Procedure for Disciplinary Action. A. No employee in the classified service shall be reprimanded, suspended, demoted, dismissed, or in any way discriminated against because of his/her political or religious affiliations or race, color, sex, national origin or ancestry, or marital status or pregnancy, subject to the provisions of Paragraph A.3.
Procedure for Disciplinary Action a. The employee shall be given written notice including a statement of charges. Such charges shall cite the specific cause or causes with sufficient detail to permit the employee to prepare a defense, and the proposed action.
Procedure for Disciplinary Action. 1. The District may, for disciplinary purposes, suspend, demote, reassign, or dismiss any unit member holding a position in the classified service. Demotion may include reduction in pay from a step within the class to one or more lower steps.
Procedure for Disciplinary Action. 16.4.1 The employee shall be notified by written notice when disciplinary action is planned. Such notice shall describe the specific cause or causes for the planned disciplinary action and shall include dates, approximate times, and the general location where the chargeable cause or causes occurred. The proposed disciplinary action shall be stated. The written notice shall be personally served on the employee or mailed to the employee via certified mail.
Procedure for Disciplinary Action. 9.2.1 No unit member shall be subject to disciplinary action because of gender, sexual orientation, race, color, religious creed, marital status, national origin, ancestry, medical condition, age, or disability.
Procedure for Disciplinary Action. The employee shall be given a written notice including a statement of charges. Such charges shall cite the specific cause or causes with sufficient detail to permit the employee to prepare a defense, and the proposed action. The employee shall have the right to respond either orally or in writing to the District’s designee in a Xxxxxx Hearing. The designee shall not have conducted the investigation or have made the initial recommendation for disciplinary action. The designee shall consider the employee’s response and recommend within fifteen (15) calendar days that the proposed disciplinary action either be taken, not taken, or amended. If the employee's presence would, in the judgment of the responsible administrator, constitute a hazard or disturbance to students, fellow employees or the public, the District may immediately suspend with pay the employee involved. An employee’s suspension, without pay, will commence upon his or her receipt of notice of recommendation of personal action after a “Xxxxxx” hearing or a hearing before the Governing Board if the employee chooses to exercise that right. The written notice shall include a statement of the employee's right to a hearing, the time within such a hearing may be requested which shall not be less than five (5) work days, and a form, the signing and filing of which shall constitute a demand for a hearing and a denial of the charges. The notice may be served personally or by certified mail, return receipt requested, to the employee's last known address. If the employee does not respond within the stated time limit for requesting a hearing, the stated intended action shall be imposed. Upon receipt of a Denial and Request for a Hearing, the District will arrange for a hearing before the Governing Board. The hearing date will allow the employee a minimum of five (5) work days for preparation, but shall not be more than fifteen (15) work days from the date of request. Time limits may be extended by mutual agreement between the District and the employee. The employee must appear in person and may be represented by anyone of his/her choosing. If the employee does not appear, the stated intended action shall be imposed. All such hearings shall be conducted in Closed Session, unless a public hearing is requested by the employee. The hearing shall be before the Board of Trustees unless the Board decides to have this matter heard by an Administrative Law Judge (ALJ) appointed by the Office of Administrative Hearing...
Procedure for Disciplinary Action. The employee shall be notified by written notice of the intended disciplinary action. The written notice shall be served personally or by certified mail. The notice shall include: a statement of the specific disciplinary action, a statement of the causes, a statement of the employee’s right to a Xxxxxx Hearing, and a copy of all relevant material upon which the disciplinary action is based. Xxxxxx Xxxxxxx – a pre-disciplinary meeting with an administrator not involved with the investigation of the disciplinary matter.
Procedure for Disciplinary Action. 16.5.1 The employee shall be given a written notice including a statement of charges. Such charges shall cite the specific cause or causes with sufficient detail to permit the employee to prepare a defense, and the proposed action. The employee shall have the right to respond either orally or in writing to the District’s designee in a Xxxxxx Hearing. The designee shall not have conducted the investigation or have made the initial recommendation for disciplinary action. The designee shall consider the employee’s response and recommend within fifteen (15) calendar days that the proposed disciplinary action either be taken, not taken, or amended.
Procedure for Disciplinary Action. 8.5.1 Except in cases of emergency in which the employee must be removed from the premises immediately as provided herein, at least five (5) work days prior to the effective date of any proposed disciplinary action, the Superintendent or designee shall give the employee written notice of the proposed disciplinary action. The notice shall include the causes for the proposed disciplinary action, a copy of the materials upon which the proposed action is based and the right to respond either orally or in writing prior to the proposed action. Any response made by the employee shall be considered by the Superintendent or designee prior to initiating any proposed disciplinary action. In the event of emergency circumstances that require removal of the employee from the work site immediately, such notice and right to respond shall be provided to the employee as soon as possible after his/her removal from the premises. In cases of an emergency when the Superintendent or designee determines that the District personnel, students or property are endangered, or that a classified employee constitutes a hazard or disturbance to students, fellow employees or the public, the Superintendent or designee may immediately suspend a classified employee with pay until a hearing by the Board of Trustees on the disciplinary action may be held.
Procedure for Disciplinary Action. When a Supervisor, Department Head, Principal, Administrator, or Assistant Principal determines that an employee should be recommended for demotion, suspension, or dismissal, such recommendation shall be made to the Superintendent. If the Superintendent determines that sufficient cause exists for disciplinary action, he shall recommend to the board the appropriate action to be taken. The recommendation shall include the following:
