Procedures Governing Demotions and Dismissals. Employees who are in regular status in their classification and who are the subject of a proposed District action to demote or dismiss shall be subject to the following procedural due process rights: a. The District shall first advise the employee in writing of the specific reasons and/or actions which underlie the recommended demotion/dismissal. b. Upon written request submitted within five (5) working days of the date of the writing referenced in 9.1a, the employee shall be granted the opportunity to prepare a written and/or oral response to such reasons and/or actions, and also the opportunity to meet with the head of the organizational unit or his/her designee to which the employee is assigned. The purpose of this meeting is to discuss the recommended demotion/dismissal and to permit the employee an opportunity to present any relevant statements or documents. The meeting will be scheduled to take place within three (3) working days of receipt of the written request. The employee may bring a representative to the meeting for advice and counsel. Non-availability of the employee or representative for more than a reasonable time shall not delay the recommendation from going forward. Following the meeting, a conference summary shall be prepared and a copy furnished to the employee within three (3) working days from the conclusion of the meeting. The conference summary will include a statement as to whether it is the District’s intent to pursue the recommendation to demote/dismiss the employee. c. Within five (5) working days from the date the employee receives the conference summary referenced in 9.1b, the employee may file a written appeal to the Superintendent of Schools who shall schedule an informal hearing to be conducted by the Superintendent or his/her designee. The purpose of the informal hearing is to discuss the recommended demotion/dismissal and to permit the employee an opportunity to present any relevant statements or documents. The meeting will be scheduled to take place within three (3) working days of receipt of the written request. The employee may bring a representative to the meeting for advice and counsel. Non-availability of the employee or representative for more than a reasonable time (defined as no more than five (5) working days) shall not delay the recommendation from going forward. The Superintendent or his/her designee shall issue a written statement within three (3) working days from the date of the hearing stating whether the recommendation for demotion/dismissal will be submitted to the Board of Education. d. If the action to be taken is dismissal, further proceedings are governed by statute and are beyond the scope of this Section.
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Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Procedures Governing Demotions and Dismissals. Employees who are in regular status in their classification and who are the subject of a proposed District action to demote or dismiss shall be subject to the following procedural due process rights:
a. The District shall first advise the employee in writing of the specific reasons and/or actions which underlie the recommended demotion/dismissal.
b. Upon written request submitted within five (5) working days of the date of the writing referenced in 9.1a, the employee shall be granted the opportunity to prepare a written and/or oral response to such reasons and/or actions, and also the opportunity to meet with the head of the organizational unit or his/her designee to which the employee is assigned. The purpose of this meeting is to discuss the recommended demotion/dismissal and to permit the employee an opportunity to present any relevant statements or documents. The meeting will be scheduled to take place within three (3) working days of receipt of the written request. The employee may bring a representative to the meeting for advice and counsel. Non-availability of the employee or representative for more than a reasonable time shall not delay the recommendation from going forward. Following the meeting, a conference summary shall be prepared and a copy furnished to the employee within three (3) working days from the conclusion of the meeting. The conference summary will include a statement as to whether it is the District’s intent to pursue the recommendation to demote/dismiss the employee.
c. Within five (5) working days from the date the employee receives the conference summary referenced in 9.1b, the employee may file a written appeal to the Superintendent of Schools who shall schedule an informal hearing to be conducted by the Superintendent or his/her designee. The purpose of the informal hearing is to discuss the recommended demotion/dismissal and to permit the employee an opportunity to present any relevant statements or documents. The meeting will be scheduled to take place within three (3) working days of receipt of the written request. The employee may bring a representative to the meeting for advice and counsel. Non-availability of the employee or representative for more than a reasonable time (defined as no more than five (5) working days) shall not delay the recommendation from going forward. The Superintendent or his/her designee shall issue a written statement within three (3) working days from the date of the hearing stating whether the recommendation for demotion/dismissal will be submitted to the Board of Education.
d. If the action to be taken is dismissal, further proceedings are governed by statute and are beyond the scope of this Section.Section.
Appears in 1 contract
Samples: Collective Bargaining Agreement