Xxxxxx Meeting. A Xxxxxx meeting is a pre-disciplinary meeting to provide the employee an opportunity to respond to the draft charges either verbally or in writing. The employee shall have the right to have a CSEA representative represent them at this meeting.
Xxxxxx Meeting. The Xxxxxx meeting will be conducted by the general manager, or designee. This is not an adversarial proceeding, therefore the employee will not have the opportunity to cross- examine GCTD representatives, nor present the formal case and opposition to the proposed discipline.
Xxxxxx Meeting. The employee shall have the right to respond informally to the charges either verbally or in writing before the discipline is imposed. The employee shall have fifteen (15) working days from receipt of the notice to request this pre- disciplinary administrative review. The employee may request a reasonable extension of the time to respond for justifiable reasons. The Xxxxxx meeting to listen to the verbal responses shall be scheduled with a City representative who is not the manager recommending the discipline (the “Xxxxxx Officer”). The Xxxxxx Officer shall render a final written decision (the “post-Xxxxxx decision”) within fifteen (15) working days of receiving the employee’s response, if any, and shall deliver the post-Xxxxxx decision to the employee by personal delivery or registered mail. The Xxxxxx Officer may sustain, modify, or overturn the recommended disciplinary action. If the Xxxxxx Officer sustains or modifies the disciplinary action, the action may be imposed after the post-Xxxxxx decision is delivered to the employee.
Xxxxxx Meeting. Any non-probationary employee receiving a complaint of misconduct and notice of recommended disciplinary action which requires a predetermination hearing under State Law (reduction-in-step, suspension, demotion or termination) shall have (5) working days to request a hearing before the City Manager. The City Manager may designate a representative to hear the appeal. Failure to request such a hearing shall constitute an employee's waiver of any rights to any further hearing. Any such hearing shall be conducted in accordance with relevant State Law. After such hearing, the City Manager or designated representative shall issue a written decision confirming, amending, modifying, or revoking the recommended action.
Xxxxxx Meeting. The employee shall be offered an opportunity to meet with the Superintendent or Superintendent’s designee. This meeting shall be scheduled by the Superintendent or designee to occur before the date of any hearing or imposition of discipline. The employee may respond to the charges either orally or in writing. The Superintendent or designee shall have the authority to modify or reject the charges and the recommended disciplinary action or to accept the charges and discipline recommendation.
Xxxxxx Meeting. As part of the pre-action due process procedure granted to employees, employees will be given the option of using one of the following formats for the “Xxxxxx” meeting following receipt of Notice of Proposed Disciplinary Action:
Xxxxxx Meeting. A statement that the employee, upon request, is entitled to appear personally before the Superintendent or his designee (Xxxxxx Officer) regarding the matters raised in the written notice prior to the end of the ten
Xxxxxx Meeting. Prior to imposing the suspension without pay, the Superintendent/Principal or designee shall conduct the Xxxxxx meeting, unless waived by the unit member. The unit member may request the presence of an Association representative at the Xxxxxx meeting. At the Xxxxxx meeting, the unit member shall be provided with an opportunity to respond to the Notice of Suspension. Within three (3) days after the Xxxxxx meeting, the Superintendent/Principal or designee shall inform the unit member in writing of the decision regarding the proposed suspension.
Xxxxxx Meeting. An employee who requests to provide an oral response (i.e., a Xxxxxx meeting), has the following rights:
Xxxxxx Meeting. 1. An employee who is subject to disciplinary action shall have the right, within five (5) work days after receiving a Proposed Notice of Disciplinary Action to request a Xxxxxx Meeting by filing a written request for a meeting signed by the employee or the employee’s representative with the employee’s consent with the City Human Resources Director.
