Predisciplinary Meeting Sample Clauses

Predisciplinary Meeting. Prior to notifying the employee of the contemplated measure of discipline to be imposed, the Employer shall meet with the employee involved and if requested, a Union representative, and inform the employee of the reasons for such contemplated disciplinary action, including any names of witnesses and copies of pertinent documents. The employee shall be given the opportunity to rebut or clarify the reasons for such discipline.
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Predisciplinary Meeting. When the Employer is contemplating discipline other than oral warning, a predisciplinary meeting will be held. The Employer shall notify the employee and the Union of the meeting and the reason(s) for such contemplated discipline. Employees shall be informed of their rights to Union representation and shall be entitled to representation at all times during this disciplinary process. The employee and Union representative shall be given the opportunity to rebut the reasons for such contemplated discipline. If the employee does not request Union representation, a Union representative shall nevertheless be entitled to be present as a non-active participant at any and all such meetings.
Sample 1
Predisciplinary Meeting. Whenever the Employer determines that an employee may be suspended, reduced in pay or position, or terminated, a predisciplinary meeting will be scheduled to afford the employee the ability to respond to the charges against him. The Employer shall notify the employee and the Union in writing of the charges against the employee and what form of discipline may be imposed. This notification shall also include the time and place of a predisciplinary meeting, to be held not sooner than twenty-four (24) hours, between management and the employee. The employee may be accompanied by a Union associate during the predisciplinary meeting. The employee shall have an opportunity in this meeting to respond orally to the charges prior to discipline being imposed. Any resolution to the disciplinary action by the employee and the Employer shall be consistent with the terms and provisions of this Agreement.
Sample 1
Predisciplinary Meeting. Before any employee is suspended or discharged from employment, the employee shall be provided a predisciplinary meeting conducted by an individual outside the residential unit. The Union will be given a statement of specific charges, copies of any statements, and specifications prior to any employee being suspended or discharged. Management will contact the committee chairperson to establish a mutual meeting time before the letter is sent to the employee. The employee may choose to: (a) appear at the predisciplinary meeting and present oral and written statements, witnesses or other documents or have their Union representative make the presentation, or (b) waive the predisciplinary meeting. All statements, witnesses and policy references that relate to the specific charges will be heard during the predisciplinary meeting with the employee, their union representative and the supervisor able to ask questions of all witnesses. Up to two (2) witnesses called by each party to attend a predisciplinary meeting will be paid actual hours at the meeting at their straight rate of pay. The hearing officer will recommend whether or not discipline beyond the level of reprimand is warranted, The Superintendent will issue the appropriate discipline and the Union may grieve as set forth below. Any employees involved in this process may be placed on administrative leave until a finding regarding discipline is issued. Either party may tape record the predisciplinary meeting upon notice to the other party. A copy of the recording and transcript, if such is prepared, shall be provided within five (5) working days to the other party. The discipline shall be issued within fourteen (14) working days of the meeting unless an extension is mutually agreeable by both parties. Any appeal of discipline at this level will commence at Step 3 of the grievance procedure.
Sample 1
Predisciplinary Meeting. 19.4.1 The predisciplinary meeting allows the classified permanent employee an informal opportunity to respond either orally or in writing to the allegations stated in the Notice of Proposed Disciplinary Action. The employee shall be allowed to bring a Union representative to the predisciplinary meeting. It is the employee’s responsibility to arrange for Union representation. The predisciplinary meeting shall be conducted by a Superintendent’s designee who has not conducted the investigation or made the initial recommendation for disciplinary action. 19.4.2 The Superintendent’s designee conducting the predisciplinary meeting shall consider the employee’s response, if any, and within fifteen (15) calendar days following the predisciplinary meeting, issue a written recommendation regarding the proposed disciplinary action. If disciplinary action is warranted the Superintendent’s designee shall determine the level of discipline and serve on the employee a Notice of Disciplinary Action as set forth below. 19.4.3 If the Notice of Disciplinary Action is a suspension without pay for three (3) days or less the disciplinary action shall be effective the day of service of the Notice, or at a date determined by the District. All other disciplinary actions shall be effective as determined by the District after a waiver of a disciplinary hearing, agreement by the District and the employee, or after a hearing as outlined below.
Sample 1
Predisciplinary Meeting. The Sheriff or his designee shall conduct the meeting. The designee shall be selected from those supervisors not directly in the chain of command of the employee. Those attending the meeting will include the affected employee, the xxxxxxx, the business representative, when requested by the employee, and the affected employee’s immediate supervisor. No meeting shall be delayed/postponed more than three
Sample 1
Predisciplinary Meeting. For discipline other than oral and written reprimands, prior to notifying the employee of the contemplated discipline to be imposed, the Employer shall notify the local Labor Council of the meeting and then shall meet with the employee involved and inform the employee of the reason for such contemplated discipline, including any names of witnesses and copies of pertinent documents. The employee shall be informed of his contract rights to Labor Council representation and shall be entitled to such, if so requested by the employee, and the employee and Labor Council Representative shall be given the opportunity to rebut or clarify the reasons for such discipline and further provided that a Labor Council Representative shall be available within twenty four (24) hours of notification. If the employee does not request Labor Council representation, a Labor Council Representative shall nevertheless be entitled to be present as a nonactive participant at any and all such meetings.
Sample 1
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Predisciplinary Meeting. Whenever the Employer determines that an employee may be disciplined for cause that could result in suspension, reduction or termination, a predisciplinary meeting will be scheduled to give the employee an opportunity to offer an explanation of the alleged misconduct. The Employer shall provide the employee and the Union at least forty-eight (48) hours written notice in advance of the meeting. Prior to the meeting, the employee shall be given a written notice of predisciplinary meeting containing notice of the charges, a brief explanation of the evidence, and what form of discipline may be imposed. The process of predisciplinary meetings and notification of discipline, if any, shall be completed within sixty (60) calendar days from presentation to the employee of the notice of predisciplinary meeting. Predisciplinary meetings will be conducted by a management level employee of the Township. The person chosen to conduct the meeting will be selected by the Employer. The employee may choose to: (1) appear at the meeting to respond to the allegation of misconduct; or (2) appear at the meeting and have one (1) chosen representative respond to the allegation of misconduct; or
Sample 1

