Xxxxxx Hearing. An employee who has requested a meeting with the department head prior to the imposition of disciplinary action (Xxxxxx Hearing), consistent with Personnel Rule 10, Section 10090 – Notice of Intended Order for Disciplinary Action, shall have the right to meet with their Union representative, if so requested, no more than 30 minutes prior to said meeting on County paid time. In addition, the actual Xxxxxx Hearing time shall be on County paid time. Any other meetings with the Union representative or preparation time shall be on the employee’s own time (e.g., annual or vacation leave).
Xxxxxx Hearing. 16.7.1 The worker may request a Xxxxxx Hearing either orally or in writing prior to any disciplinary action being taken.
16.7.2 At any time prior to the effective date of the discipline, the worker or his or her representative may examine the material upon which the discipline is based. The worker's response may be written or oral and must be submitted to the Xxxxxx Officer named in the Notice. The Xxxxxx hearing does not include witnesses or the right to cross-examine.
16.7.3 The Xxxxxx Officer shall consider the worker's response and recommend proposed action to the Chancellor. The Xxxxxx Officer shall inform the worker and his/her Union representative of the outcome in writing, prior to the proposed effective date of the discipline.
Xxxxxx Hearing. An employee against whom disciplinary action is being considered shall have the right to attend a Xxxxxx Hearing with the Superintendent or his/her designee and may respond either orally and/or in writing. Written notice of the date, time, and location for the Xxxxxx Hearing shall be provided in advance to the employee. The employee shall have the option to waive his/her right to a Xxxxxx Hearing and accept the recommended action. The Superintendent or his/her designee shall not have been a party to the investigation or drafting of the charges against the employee. A minimum of five (5) working days before such Xxxxxx Hearing, the employee shall be provided written charges of the specific disciplinary action, including the recommended disciplinary action, against the employee after the Xxxxxx Hearing or the employee’s refusal or failure to attend the Xxxxxx Hearing. The employee shall be entitled to appeal the Superintendent or designee’s imposition of disciplinary action and/or to contest the specific acts and omissions upon which the disciplinary action is based pursuant to the terms in this Article.
Xxxxxx Hearing. A Request To Be Heard
18.5.1 To dispute the proposed charges or the proposed penalty, the employee must file a request for hearing with the Superintendent. He/she may file a request by signing and dating the “Request To Be Heard" form and returning it to the Superintendent within ten (10) days, either personally or by certified mail, return-receipt requested.
18.5.2 The Request To Be Heard form will be enclosed with the notice.
18.5.3 If the employee does not respond to 18.5.1 above, the District will impose the discipline as noticed.
Xxxxxx Hearing. The permanent worker shall have the right to meet with the Xxxxxx Officer, within fifteen (15) working days of receipt of notice of disciplinary action, for the purpose of presenting the worker's position regarding the circumstances and events underlying the proposed discipline. The worker shall have the right to WVMCEA representation at such a meeting.
21.2.6.1 A worker in paid status shall remain in paid status until the worker receives the employer's decision in accordance with Section 21.2.6.
Xxxxxx Hearing. After the Xxxxxx notice has been issued, and prior to the disciplinary action being initiated, upon the request of the employee, the Executive Director shall conduct a Xxxxxx hearing. At this hearing, the employee and his/her representative shall be afforded the opportunity to respond to the charges, either orally or in writing. The Executive Director may reduce or modify the intended action as a result of the Xxxxxx hearing.
Xxxxxx Hearing. Post-Xxxxxx decision and right to appeal to Board of Trustees 13.3.4 Hearing before the Board of Trustees
Xxxxxx Hearing. Final Determination (post Xxxxxx) 11.4.2.4 Board Votes 11.4.2.5 Discipline takes effect
Xxxxxx Hearing. 16.7.1 The worker may request a Xxxxxx Hearing either orally or in writing prior to any disciplinary action being taken.
16.7.2 At any time prior to the effective date of the discipline, the worker or their representative may examine the material upon which the discipline is based. The worker's response may be written or oral and must be submitted to the Xxxxxx Officer named in the Notice. The Xxxxxx hearing does not include witnesses or the right to cross-examine.
16.7.3 The Xxxxxx Officer shall consider the worker's response and recommend proposed action to the Chancellor. If the worker’s response is in writing, the District shall enter such statement into the worker’s personnel file along with the Xxxxxx Officer’s recommendation. The Xxxxxx Officer shall inform the worker and their Union representative of the outcome in writing, prior to the proposed effective date of the discipline.
16.7.4 Immediate unpaid suspension may be initiated after a Xxxxxx Hearing when the Xxxxxx Officer determines by a preponderance of the evidence that the employee engaged in criminal misconduct; misconduct that presents a risk of harm to pupils, staff, or property; or committed habitual violations of the district’s policies or regulations.
Xxxxxx Hearing. Hearing is due process which allows an employee to respond to charges preceding any disciplinary actions brought by the District.
