Response by Employee. The employee shall have the right to respond to the Department Director orally or in writing. The employee shall have a right to be represented at any meeting set by the appropriate authority to hear the employee’s response. Such meeting will only be permitted once and continued for no more than two days. In cases of suspensions for three (3) days or more, demotions, reductions in pay or dismissal the employee’s response will be considered before final action is taken.
Response by Employee. The employee shall have the right to respond to the appropriate authority orally or in writing. The employee shall have a right to be represented at any meeting (commonly referred to as a Xxxxxx meeting) set by the appropriate authority to hear the employee’s response. In cases of suspensions, demotions, or dismissal, the employee’s response will be considered before final action is taken.
Response by Employee. At the pre-disciplinary conference, the Employer may require the employee to respond to the allegations of misconduct which were outlined to the employee. The employee or his representative may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The pre-disciplinary conference will be conducted by a designee of the City but shall not be someone from a bargaining unit represented by the FOP/OLC.
Response by Employee. The employee shall have the right to respond to charges set forth in the written notice of proposed discipline orally or in writing. The employee shall have a right to be represented at any meeting set by the District to hear the employee’s response. The employee’s response will be considered before final action is taken.