Related to Predisciplinary Meeting

  • 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.

  • 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.

  • Safety Meetings Accident investigation.

  • 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.

  • Disciplinary Measures ‌ 21.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's personal file. 21.02 The Union may, in the case of any employee who is dismissed, suspended, demoted or given a written warning, file a grievance and, if necessary, submit the case to arbitration, except however in the case of an employee who is dismissed during his/her probation period. 21.03 In all cases of disciplinary measures, the University has the burden of proving that the disciplinary measure was imposed for just and sufficient cause. The arbitrator may confirm or reject the disciplinary measure, or render any other decision that he/she judges equitable under the circumstances. 21.04 In the event that a university representative finds it necessary to summon an employee for disciplinary reasons (written warning, demotion, suspension, or dismissal), the employee has the right to be accompanied by a union representative. The University will inform the employee of his/her right. 21.05 A suspension does not interrupt the continuous service of an employee. 21.06 No disciplinary measure may be imposed later than twenty (20) working days after the date of the incident which gave rise to it or of the date the immediate supervisor became aware of said incident. 21.07 No confession signed by an employee can be used as evidence against her/him in an arbitration, unless it is:

  • 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.

  • Emergency Meetings Public notice of emergency meetings shall be given as soon as practical, but in any event, before the meeting to news media that have filed a written request for notice. In addition to the other notices specified in this policy, the Superintendent or designee shall post the following on the District website: (1) the annual schedule of regular meetings, which shall remain posted until the Board approves a new schedule of regular meetings; (2) a public notice of all Board meetings; and (3) the agenda for each meeting which shall remain posted until the meeting is concluded. LEGAL REF.: 5 ILCS 120/, Open Meetings Act. 5 ILCS 140/, Freedom of Information Act. 105 ILCS 5/10-6 and 5/10-16. CROSS REF.: 2:110 (Qualifications Term, and Duties of Board Officers), 2:120 (Board Member Development), 2:210 (Organizational Board of Education Meetings), 2:220 (Board of Education Meeting Procedure), 2:230 (Public Participation at Board of Education Meetings and Petitions to the Board), 6:235 (Access to Electronic Networks) Adopted: January 21, 2020

  • 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”).

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Meetings Meetings of the Trustees shall be held from time to time upon the call of the Chairman, if any, or the President or any two Trustees. Regular meetings of the Trustees may be held without call or notice at a time and place fixed by the By-Laws or by resolution of the Trustees. Notice of any other meeting shall be given by the Secretary and shall be delivered to the Trustees orally not less than 24 hours, or in writing not less than 72 hours, before the meeting, but may be waived in writing by any Trustee either before or after such meeting. The attendance of a Trustee at a meeting shall constitute a waiver of notice of such meeting except where a Trustee attends a meeting for the express purpose of objecting to the transaction of any business on the ground that the meeting has not been properly called or convened. Any time there is more than one Trustee, a quorum for all meetings of the Trustees shall be one-third, but not less than two, of the Trustees. Unless provided otherwise in this Declaration and except as required under the 1940 Act, any action of the Trustees may be taken at a meeting by vote of a majority of the Trustees present (a quorum being present) or without a meeting by written consent of a majority of the Trustees. Any committee of the Trustees, including an executive committee, if any, may act with or without a meeting. A quorum for all meetings of any such committee shall be one-third, but not less than two, of the members thereof. Unless provided otherwise in this Declaration, any action of any such committee may be taken at a meeting by vote of a majority of the members present (a quorum being present) or without a meeting by written consent of all of the members. With respect to actions of the Trustees and any committee of the Trustees, Trustees who are Interested Persons in any action to be taken may be counted for quorum purposes under this Section and shall be entitled to vote to the extent not prohibited by the 1940 Act. All or any one or more Trustees may participate in a meeting of the Trustees or any committee thereof by means of a conference telephone or similar communications equipment by means of which all persons participating in the meeting can hear each other; participation in a meeting pursuant to any such communications system shall constitute presence in person at such meeting.

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