Pre-Disciplinary Hearings Sample Clauses

Pre-Disciplinary Hearings. Any disciplinary hearing shall be conducted under current law with one impartial hearing officer. A. Prior to any pre-disciplinary hearing, the charged employee shall receive from the employer a written statement of all charges and specifications. At pre-disciplinary hearings, charged employees shall be allowed representation by a union representative and be allowed to call witnesses material to the employee’s defense. Either party may tape record the hearing. B. After an accused bargaining unit member receives notice of charges to appear before a pre-disciplinary hearing officer, the member and his attorney, when one is involved, or Union representative shall be provided access to transcripts, records, written statements, video and audio tapes, and results of any lie detection examinations pertinent to the case. Such access will be provided only after written notice by the bargaining unit member, his attorney or Union Representative to the Sheriff/Hearing Officer. C. A bargaining unit member who is charged may make a written request for a continuance. Such request shall be granted where practicable and reasonable. The length of such continuance shall be mutually agreed upon. Except under unusual circumstances, only one continuance shall be granted not to exceed ten (10) calendar days. D. The Sheriff/Hearing Officer will notify the affected bargaining unit member of any decision reached as a result of a Disciplinary Hearing prior to any public statement or release.
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Pre-Disciplinary Hearings. Any pre-disciplinary hearing shall be conducted under current law, with an impartial hearing officer. A. Prior to any pre-disciplinary hearing, the charged employee shall receive from the employer a written statement of all charges and specifications. At pre-disciplinary hearings, charged employees shall be allowed representation by a union representative and be allowed to call witnesses material to the employee's defense. B. After an accused bargaining unit member receives notice of charges and an opportunity to appear before a pre-disciplinary hearing officer, the member and his attorney, when one is involved, or Union Representative shall be provided access to transcripts, records, written statements, video and audio tapes, and results of any lie detection examinations pertinent to the case. Such access will be provided only after written notice by the bargaining unit member, his attorney or Union Representative to the Sheriff/Hearing Officer. Either party may tape record the hearing. C. A bargaining unit member who is charged, his attorney, or local union representative, may make a written or email request for a continuance. Such request shall be granted where practicable and reasonable. The length of such continuance shall be mutually agreed upon. Except under unusual circumstances, only one continuance shall be granted not to exceed ten (10) calendar days. D. The Sheriff or Acting Sheriff/Hearing Officer will notify the affected bargaining unit member of any charges or of any decision reached as a result of a pre-disciplinary hearing prior to any public statement or release.
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Pre-Disciplinary Hearings. A pre-disciplinary hearing shall be conducted under current law, with one impartial hearing officer. A. A bargaining unit member who is charged, his attorney and/or a FOP representative, may make a written request for a continuance. Such request shall be granted where practical and reasonable. The length of such continuance shall be mutually agreed upon. Except under unusual circumstances, only one continuance shall be granted, not to exceed ten (10) calendar days. B. Prior to a pre-disciplinary hearing, the charged member shall receive from the Employer a written statement of all charges and specifications. At pre-disciplinary hearings, the charged member shall be allowed representation by a Lodge representative and/or attorney, and allowed to call witnesses material to the member's defense. Either party may tape record the hearing. Attendance at pre-disciplinary hearings is not required. As such, a member is not eligible for overtime or comp time for attending a pre- disciplinary hearing. C. The Sheriff or Acting Sheriff will notify the affected bargaining unit member of any charges or of any decision reached as a result of a pre-disciplinary hearing prior to any public statement or release. D. Any pre-disciplinary hearing shall be conducted in conformity and in accordance with the procedures outlined in this Article and Section 10 of Article 6 (Internal Investigations), with the attendant procedural rights to bargaining unit members outlined therein.
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Pre-Disciplinary Hearings. A. Prior to the imposition of a major disciplinary action, which shall consist of an unpaid suspension of four (4) or more days, demotion, reduction in pay of one (1) month or more [a reduction in pay may not exceed ten (10) percent of the employee’s base pay], or dismissal, all regular employees shall be presented with a written Notice of Proposed Disciplinary Action informing the employee as to their right to a pre‐disciplinary hearing. B. The Notice of Proposed Disciplinary Action shall include: 1. A description of the discipline proposed. 2. A statement of the reasons for which the action has been proposed, which shall include a brief description of the alleged facts upon which the proposed action is being taken and a statement of any employer rules, regulations, etc. or laws that are alleged to have been violated and, if applicable, a list of any previous disciplinary actions, counseling, evaluations or other relevant actions which support the action proposed. 3. Copies of any documents relied upon in reaching a decision to propose the discipline action. 4. A statement advising the employee that they may respond to the AGM, or their designee, regarding the proposed disciplinary action, orally or in writing, before it takes effect. This part of the Notice of Proposed Disciplinary Action shall include the name of the person to whom the response is to be made, if other than the AGM, and the last date upon which a response may be made. C. The employee shall have a reasonable time (not to exceed 30 days) from the date of the Notice of Proposed Disciplinary Action to respond to the charges, either orally or in writing. In responding, either orally or in writing, the employee may designate a representative to assist in the presentation of the response. 1. In the event that the employee chooses to respond orally, the employee must, within the period given to respond, make an appointment, and meet with the AGM or their designee. 2. During this meeting, the employee or the employee’s representative may present any reasons why the employee feels that the proposed action is not proper. The AGM or their designee shall listen to the employee’s presentation, but need not present any evidence on behalf of the Authority, nor shall either party present witnesses for examination at this time. 3. A written response must be received in the office of the AGM or their designee no later than 4:00 P.M. on the last day given to respond. 4. The AGM or their designee shall take ...
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Pre-Disciplinary Hearings. If the Employer determines that disciplinary action may result in suspension, demotion, or discharge, a pre-disciplinary hearing will be scheduled. The pre- disciplinary hearing procedures shall be established by the Employer and shall be conducted in a reasonable time period after the alleged incident. Pre-disciplinary hearings will be conducted by a neutral hearing officer, selected by the City. The affected employee(s) may elect to have a representative of the FOL/OLC present at any such pre-disciplinary hearing. The employee shall be provided with a written notice advising him/her of the specific charges and/or policy violations against him/her within forty-eight (48) hours prior to the hearing, unless otherwise mutually agreed. At the hearing, the employee, or his/her representative, may present any testimony, witnesses, or documents which explain whether the alleged misconduct occurred. The employee shall provide the name of the Union Representative and a list of witnesses as far in advance of the hearing as possible. It is the employee’s responsibility to notify the witnesses he/she desires to have attend. Following the hearing, the Employer shall determine the level of discipline, if any, and shall present the notice of discipline to the employee. The notification of discipline, if any, shall be completed within thirty (30) calendar days of the pre-disciplinary hearing.
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Pre-Disciplinary Hearings. The hearing on said Charges and Specifications will be held no sooner than five
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Pre-Disciplinary Hearings. Prior to a pre-disciplinary hearing, the employee will be given written notification of the hearing date and specifications of the charges. The pre-disciplinary hearing will be conducted by a neutral hearing administrator appointed by the University. At the hearing, the hearing administrator will ask the employee or his/her representative to respond to the allegations of misconduct as contained in the written notice of the hearing. The employee may present testimony, witnesses, and/or documents on his/her behalf. The employee shall provide a list of witnesses and the name and occupation of his/her representative to the Chief Human Resources Officer or his/her designee as far in advance as possible, but no later than forty-eight (48) hours prior to the pre-disciplinary hearing. It is the employee’s responsibility to notify his/her witnesses of the scheduled hearing. The employee and/or his/her representative will be permitted to ask questions of and cross-examine any witnesses. Within ten (10) working days following the pre-disciplinary hearing, the hearing administrator will prepare a written report of his/her findings, and will provide a copy to the employee. The Chief Human Resources Officer will act on the hearing administrator’s recommendation within ten (10) working days of receipt of the recommendation. The process of the pre-disciplinary hearing and notification of discipline, if any, will be completed within thirty (30) calendar days from the day the employee is served the notice of hearing. This thirty (30) day period may be waived mutually by the University and the employee.
Sample 1
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Related to Pre-Disciplinary Hearings

