Pre-Discipline Meeting Sample Clauses

Pre-Discipline Meeting. Any proposed disciplinary action shall be brought to the attention of the Superintendent. The Superintendent shall investigate the matter and shall hold an informal meeting with the employee or, if requested by the employee, with the employee and a representative within ten (10) work days after the matter has been brought to the Superintendent’s attention. 1. The employee shall have the right to be accompanied to the meeting by a representative. 2. The employee shall be notified in writing of the allegations and shall be given an opportunity to respond.
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Pre-Discipline Meeting. If the College believes discharge is a possible outcome to an investigation of misconduct, it will provide a “notice of intent to discipline” letter to the employee, union, human resources, and the supervisor that provides: i. Notice of charges arising from the investigation. ii. Review of evidence the employee was aware of policies and/or performance expectations. iii. Request for pre-discipline meeting including the date and time of the meeting and a reminder of the employee’s right to representation. The pre-discipline meeting is an opportunity to either discuss with the College in person, or provide in writing, responses to the charges and any additional information needed to assist the College in determining what ultimate action should be taken.
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Pre-Discipline Meeting. Whenever the Sheriff determines that an employee’s misconduct may result in a suspension, reduction, or termination of employment, a meeting will be held to give the employee an opportunity to provide an explanation of the alleged conduct. The employee will be notified at least forty-eight (48) hours prior to the meeting of the charges that are pending. The employee may elect to waive this meeting by providing a written notice to the Sheriff.
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Pre-Discipline Meeting. (a) When the Employer is considering disciplining an Employee, the Employer will meet with the Employee and a Union Representative. Prior to the meeting, the Employer will notify the President of the Local Union, or in her absence the Unit Chairperson, of the nature of the alleged offence. (b) At this meeting, the Employer will advise the Employee of the reason(s) for the meeting and provide the Employee with an opportunity to respond. (c) Within five (5) Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will advise the Employee of its decision. If discipline is to be imposed, the decision will be communicated orally and in writing at a further meeting. An Employee will be accompanied by a Union Representative at such a meeting. A copy of the written confirmation will be provided to the President of the Local Union.
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Pre-Discipline Meeting. Before the City discharges or disciplines an employee for these Major Offenses, there shall be a pre-disciplinary meeting between the City, the employee, and the Union. At this meeting, the City will document the reason or reasons for the contemplated disciplinary action and disclose the names of witnesses and copies of relevant documents. The employee and the Union may present rebuttal evidence. After this meeting, the City will inform the employee and the Union in writing the discipline it gives the employee and the reasons for such discipline. If the employee and the Union wish to grieve the discipline decision, the grievance will proceed pursuant to the grievance procedure outlined in Article 5 of the Collective Bargaining Agreement.
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Pre-Discipline Meeting. Before an employee is disciplined, the Employer shall convene a pre-disciplinary meeting, and the employee shall be notified in writing at least 48 hours prior to such meeting. The employee shall be entitled to a Union representative at such meeting.
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Pre-Discipline Meeting. Before discipline is imposed, the Village shall convene a pre-discipline meeting between the officer and the Director or his designee, to discuss the basis for the imposition of discipline. The officer shall be given an opportunity to provide any information the officer believes should be considered prior to the imposition of discipline.‌ The officer may also have Labor Council representation at such meeting. At the meeting or no later than with the implementation of discipline, the officer will be provided with information concerning the process of appealing the discipline.
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Pre-Discipline Meeting. Prior to the final decision regarding whether discipline is appropriate, and, if so, the appropriate level of discipline, the employee shall be afforded an opportunity to discuss the matter and present the employee’s response to the issues involved and to the possible level of discipline to be imposed. The employee shall be afforded the opportunity to rebut or clarify the charges during the meeting. Furthermore, upon request of the employee, a representative of the Union (Xxxxxxx) shall be allowed to be present and participate in such discussions. If the employee does not request Union representation, a Union representative shall nevertheless be notified and shall be afforded the opportunity to be present. After meeting with the employee to discuss the employee’s response to the alleged misconduct and appropriateness of discipline, the Employer may investigate the issues further, or determine the appropriate discipline to be imposed, if any. Once the decision is made the Employer shall meet with the employee, and a Union representative if requested by the employee to discuss and impose the discipline. The discipline meeting shall be conducted without loss of pay for the employee and one Union representative. Nothing in this Section shall prevent the Employer from relieving employees from duty while investigating an allegation. The employee shall not lose any wages because of such release.
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Related to Pre-Discipline Meeting

  • 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.

  • Performance Meetings During a meeting on performance, the parties will: (a) discuss the causes of a Performance Factor; (b) discuss the impact of a Performance Factor on the local health system and the risk resulting from non-performance; and (c) determine the steps to be taken to remedy or mitigate the impact of the Performance Factor (the “Performance Improvement Process”).

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

  • Committee Meetings ‌ All meetings of the said Committee on Labour Relations with the Union Committee and the Secretary- Business Manager, or her/his representative, shall be under the chairpersonship of a member of the Committee on Labour Relations. Meetings shall be held at the call of the Chairperson as promptly as possible on request in writing of either party. The Employer and the Union shall make every effort to exchange written agendas at least one (1) week prior to meetings called under Article 8.04.

  • 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.

  • ATTENDANCE AT MANDATORY MEETINGS/SCHOOL EVENTS Where an employee is required through clear direction by the board to attend work outside of regular working hours, the provisions of the local collective agreement regarding hours of work and compensation, including any relevant overtime/lieu time provisions, shall apply. Required attendance outside of regular working hours may include, but is not limited to school staff meetings, parent/teacher interviews, curriculum nights, Individual Education Plan and Identification Placement Review Committee meetings, and consultations with board professional staff.

  • Labour Management Meetings The committee meeting shall normally be held every second month however, either party may call a meeting of the Joint Labour Management Committee. The meeting shall be held at a time and place fixed by mutual agreement but no later than fourteen (14) calendar days after the initial request, unless mutually agreed.

  • Safety Meetings Accident investigation.

  • Meeting of Committee In the event of either party wishing to call a meeting of the Committee, the meeting shall be held at a time and place fixed by mutual agreement, however, such meeting to be held not later than 14 days after request has been received unless varied by mutual agreement.

  • Required Meetings or Hearings Whenever any employee is required to appear before the Superintendent or his designee, Board or any committee, member, representative or agent thereof concerning any matter which could adversely affect the continuation of that employee in his office, position, or employment or the salary of any increments pertaining thereto, then he shall be given prior written notice of the reasons for such meetings or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meetings or interview.

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