Predisciplinary Conference. Whenever the Employer determines that an employee may be subject to suspension, reduction, or termination, the Employer will hold a predisciplinary conference prior to issuing discipline. The Employer shall establish the date and time of the conference and shall provide the employee and the Union at least twenty-four (24) hours written notice in advance of the conference. Such notice shall contain the charges against the employee, a brief explanation of the evidence, and what form of discipline may be imposed. The employee may be accompanied by a Union xxxxxxx or officer during the predisciplinary conference. Rather than participate in the conference, the employee may elect to waive the conference in writing. Should the employee not wish to be represented by the Union, a Union representative shall be allowed in the predisciplinary conference as an observer only. At the conference, the employee and/or his Union representative shall have an opportunity to respond orally to the charges prior to discipline being imposed.
Predisciplinary Conference. Prior to suspending, demoting or dismissing an employee, the agency shall provide the employee with an opportunity for a predisciplinary (“Xxxxxxxxxx”) conference. At the conference, the agency shall
(1) apprise the employee of the charges against him/her;
(2) explain to the employee the evidence regarding the charges against him/her; and
(3) provide the employee with an opportunity to respond.
Predisciplinary Conference. Within five (5) calendar days (excluding Saturdays, Sundays, and District holidays) after issuance of Notice of Disciplinary Action, the Fire Chief or the Chief’s designee shall conduct a predisciplinary conference to review the written or oral presentation provided by the employee for whom the disciplinary action is proposed. At this meeting, the employee and/or the employee representative shall make known any evidence which could cause the disciplinary action to be rescinded or altered. Failure by the employee to avail themself of this opportunity to be heard shall be deemed acceptance of the proposed disciplinary action and specific waiver of further rights to appeal. After the completion of the Predisciplinary Conference and any actions believed by the Chief (or their designee) to constitute appropriate follow-up, the Chief shall issue a decision regarding the proposed disciplinary action. Such decision may be to rescind, modify or impose such action. If the Chief's decision is to impose discipline, another Notice of Disciplinary Action shall be issued to the employee, which shall include: A statement of the nature of the disciplinary action; The effective date of the action; A statement in ordinary and concise language of all the specific facts or upon which the disciplinary action is based; A copy of documents upon which the action is based and if too voluminous to be included with the notice, where they may be reviewed and copied; and A statement advising the employee of their rights to appeal and that such appeal must be filed within fourteen (14) calendar days (excluding Saturdays, Sundays, and District holidays) of the date of such notice.
Predisciplinary Conference. Whenever the Employer and/or his designee determine that there may be cause for a Union member to be disciplined (i.e., reprimanded, suspended, reduced, or discharged), a predisciplinary conference will be scheduled to give the Union member the opportunity to offer an explanation for the alleged conduct. The predisciplinary conference procedure shall be as follows:
Predisciplinary Conference. Whenever the Employer determines that an employee may be subject to suspension (with or without pay) or termination, the Employer will hold a predisciplinary conference prior to issuing discipline. The Employer shall establish the date and time of the conference and shall provide the employee and the Union at least twenty-four (24) hours written notice in advance of the conference. Such notice shall contain the charges against the employee, a brief explanation of the evidence including the facts underlying the charged offense, and what form of discipline may be imposed. The employee may be accompanied by a non-employee Union representative and/or employee representative during the predisciplinary conference. Rather than participate in the conference, the employee may elect to waive the conference in writing. Should the employee not wish to be represented by the Union, a Union representative shall be allowed in the predisciplinary conference as an observer only. At the conference, the employee and/or his representative(s) shall have an opportunity to respond orally to the charges prior to discipline being imposed.
Predisciplinary Conference. An employee shall have the right to a 13 disciplinary hearing before the Employer (or designee) for any disciplinary action resulting 14 in suspension, reduction in pay or position, or discharge from employment. 16 The Employer shall provide written notice of the hearing seventy-two (72) hours in 17 advance to the employee and the Union. The notice shall cite the charges against the 18 employee. 20 The employee shall be notified of his/her right to representation which may include, at the 21 employee's option, a xxxxxxx, Chapter Chairperson, or a non-employee staff 22 representative. The Union xxxxxxx will be allowed to be present at any disciplinary 23 hearing. 25 The Employer (or designee) shall provide a written copy of the action to the employee 26 within seven (7) days.
