Preliminary Hearing. (1) If an employee is suspended without pay pending a hearing on disposition of charges for removal, the president or the president's designated representative shall notify the employee in writing of the reasons for the suspension at the time of the notice of the suspension.
Preliminary Hearing. All employees who receive a Notice of Charges and submit a demand for a preliminary hearing shall be allowed to have a pre-evidentiary (“Xxxxxx”) hearing before the Chief Human Resources Officer. The Chief Human Resources Officer shall have the right to reject, amend, or continue the proposed disciplinary action. If the decision after the Preliminary Hearing is to amend or continue the proposed disciplinary action, the action shall be implemented pending an Evidentiary Hearing before the Governing Board or a hearing officer.
Preliminary Hearing. The employee shall have the right to a preliminary hearing to be conducted by the Superintendent or his/her designee. This preliminary hearing shall be informal and shall not be an evidential hearing. The employee may be accompanied at the hearing by a representative of his/her choice. The employee shall have not less than two (2) days notice of the time and place of the preliminary hearing. Failure of the employee to attend at the time and place indicated in the notice shall be deemed to be a waiver of his/her right to such hearing.
Preliminary Hearing. As promptly as practicable after the appointment of the Disputes Board, a preliminary hearing shall be held among the Parties and/or their attorneys or other representatives and the Disputes Board. If the Parties agree, the preliminary hearing will be conducted by telephone conference call rather than in person. At the preliminary hearing the matters to be considered shall include, without limitation:
Preliminary Hearing. Once the Employer has completed its investigation into a disciplinary matter, and where dismissal or discipline involving a suspension of three (3) days or more is contemplated, the Employer, the Union and the employee will, if mutually agreed, meet prior to the imposition of such discipline. The purpose of this meeting is to review the facts of the case that are known to each party. The Employer will reveal the allegations on which it relies and the employee and Union representative will provide a full account and explanation of the facts as known to them and any mitigating factors on which it relies.
Preliminary Hearing. 16.5 Notice of Decision of Preliminary Hearing 16.6 Demand for an Evidentiary Hearing 16.7 Evidentiary Hearing 16.8 Hearing Held Within Thirty Days 16.8.1 Hearings are Normally in Closed Session 16.8.2 Presiding Officer 16.8.3 Employee Shall Have Rights to Representation 16.8.4 Evidentiary Hearing Procedure 16.9 Evidentiary Hearing Decision 16.10 Hearing Officer Decision 16.10.1 Board Sub-Committee 16.10.2 Board Receiving a Recommendation From Sub-Committee or Hearing Officer 16.10.3 Board Acting as a Hearing Body 16.10.4 Temporary Removal 16.11 Limits on Disciplinary Action 16.12 ARTICLE SECTION
Preliminary Hearing. Before suspending, discharging or terminating any Employee, the Employer must first convene a preliminary hearing to provide a forum for a full review of the evidence of the case. For this purpose, the Parties specifically agree to provide each other with full disclosure including, but not limited to, all relevant documents and all relevant information which exists in any form other than in writing which is in the possession or within the knowledge of either the Employer or the Union. The Employer shall advise the Union and the Employee(s) concerned in writing in advance of the date, time, and location of such hearing and the allegations in full being raised by the Employer. At such hearing, the Union and each Employee shall have the representational rights described in Clause 11.02(c) above.
Preliminary Hearing. Within 15 days after the ------------------- Arbitrator has been appointed, a preliminary hearing among the Arbitrator and counsel for the Parties shall be held for the purpose of developing a written plan for the management of the arbitration, that shall promote the efficient, expeditious and cost-effective conduct of the proceeding.
Preliminary Hearing. 16.5 Notice of Decision of Preliminary Hearing 16.6 Demand for an Evidentiary Hearing 16.7 Evidentiary Hearing 16.8
