Pre-Disciplinary Meeting. The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.
Pre-Disciplinary Meeting. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee of the reasons for the contemplated discipline, to include the potential policy violations and a description of the range of discipline being contemplated. The Employer will provide a copy of the pre-disciplinary notice and the investigation to the employee and the Union. Upon request, an employee may also have a Union Representative of their choosing at a pre-disciplinary meeting, if held. If the requested representative is not reasonably available, the employee will select another representative who is available. The employee will be provided an opportunity to respond either at the meeting scheduled by the Employer, or in writing if the employee prefers.
Pre-Disciplinary Meeting. If the proposed disciplinary action involves a higher level of discipline than a written reprimand, the employee is accorded a pre-disciplinary meeting (“Xxxxxxxxxx” meeting) prior to the decision to remove or suspend. The purpose of the meeting is to allow the accused employee the ability to tell his/her side of the story as to why he/she should not be removed. The employee will be given at least three (3) business days’ notice before the meeting. In attendance at the meeting will be the recommending supervisor if necessary, the employee, and a representative from Human Resources. The employee may have a designated Lodge representative and/or attorney if he/she requests or signs a waiver indicating the waiver of his/her right to Lodge representation. Prior to the Xxxxxxxxxx meeting, the employee will be given a notice of the meeting along with the actual charges, a copy of all evidence in our possession at the time (including but not limited to: summaries; reports; witness statements; audio and video recordings by mutual agreement; and summaries made in lieu of witness statements, lists of all persons interviewed, lists of any evidence gathered) and a list of witnesses that the College will use to support the allegations. There shall be no witnesses or testimony at the pre-disciplinary Xxxxxxxxxx meeting. The employee may ask questions to clarify the issues and charges. However, while there will be no formal cross-examination of the employee or the supervisor, the Human Resources Representative and the Lodge representative and/or attorney may ask questions of all parties involved. Notwithstanding the foregoing, it is recognized that the employee is not required to answer any questions and may waive attendance at the meeting. Failure to attend the meeting will constitute a waiver of the employee’s rights to present an explanation of their actions and as a result, may lead to a decision being made without the employee’s explanation. At the conclusion of the meeting, the Human Resources Representative shall write a summary of the meeting and determine if there was a violation of the work rules, policies or procedures. That report shall be sent to the Vice President and General Counsel within five (5) business days of the conclusion of the meeting. The supervisor, Vice President for that area, and the Vice President General Counsel/Designee shall meet and make a recommendation to the President. The employee will be notified of the President’s decision in writ...
Pre-Disciplinary Meeting a formal opportunity to respond to the allegation(s) or charge(s) shall occur at a Pre-Disciplinary meeting conducted and presided over by the Chief of Police or their designee, who shall have the authority to impose or to recommend the proposed disciplinary action. Reasonable advance notice of this meeting, its time and place shall be given the employee and the Guild. This meeting shall be informal. The employee shall be given full opportunity to be heard, to respond to the allegation(s) or charge(s), and to have the responses considered prior to the imposition of discipline.
Pre-Disciplinary Meeting. Except when detrimental to the general welfare of the College, an employee shall have the opportunity, prior to dismissal or suspension, without pay, to request and have Union representation, at a conference with their supervisor and at that time to have full opportunity to review the reason(s) for suspension or dismissal without pay and have an opportunity to rebut such reason(s).
Pre-Disciplinary Meeting. For discipline other than corrective actions and written reprimands, prior to imposing the contemplated discipline on the employee, the Sheriff or his designee shall meet with the employee involved and inform the employee of the contemplated discipline and the reason thereof. The employee shall be informed of his contract rights to Union representation and shall be entitled to such, if so requested by the employee. The employee and the Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline and further provided that a Union representative shall be available within twenty-four
Pre-Disciplinary Meeting. The Employer will schedule a Pre-Disciplinary Meeting to permit the employee to respond to a notice of intent to discipline. At the beginning of any Pre-Disciplinary Meeting, the Employer will describe its proposed discipline and the reasons for issuing the proposed discipline.
Pre-Disciplinary Meeting. In the event that the employee timely requests a pre-disciplinary meeting, such a meeting shall be held upon at least five (5) business days’ notification to the employee. At such a meeting the classified employee shall be granted a reasonable opportunity, either in person or in writing, to make any representations the classified employee believes are relevant to the case and put forth any information as to why the intended action should not proceed.
Pre-Disciplinary Meeting. Before a decision to impose or recommend a suspension, without pay, or a discharge is reached by the Chief of Police, the Chief or his designee shall notify the Chapter and meet with the employee involved, and the employee's Chapter representative if requested by the employee, and inform the employee of the reasons for contemplated disciplinary action. The employee, and the Chapter representative if present, shall be given the opportunity to informally discuss, rebut or clarify the reasons for contemplated disciplinary action.
Pre-Disciplinary Meeting. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee of the reasons for the contemplated discipline and a copy of the investigation. Upon request, an employee may also have a Union representative at a pre disciplinary meeting, if held. The employee will be provided an opportunity to respond either at the meeting scheduled by the Employer, or in writing if the employee prefers.
