Common use of Step One: Formal Review Clause in Contracts

Step One: Formal Review. before the VPASA The bargaining unit member shall notify the Executive Director of Human Resources in writing of his or her request for hearing within five (5) Working Days of the Post-Action review by the appropriate Xxxx. If the employee does not do so within five (5) Working Days, the employee shall be deemed to have abandoned his or her request for formal review. Human Resources. Human Resources will send a written notice to the employee, the responding supervisor and others who may be appropriately involved in the hearing stating the date and time of the hearing. The bargaining unit employee and the responding supervisor may submit a written statement to the VPASA prior to the hearing. The VPASA shall conduct the hearing. During the hearing, the responding supervisor must demonstrate that good cause exists to discipline the employee. Both parties may call witnesses, cross-examine each other’s witnesses and introduce exhibits. The VPASA may ask questions of all witnesses and require other employees whose testimony may be relevant to attend as the Hearing Panel’s witnesses. The rules of evidence shall not apply and the VPASA may exclude evidence that the VPASA determines is irrelevant, immaterial or unduly repetitive. The hearing shall be closed to the public. Witnesses (other than the terminated/disciplined bargaining unit employee and the responding supervisor) shall be present only to testify. The employee and the responding supervisor may each be accompanied by an attorney or another representative of their choice; however, that attorney or representative may not participate in the hearing, he or she may only advise the employee and the responding supervisor. At the conclusion of the hearing, the VPASA will prepare a report to the President, summarizing its factual findings and including his or her general recommendations. The VPASA will issue his or her written report to the President within ten (10) Working Days of the hearing.

Step One: Formal Review. before the VPASA The bargaining unit member shall notify the Executive Director of Human Resources in writing of his or her request for hearing within five (5) Working Days days of the Post-Action review by the appropriate Xxxx. If the employee does not do so within five (5) Working Daysdays, the employee shall be deemed to have abandoned his or her request for formal review. Human Resources. Human Resources will send a written notice to the employee, the responding supervisor and others who may be appropriately involved in the hearing stating the date and time of the hearing. The bargaining unit employee and the responding supervisor may submit a written statement to the VPASA prior to the hearing. The VPASA shall conduct the hearing. During the hearing, the responding supervisor must demonstrate that good cause exists to discipline the employee. Both parties may call witnesses, cross-examine each other’s witnesses and introduce exhibits. The VPASA may ask questions of all witnesses and require other employees whose testimony may be relevant to attend as the Hearing Panel’s witnesses. The rules of evidence shall not apply and the VPASA may exclude evidence that the VPASA determines is irrelevant, immaterial or unduly repetitive. The hearing shall be closed to the public. Witnesses (other than the terminated/disciplined bargaining unit employee and the responding supervisor) shall be present only to testify. The employee and the responding supervisor may each be accompanied by an attorney or another representative of their choice; however, that attorney or representative may not participate in the hearing, he or she may only advise the employee and the responding supervisor. At the conclusion of the hearing, the VPASA will prepare a report to the President, summarizing its factual findings and including his or her general recommendations. The VPASA will issue his or her written report to the President within ten (10) Working Days days of the hearing.

Step One: Formal Review. before the VPASA The bargaining unit member shall notify the Executive Director of Human Resources in writing of his or her request for hearing within five (5) Working Days of the Post-Action review by the appropriate Xxxx. If the employee does not do so within five (5) Working Days, the employee shall be deemed to have abandoned his or her request for formal review. Human Resources. Human Resources will send a written notice to the employee, the responding supervisor and others who may be appropriately involved in the hearing stating the date and time of the hearing. The bargaining unit employee and the responding supervisor may submit a written statement to the VPASA prior to the hearing. The VPASA shall conduct the hearing. During the hearing, the responding supervisor must demonstrate that good cause exists to discipline the employee. Both parties may call witnesses, cross-examine each other’s witnesses and introduce exhibits. The VPASA may ask questions of all witnesses and require other employees whose testimony may be relevant to attend as the Hearing Panel’s witnesses. The rules of evidence shall not apply and the VPASA may exclude evidence that the VPASA determines is irrelevant, immaterial or unduly repetitive. The hearing shall be closed to the public. Witnesses (other than the terminated/disciplined bargaining unit employee and the responding supervisor) shall be present only to testify. The employee and the responding supervisor may each be accompanied by an attorney or another representative of their choice; however, that attorney or representative may not participate in the hearing, he or she may only advise the employee and the responding supervisor. At the conclusion of the hearing, the VPASA will prepare a report to the President, summarizing its factual findings and including his or her general recommendations. The VPASA will issue his or her written report to the President within ten (10) Working Days of the hearing.