Right of Rebuttal. Bargaining unit members shall have the right to rebut any written warning or reprimand by submitting a written statement of their position. Such written rebuttal shall be attached to the warning or reprimand.
Right of Rebuttal. Bargaining unit members shall have the right to rebut any written warning or reprimand by following the procedures under Section 3.05.5.
Right of Rebuttal. Employees shall have the right to provide a written rebuttal statement as an attachment to any/all corrective action.
Right of Rebuttal. Where the Library Personnel Committee decides to recommend against promotion, the candidate shall be informed in writing of the reasons for this negative recommendation before it is forwarded to COAP. The Chair of the Library Personnel Committee shall make available to the candidate all material tabled in the Library Personnel Committee. The candidate shall then have the right to submit a written rebuttal to COAP, with a copy to the Chair of the Library Personnel Committee.
Right of Rebuttal. If the employee believes that any of the above material is incorrect or a misrepresentation of facts, he/she shall be entitled to prepare in writing his/her explanation or opinion regarding the prepared material. This shall be included as part of his/her personnel record until the material is removed.
Right of Rebuttal. Faculty members have the right to add statements of rebuttal or explanation to be attached to material in their personnel files with which they disagree or feel need clarification.
Right of Rebuttal. The Unit Member has the right to submit a written reaction to the evaluation within ten (10) days of receipt of the evaluation. Such response shall become a permanent attachment to the copy of the evaluation in the Unit Member’s personnel file.
Right of Rebuttal. III.8.3.4.1 Where the Chair decides to recommend against promotion, the candidate shall be informed in writing of the reasons for this negative recommendation before it is forwarded to COAP. The Chair shall make available to the candidate all material tabled in the Personnel Committee. The candidate shall then have the right to submit a written rebuttal to the Xxxx as Chair of COAP, with a copy to the departmental/program Chair.
III.8.3.4.2 In the case of a recommendation against promotion to Associate Professor, if the Xxxx, after consultation with COAP, determines that the available evidence with respect to the candidate's performance in research does not suffice to make a reasonable judgment, the Xxxx may secure up to two (2) external assessment(s) of the candidate's performance in research. If two (2) external assessments are sought, the candidate shall have the right to name one (1) of the assessors. In the case of a single assessor the agreement of the candidate is required.
III.8.3.4.3 In the case of a recommendation against promotion to Full Professor, if the Xxxx, after consultation with COAP, determines that the available evidence with respect to the candidate's performance in research does not suffice to make a reasonable judgment, the Xxxx may secure up to two (2) additional external assessments. Where two (2) external assessors are used, the candidate shall have the right to name one (1); in the case of a single external assessor, the agreement of the candidate is required.
III.8.3.4.4 A request that the Xxxx secure external assessment(s) as allowed under III.8.3.4.2 and III.8.3.4.3 may be made by the Departmental/Program Personnel Committee, the departmental/program Chair, the candidate, or COAP. Any such additional assessments shall be made available to the Departmental/Program Personnel Committee.
III.8.3.4.5 Whether acceding to such a request, or acting upon independent initiative, the Xxxx shall prepare a statement of reasons for securing such external assessment(s). In every case, the statement of reasons shall be submitted to COAP with copies to the departmental/program Chair, Departmental/Program Personnel Committee and the candidate.
Right of Rebuttal. A GR understands that once a document has been placed in the personnel file it is subject to FERPA. If the GR believes that any of the records in their personnel file are inaccurate, misleading, or in violation of privacy rights under FERPA, the GR has the right to request an amendment of the record. XXXX shall decide whether to amend the record as requested within a reasonable time after the request has been received. If the OHSU decides not to amend the record as requested, it shall inform the GR of its decision and the right to a hearing under 34 C.F.R. § 99.21.
Right of Rebuttal. The evaluatee has the right to submit a written reaction or response to the evaluation within fifteen (15) days of the date the unit member received such evaluation. Such response shall become a permanent attachment to the copy of the evaluation in the unit member’s personnel file. If such response is filed within fifteen (15) days of the written evaluation, the evaluation document may be modified or corrected accordingly. This process may alter the final document before it is placed in the personnel file.
