Pre-Disciplinary Hearing. When allegations are specified by the University, a Pre-Disciplinary hearing shall be scheduled at which the Bargaining Unit Member will be given an opportunity to offer an explanation of the alleged offense/misconduct. Pre-Disciplinary hearings will be conducted by the University (or designee). Not less than seven (7) calendar days prior to the scheduled Pre-Disciplinary hearing, the University will provide the Bargaining Unit member with written notice of the allegations. The Bargaining Unit member may choose to:
1. Appear at the hearing to present an oral or written statement in defense of said allegations;
2. Appear at the hearing with a Union representative or union attorney; or
3. Elect to waive (in writing) the opportunity to have a Pre-Disciplinary hearing.
Pre-Disciplinary Hearing. When the COUNTY intends to take disciplinary action involving suspension, salary sanction, demotion or discharge, the COUNTY will notify the non-probationary employee and the UNION in writing of the charges against the employee, the proposed disciplinary action and will provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recordings and/or transcript to the UNION.
(A) The non-probationary employee whose discipline involving discharge or suspension is being considered will be granted fourteen (14) calendar days, or more by mutual agreement, to prepare for the disciplinary hearing.
(B) The employee will be entitled to have a representative of their choosing at the pre-disciplinary hearing.
Pre-Disciplinary Hearing. V.C.4.a. Prior to the imposition of discipline, other than oral counseling, the employee shall be served with written notice of the proposed discipline. The notice shall include the level of proposed discipline, the charges, facts supporting the charges, the reasons for the severity of the proposed action, and a statement of the employee's right to respond to the charges.
Pre-Disciplinary Hearing. The hearing shall be informal. The purpose of the hearing shall be to allow the employee to present information which would assist the Employing Official in reaching a final determination.
Pre-Disciplinary Hearing. When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.
(A) The non-probationary employee whose discipline involving discharge or suspension is being considered shall be granted fourteen (14) calendar days (or more by mutual agreement) to prepare for the disciplinary hearing.
(B) The employee shall be entitled to have UNION representation, not to exceed two (2) COUNTY employees at the pre-disciplinary hearing.
Pre-Disciplinary Hearing. 031 A pre-disciplinary hearing shall be held prior to any disciplinary action, unless the member specifically waives the hearing in writing. The member must have advance notification of the purpose of the hearing and shall have the right to have a PACE representative at the hearing. This section shall not apply in cases of nonrenewal, or any case in which no record is maintained of the supervisor’s discussion with a member, even if the member might consider the discussion to be disciplinary in nature. No hearing shall be held sooner than twenty-four (24) hours after the notice has been served on the member.
Pre-Disciplinary Hearing i. Upon receipt of a notice of proposed discipline, the employee may request a pre- disciplinary hearing. The request for a pre-disciplinary hearing must be filed with the Department Head, and a receipt provided to the employee, within five (5) working days of serving of the notice of proposed discipline.
ii. If the employee does not file a request for a pre-disciplinary hearing, the final decision- maker may implement the proposed discipline or any lesser discipline.
iii. Following receipt of a request for a pre-disciplinary hearing, the Department Head or his/her designee shall have ten (10) working days to set a date for the pre-disciplinary hearing. The Department Head, or his/her designee will attempt to hold the hearing at a time convenient to the employee and his/her representative or counsel; provided, however, that in no event shall the hearing be scheduled later than thirty (30) calendar days after delivery to the employee of the notice of proposed discipline.
iv. The pre-disciplinary hearing shall be informal.
v. Participation shall be limited to the employee, and up to two (2) representatives of his/her choosing, including but not limited to a lawyer, representative of a labor union or another peace officer, the Department Head, and/or his/her designee, the supervisor(s) who made the discipline request, counsel for the Department, and any witnesses called by the supervisor or the employee. All participants will sign a non- disclosure agreement.
vi. The Department Head, or his/her designee, shall not have the authority to modify, amend, alter, add to, or subtract from any of the provisions of this Agreement.
vii. Each party shall bear its own costs of presentation.
Pre-Disciplinary Hearing. An employee, other than one in their probationary period, shall be given a pre-disciplinary hearing in conformance with County policy prior to receiving a suspension or discharge. If an employee requests a Union representative to be present at the pre-disciplinary hearing, the representative will be permitted to be present at the pre-disciplinary hearing. Employees will receive written notice of the hearing, which will include the Agency recommendation, within five (5) working days of the scheduled hearing date, and the Agency will provide all documentation that will be presented at the hearing to the Union three (3) working days prior to the hearing date. It is the intent that all pre-disciplinary hearing recommendations be issued within fifteen (15) working days after the hearing. However, if the hearing officer believes, due to the volume of information, complexity of issues or other potential delays, that the recommendation will exceed fifteen (15) days, the hearing officer will give an estimate of the date the recommendation will be issued at the pre-disciplinary hearing.
Pre-Disciplinary Hearing. If a suspension, demotion, or dismissal is the recommended penalty, an employee is entitled to a pre-disciplinary hearing before the Mayor, or his designee. Findings will be issued to the employee after any hearing for which formal charges and specifications have been prepared.
Pre-Disciplinary Hearing. Whenever the Employer determines that a member may be suspended, reduced in pay or rank, or removed for disciplinary reasons, the Employer shall notify the member in writing of the charges against the member, the nature of the discipline being contemplated and generally the explanation of the Employer's evidence supporting the allegations and provide the member with the opportunity for a pre-disciplinary hearing. The City Manager may designate a hearing officer to conduct a pre-disciplinary hearing. The member shall be notified of the date and time of the hearing at least forty-eight (48) hours in advance. An employee who is charged, his or her Lodge representative or Lodge attorney, may make a request for a continuance. The request shall not be unreasonably denied. The member shall have an opportunity to respond orally or in writing to the charges at the hearing, and may be accompanied by a Lodge representative or Lodge attorney during such response. The member’s representative shall have the right to call witnesses and cross-examine witnesses. Prior to the disposition of the pre-disciplinary hearing, the member may be placed on administrative leave with pay. The decision whether to place a member on administrative leave shall be made solely by the Employer.
