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
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and/or the employee representative shall make known any evidence which could cause the disciplinary action to be rescinded or altered.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 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.
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. Prior to any disciplinary actions resulting in time off, the employee shall have the opportunity for a predisciplinary conference. At such conference, before either the Mayor or his designee, the employee may rebut the charges with evidence and/or witnesses. Employees may waive this hearing. Whether or not employees participate in the pre- disciplinary conference, employees may appeal discipline according to the provisions of this Agreement. For purposes of this Article, a decision issued by the Mayor as a result of the pre- disciplinary hearing will be considered a Step 3 grievance answer, which can be appealed directly to arbitration.
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.
