an employee has committed an offense which may cause reduction in pay or position, suspended or terminated, a pre-disciplinary conference will be scheduled to inform the employee of the nature of the charge or allegation. B. Pre-disciplinary conferences will be conducted by a neutral hearing officer that is not in the Superintendentdirect supervision line of the employee being disciplined. C. Not less than five (5) days prior to the scheduled starting time of the conference, the Superintendent or designee hearing officer will provide to the employee a written outline of the charges which may be the basis for disciplinary action. This outline will state the date(s), location(s), and nature of the alleged offense(s). If known and applicable, the written outline will also include the approximate time of day that the alleged offense(s) occurred. (Example: “time of day” would not be applicable if the charges dealt with loss of certification or conviction of a felony, etc.) D. At the pre-disciplinary conference, the Superintendent hearing officer will ask the employee or his/her union representative to respond to the allegations of misconduct which were outlined to the employee. Employees are not required to respond. E. At the conference the employee may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The employee has the right to union representation. F. The conference shall be informal. The Superintendent hearing officer will prepare a written conclusion as to whether or not the alleged conduct occurred. The Superintendent will decide what discipline, if any, is appropriate, and notify the employee in writing. A copy of the neutral person's hearing officer’s report will be provided to the employee within five (5) days following its preparation. Any discipline shall be for just cause.

Pre-Disciplinary Conference. A. Prior X. Xxxxx to implementing discipline, when the Superintendent or designee determines that an employee has committed an offense which may cause reduction in pay or position, suspended or terminated, a pre-disciplinary conference will be scheduled to inform the employee of the nature of the charge or allegation. B. Pre-disciplinary conferences will be conducted by an outside neutral administrator who will be selected by the SuperintendentPersonnel Officer from those persons not directly in the chain of command of the employee. The neutral person will be another department supervisor. C. Not less than five (5) working days prior to the scheduled starting time of the conference, the Superintendent or designee will provide to the employee a written outline of the charges which may be the basis for disciplinary action. This outline will state the date(s), location(s), and nature of the alleged offense(s). If known and applicable, the written outline will also include the approximate time of day that the alleged offense(s) occurred. (Example: “time of day” would not be applicable if the charges dealt with loss of certification or conviction of a felony, etc.) D. At the pre-disciplinary conference, the Superintendent neutral person will ask the employee or his/her union representative to respond to the allegations of misconduct which were outlined to the employee. Employees are not required to respond. E. At the conference the employee may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The employee has the right to union representation. F. The conference shall be informal. The Superintendent neutral person will prepare a written conclusion as to whether or not the alleged conduct occurred. The Superintendent will decide what discipline, if any, is appropriate, and notify the employee in writing. A copy of the neutral person's report will be provided to the employee within five (5) working days following its preparation. Any discipline shall be for just cause.

Pre-Disciplinary Conference. A. Prior X. Xxxxx to implementing discipline, when the Superintendent or designee determines that an employee has committed an offense which may cause reduction in pay or position, suspended or terminated, a pre-disciplinary conference will be scheduled to inform the employee of the nature of the charge or allegation. B. Pre-disciplinary conferences will be conducted by a neutral hearing officer that is not in the Superintendentdirect supervision line of the employee being disciplined. C. Not less than five (5) days prior to the scheduled starting time of the conference, the Superintendent or designee hearing officer will provide to the employee a written outline of the charges which may be the basis for disciplinary action. This outline will state the date(s), location(s), and nature of the alleged offense(s). If known and applicable, the written outline will also include the approximate time of day that the alleged offense(s) occurred. (Example: “time of day” would not be applicable if the charges dealt with loss of certification or conviction of a felony, etc.) D. At the pre-disciplinary conference, the Superintendent hearing officer will ask the employee or his/her union representative to respond to the allegations of misconduct which were outlined to the employee. Employees are not required to respond. E. At the conference the employee may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The employee has the right to union representation. F. The conference shall be informal. The Superintendent hearing officer will prepare a written conclusion as to whether or not the alleged conduct occurred. The Superintendent will decide what discipline, if any, is appropriate, and notify the employee in writing. A copy of the neutral person's hearing officer’s report will be provided to the employee within five (5) days following its preparation. Any discipline shall be for just cause.