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and xxxxxxx. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and xxxxxxx. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Joint Remediation Committee If the Sellers (acting reasonably) determine that the Purchasers have committed a Major Default, then, at the election of the Sellers, within three (3) Business Days of the Sellers providing the Purchasers written notice of such determination, the Sellers and the Purchasers shall establish a joint remediation committee of designated executives from the Sellers and the Purchasers (“Joint Remediation Committee”) consisting of three (3) members of each of the Sellers and the Purchasers. The Joint Remediation Committee shall be responsible for overseeing the development of a mutually agreeable plan in accordance with subsection 3 below to either (i) remediate any breaches giving rise to the Major Default to the extent such breaches can be remediated and/or (ii) prevent similar breaches from recurring in the future (clauses (i) and (ii), a “Corrective Action Plan”). Each member of the Joint Remediation Committee shall have sufficient authority on the part of his or her respective party to make decisions relating to matters reviewed by the Joint Remediation Committee, and shall be approved by the other party (such approval not to be unreasonably delayed, conditioned or withheld). The Joint Remediation Committee shall have access to Purchaser Personnel that are primarily responsible for the area of the business relationship (such as information technology, data security or regulatory) where the breaches giving rise to the Major Default arise (such Purchaser Personnel, collectively, the “Subject Matter Experts”). The Sellers and the Purchasers shall cause their respective members on the Joint Remediation Committee to, and the Purchasers shall cause the Subject Matter Experts to, act in good faith in connection with the development of the Corrective Action Plan.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

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