Pre-Termination Hearing. Prior to termination for misconduct, a pre-termination hearing will be held. The MBU will be notified in writing that the MBU is immediately suspended with pay and that a hearing will be scheduled. Following the hearing, the decision of the supervisor will be communicated to the MBU and the Human Resources Department. If termination is initiated, this decision will be communicated to the MBU by U.S. mail. The MBU will be paid through the date of termination (which shall be no earlier than the day following the hearing) as specified in the letter.
Pre-Termination Hearing. Prior to termination for performance deficiencies, a hearing will be held. An ESP will be notified in writing that he/she is immediately suspended with pay and that a pre-termination hearing is scheduled. Following the hearing, the decision of the supervisor will be communicated to the ESP and Human Resources and/or Food Service Central Office. If termination is initiated, this decision will be communicated to the ESP by certified mail and a Personnel Action Form will be submitted to Human Resources. The ESP will be paid through the date of termination (which shall be no earlier than the day following the hearing) as specified in the letter. Dismissal can be appealed by filing a grievance directly at Level III.
Pre-Termination Hearing. Prior to termination for misconduct, a pre-termination hearing will be held. The ESP will be notified in writing that the ESP is immediately suspended with pay and that a hearing will be scheduled. Following the hearing, the decision of the supervisor will be communicated to the ESP and the Human Resources Department. If termination is initiated, this decision will be communicated to the ESP by U.S. mail. The employee will be paid through the date of termination (which shall be no earlier than the day following the hearing) as specified in the letter.
Pre-Termination Hearing. The pre-termination hearing must be held within ten (10) calendar days after the President or his/her designee has received the request for the hearing. The faculty member may be represented by counsel and may call such witnesses as may be deemed necessary and/or may submit rebuttal affidavits. Additionally, the faculty member shall have an opportunity to present mitigating circumstances for consideration. At his/her option, the hearing may be:
(a) A closed hearing
(b) A hearing with a maximum of three representatives of the faculty in attendance
(c) An open hearing The President or his/her designee shall act as the presiding administrator at the pre-termination hearing.
Pre-Termination Hearing. Prior to termination for misconduct, a pre-termination hearing will be held. The employee will be notified in writing that the employee is immediately suspended with pay and that a hearing will be scheduled. Following the hearing, the decision of the supervisor will be communicated to the employee and the Human Resources Department. If termination is initiated, this decision will be communicated to the employee by U.S. mail. The employee will be paid through the date of termination (which shall be no earlier than the day following the hearing) as specified in the letter.
Pre-Termination Hearing. (A) In accordance with 42 CFR 738.710, before terminating the Contract pursuant to Section 16.2.1 of this Contract, the Department must provide the Contractor with a pre-termination hearing. The Department shall:
(1) Give the Contractor written notice of its intent to terminate, the reason for the termination, and the time and place of the hearing;
(2) After the hearing, give the Contractor written notice of the decision affirming or reversing the proposed termination of the Contract and, for an affirming decision, the effective date of the termination; and
(3) For an affirming decision, give Enrollees notice of termination and information consistent with 42 CFR 438.10, on their options for receiving CHIP services following the effective date of the termination.
(B) In accordance with 42 CFR 438.722, after the Department notifies the Contractor that it intends to terminate the Contract, the Department may give Enrollees written notice of the Department’s intent to terminate the Contract and may allow Enrollees to disenroll immediately, without cause.
Pre-Termination Hearing. As required by law, each employee who has completed his or her probationary period is entitled to a pre- termination hearing as provided in the disciplinary policy of the City. An employee may, however, refuse to participate or waive their right to a pre-termination hearing, which refusal or waiver must be reduced to written form.
Pre-Termination Hearing. (A) In accordance with 42 CFR 738.710, before terminating the Contract pursuant to Section
16.2.1 of this Contract, the Department must provide the Contractor with a pre-termination hearing. The Department shall:
Pre-Termination Hearing a. Upon written request, the employee will be provided the opportunity of an informal pre- termination hearing. If the Authority chooses to remove the employee from the worksite prior to the pre-termination hearing, the employee will be entitled to use any earned PTO he or she has accrued. If the employee is returned to work, he/she will be reimbursed for any PTO used.
b. The pre-termination hearing must be processed in accordance with the following steps, time limits, and conditions:
Step 1. The employee who has been recommended for termination will have 7 days, not including the day of receipt of notice recommending termination, to submit a written request to the Vice President of Human Resources. The pre-termination hearing officer will be Vice President from a division other than the employee. If desired by the employee, a Union representative may attend the pre-termination hearing, consistent with the Union’s exclusive right to represent employees as referenced in Section 4 of this article. The employee will notify the Vice President of Human Resources in writing of the name and address of his/her representative.
Step 2. The employee who has made a timely written request of a pre-termination hearing will be given at least 3 days’ notice prior to the hearing, which must be held within 7 days of the employee's request, unless extended by mutual agreement. The notice will include the time and location of the pre-termination hearing.
c. Failure on the part of the employee to submit a written request for a pre-termination hearing or to appear at the scheduled pre-termination hearing will serve as a waiver of the procedure. The hearing will not follow formal rules of evidence and will be conducted in an informal manner. The hearing will be conducted by the pre-termination hearing officer. Management's representative will explain the charges against the employee and supporting evidence. The employee will be provided the opportunity to respond to all specified charges.
Pre-Termination Hearing. Before discharging an employee, the Official shall conduct a pre- termination hearing in which the Official shall present the charges in writing and the contemplated resulting discipline, and allow the employee an opportunity to respond. The Union will be notified at least thirty-six (36) hours in advance of the pre-termination hearing to allow for appropriate Union representation.
