Common use of Termination Review Procedure Clause in Contracts

Termination Review Procedure. The Termination Review Procedure proposed by the City shall apply to all half-time employees employed in all departments except for employees of the Los Angeles Convention Center on February 18, 2003, the date the part-time Agreement was approved by Council. The procedure in place prior to February 18, 2003 shall not apply to employees of the Los Angeles Convention Center who terminate their employment and are subsequently rehired. a. The following procedure shall apply to half-time exempt employees covered by this MOU. b. Within 10 calendar days of the date of the written notice of termination to a half-time exempt employee, the Union may request in writing to meet with the Personnel Director or designee, to discuss the termination. An oral explanation regarding the reason for termination may be provided by the Personnel Director or designee prior to the meeting upon the request of the Union. If requested, a meeting shall be held with the Personnel Director or designee within 15 calendar days following receipt of the request. Within 10 calendar days following said meeting, the Personnel Director or designee shall notify the affected employee and union representative in writing of the department's decision. c. The Union may file a written request with the General Manager for a review of the Personnel Director’s decision within 10 calendar days following receipt of said decision. The request for review must contain all information that the Union wishes the General Manager to consider. At the request of the Union, there will be a meeting with the General Manager or designee. d. The General Manager or designee shall submit a written decision regarding the termination to the affected employee and the Union within 30 calendar days following the date of the meeting or, if no meeting is requested, within 30 calendar days of the date of the request for review. e. The deadlines in each of the above sections may be extended by mutual agreement of the parties. f. The written decision of the General Manager or designee shall be final, and no further review of the termination shall be permitted. g. In the event the General Manager determines that the termination should be reversed, the General Manager shall determine whether back pay and benefits shall be paid. h. Consistent with Charter §1001(d)(3) nothing in the establishment of this limited review procedure, including an explanation for the reason for termination, alters the at-will employment status, creates a property interest right, establishes a standard of performance, or establishes the need to show cause for exempt, at-will employees.

Termination Review Procedure. The Termination Review Procedure proposed by the City shall apply to all half-time employees employed in all departments except for employees of the Los Angeles Convention Center on February 18, 2003, the date the part-time Agreement was approved by Council. The procedure in place prior to February 18, 2003 shall not apply to employees of the Los Angeles Convention Center who terminate their employment and are subsequently rehired. a. 1. The following procedure shall apply to half-time exempt employees covered by this MOU. b. 2. Within 10 calendar days of the date of the written notice of termination to a half-time exempt employee, the Union may request in writing to meet with the Personnel Director or designee, to discuss the termination. An oral explanation regarding the reason for termination may be provided by the Personnel Director or designee prior to the meeting upon the request of the Union. If requested, a meeting shall be held with the Personnel Director or designee within 15 calendar days following receipt of the request. Within 10 calendar days following said meeting, the Personnel Director or designee shall notify the affected employee and union representative in writing of the department's decision. c. 3. The Union may file a written request with the General Manager for a review of the Personnel Director’s decision within 10 calendar days following receipt of said decision. The request for review must contain all information that the Union wishes the General Manager to consider. At the request of the Union, there will be a meeting with the General Manager or designee. d. 4. The General Manager or designee shall submit a written decision regarding the termination to the affected employee and the Union within 30 calendar days following the date of the meeting or, if no meeting is requested, within 30 calendar days of the date of the request for review. e. 5. The deadlines in each of the above sections may be extended by mutual agreement of the parties. f. 6. The written decision of the General Manager or designee shall be final, and no further review of the termination shall be permitted. g. 7. In the event the General Manager determines that the termination should be reversed, the General Manager shall determine whether back pay and benefits shall be paid. h. 8. Consistent with Charter §1001(d)(3) nothing in the establishment of this limited review procedure, including an explanation for the reason for termination, alters the at-will employment status, creates a property interest right, establishes a standard of performance, or establishes the need to show cause for exempt, at-will employees.

