Pre-Disciplinary Hearing for Suspension, Reduction or Discharge. A. In suspending an employee in a non-emergency situation or in reducing a regular, limited-term or probationary employee for reasons of unsatisfactory performance or physical disability or in discharging a regular or limited-term regular employee, a written notice of such proposed disciplinary action shall be served on the employee personally, or by certified mail, at least ten (10) calendar days prior to the effective date of the proposed action. Such written notice shall contain:
1. a description of the proposed action and its effective date(s);
2. a statement of the reasons for such proposed action, including the acts or omissions on which the proposed action is based;
Pre-Disciplinary Hearing for Suspension, Reduction or Discharge. A. In suspending an employee in a non-emergency situation or in reducing a regular, limited-term or probationary employee for reasons of unsatisfactory performance or physical disability or in discharging a regular or limited-term regular employee, a written notice of such proposed disciplinary action shall be served on the employee personally, or by certified mail, at least ten (10) calendar days prior to the effective date of the proposed action. Such written notice shall contain:
1. A description of the proposed action and its effective date(s);
2. A statement of the reasons for such proposed action, including the acts or omissions on which the proposed action is based;
3. Copies of material on which the proposed action is based;
4. A statement of the employee's right to respond, either orally or in writing, prior to the effective date of such proposed action;
5. A statement of the employee's right to representation;
6. A statement of the employee's right to appeal should such proposed action become final.
B. Prior to the effective date of such suspension, reduction or discharge, an employee will be given an opportunity to respond either orally or in writing, at the employee's option, to a designated Department representative with the authority to make an effective recommendation on the proposed disciplinary action.
C. An employee shall be given reasonable time off without loss of pay to attend a hearing pursuant to this Article.
X. Xx employee may represent himself or herself or may be represented by OCEA in a hearing pursuant to this Article.
E. An employee shall receive written notice either sustaining, modifying or canceling a proposed discharge on or prior to the effective date of such action.
F. An employee shall receive written notice either sustaining, modifying or canceling a proposed suspension or reduction prior to the effective date of such action except that such written notice may be given after the imposition of suspensions pursuant to Section 2., above.
G. Should a proposed reduction or suspension become final, an employee shall have the right to appeal such action pursuant to Sections 4. and 5. of this Article.
H. Should a proposed discharge become final, an employee shall have the right to appeal such action pursuant to Section 6. of this Article.
Pre-Disciplinary Hearing for Suspension, Reduction or Discharge. A. In suspending an employee in a non-emergency situation or in reducing a regular, limited-term or probationary employee for reasons of unsatisfactory performance or physical disability or in discharging a regular or limited-term regular employee, a written notice of such proposed disciplinary action shall be served on the employee personally, or by certified mail, at least ten (10) calendar days prior to the effective date of the proposed action. Such written notice shall contain:
1. a description of the proposed action and its effective date(s); PS – 58