Predisciplinary Conference. An employee shall have the right to a disciplinary hearing before the Administrator (or designee) for any disciplinary action resulting in suspension, reduction in pay or position, or discharge from employment. The Employer shall provide written notice of the hearing seventy-two (72) hours in advance. The notice shall cite the charges against him/her. The employee shall have the right to representation which may include at the employee’s option a xxxxxxx or non-employee Staff Representative. Bargaining Unit employees have the right to present evidence and have disciplinary actions adjusted without the intervention of the bargaining representatives of the Union, as long as adjustment is not inconsistent with the terms of this Agreement. The Union xxxxxxx will be allowed to be present at any disciplinary hearing. The Administrator (or designee) shall provide a written copy of the action to the employee within seven (7) days.
Predisciplinary Conference. Whenever the Employer or his designee determines that an employee may be subject to suspension, reduction, or discharge for just cause, a predisciplinary (fact-finding) conference will be scheduled to afford the employee an opportunity to offer an explanation of the alleged conduct, inclusive of oral and/or written testimony. The Employer shall notify the affected employee and the appropriate Union representative and/or Xxxxxxx of the date and time of the conference. The Union representative and/or Xxxxxxx shall be present at the predisciplinary conference unless agreed otherwise between said employee and representative. Any such agreement shall be reduced to writing, signed by both parties, and submitted to the Employer for the record. An employee may also elect, in writing, to waive the opportunity to participate in a predisciplinary conference.
Predisciplinary Conference. Section 1. Whenever the Employer determines that an employee may be suspended, reduced or terminated for just cause, a predisciplinary conference shall be scheduled prior to any disciplinary action.
Section 2. Predisciplinary conferences shall be scheduled during regular business hours of the Employer and no employee shall suffer loss of regular pay or benefits while attending such conferences.
Section 3. Predisciplinary conferences will be conducted by a neutral Hearing Officer who will be selected by the Employer. The Hearing Officer shall not be directly in the line of authority of the employee.
Section 4. Not less than forty-eight (48) hours prior to the scheduled starting time of the conference, the Employer will provide to the employee a written outline of the charges which may be the basis for disciplinary action. The employee must choose to: 1) appear at the conference to present an oral or written statement in his or her defense; 2) appear at the conference and have a chosen representative present an oral or written statement; or 3) waive writing, the opportunity to have a pre-disciplinary conference.
Section 5. At the predisciplinary conference, the neutral will ask the employee or his/her representative to respond to the allegation(s) of misconduct which were outlined to the employee. Failure to respond or respond truthfully may result in further disciplinary action, except when employee is subject to self incrimination and elects to invoke a right to remain silent.
Section 6. At the conference both parties may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The employee may be represented by any person he or she chooses, whether such individual is an employee or not. The Union may have a representative present at all bargaining unit predisciplinary conferences. The parties shall provide lists of witnesses to the neutral as far in advance as possible, but not later than one (1) hour prior to the predisciplinary conference, Copies of these lists will also be exchanged by the parties at that time. It is the employee’s responsibility to notify witnesses that their attendance is desired.
Section 7. The parties or their representative(s) will be permitted to confront and cross-examine witnesses. Within ten (10) days following such hearing, a written report will be prepared by the neutral concluding as to whether or not the alleged conduct occurred. Copies of the report shall immediately be pro...
Predisciplinary Conference. An employee shall have the right to a 10 disciplinary hearing before the Administrator (or designee) for any disciplinary action 11 resulting in suspension, reduction in pay or position, or discharge from employment. 13 The Employer shall provide written notice of the hearing seventy-two (72) hours in 14 advance. The notice shall cite the charges against him/her. 16 The employee shall have the right to representation which may include at the employee’s 17 option a xxxxxxx or non-employee Staff Representative. 18 19 Bargaining Unit employees have the right to present evidence and have disciplinary 20 actions adjusted without the intervention of the bargaining representatives of the Union, 21 as long as adjustment is not inconsistent with the terms of this Agreement. 23 The Union xxxxxxx will be allowed to be present at any disciplinary hearing. 25 The Administrator (or designee) shall provide a written copy of the action to the employee 26 within seven (7) days.