Termination Review Procedure. The Termination Review Procedure proposed by the City shall apply to all half-half- time employees employed in all departments except for employees of the Los Angeles Convention Center on February 18, 2003, the date the part-time Agreement was approved by Council. The procedure in place prior to February 18, 2003 shall not apply to employees of the Los Angeles Convention Center who terminate their employment and are subsequently rehired. a. 1. The following procedure shall apply to half-time exempt employees covered by this MOU. b. 2. Within 10 calendar days of the date of the written notice of termination to a half-time exempt employee, the Union may request in writing to meet with the Personnel Director or designee, to discuss the termination. An oral explanation regarding the reason for termination may be provided by the Personnel Director or designee prior to the meeting upon the request of the Union. If requested, a meeting shall be held with the Personnel Director or designee within 15 calendar days following receipt of the request. Within 10 calendar days following said meeting, the Personnel Director or designee shall notify the affected employee and union representative in writing of the department's decision. c. 3. The Union may file a written request with the General Manager for a review of the Personnel Director’s decision within 10 calendar days following receipt of said decision. The request for review must contain all information that the Union wishes the General Manager to consider. At the request of the Union, there will be a meeting with the General Manager or designee. d. 4. The General Manager or designee shall submit a written decision regarding the termination to the affected employee and the Union within 30 calendar days following the date of the meeting or, if no meeting is requested, within 30 calendar days of the date of the request for review. e. 5. The deadlines in each of the above sections may be extended by mutual agreement of the parties. f. 6. The written decision of the General Manager or designee shall be final, and no further review of the termination shall be permitted. g. 7. In the event the General Manager determines that the termination should be reversed, the General Manager shall determine whether back pay and benefits shall be paid. h. 8. Consistent with Charter §1001(d)(3) nothing in the establishment of this limited review procedure, including an explanation for the reason for termination, alters the at-will employment status, creates a property interest right, establishes a standard of performance, or establishes the need to show cause for exempt, at-will employees.

Termination Review Procedure. The Termination Review Procedure proposed by the City shall apply to all half-time employees employed in all departments except for employees of the Los Angeles Convention Center on February 18, 2003, the date the part-time Agreement was approved by Council. The procedure in place prior to February 18, 2003 shall not apply to employees of the Los Angeles Convention Center who terminate their employment and are subsequently rehired. a. 1. The following procedure shall apply to half-time exempt employees covered by this MOU. b. 2. Within 10 calendar days of the date of the written notice of termination to a half-half- time exempt employee, the Union may request in writing to meet with the Personnel Director or designee, to discuss the termination. An oral explanation regarding the reason for termination may be provided by the Personnel Director or designee prior to the meeting upon the request of the Union. If requested, a meeting shall be held with the Personnel Director or designee within 15 calendar days following receipt of the request. Within 10 calendar days following said meeting, the Personnel Director or designee shall notify the affected employee and union representative in writing of the department's decision. c. 3. The Union may file a written request with the General Manager for a review of the Personnel Director’s decision within 10 calendar days following receipt of said decision. The request for review must contain all information that the Union wishes the General Manager to consider. At the request of the Union, there will be a meeting with the General Manager or designee. d. 4. The General Manager or designee shall submit a written decision regarding the termination to the affected employee and the Union within 30 calendar days following the date of the meeting or, if no meeting is requested, within 30 calendar days of the date of the request for review. e. 5. The deadlines in each of the above sections may be extended by mutual agreement of the parties. f. 6. The written decision of the General Manager or designee shall be final, and no further review of the termination shall be permitted. g. 7. In the event the General Manager determines that the termination should be reversed, the General Manager shall determine whether back pay and benefits shall be paid. h. 8. Consistent with Charter §1001(d)(3) nothing in the establishment of this limited review procedure, including an explanation for the reason for termination, alters the at-will employment status, creates a property interest right, establishes a standard of performance, or establishes the need to show cause for exempt, at-at- will employees.