Advance Written Notice Sample Clauses

Advance Written Notice. Where the need for a leave can reasonably be anticipated in advance, as in the case of pregnancy, pending adoption or the like, the employee shall give his/her immediate supervisor written notice of the impending need for the leave and as close an approximation as possible of the date when the employee requests the leave to begin.

Advance Written Notice. Prior to any questioning the respondent bargaining unit member, i.e., the member under investigation, shall be advised in writing of the nature and specifications of the alleged complaint, and will be given a brief synopsis of the facts surrounding the investigation. The member shall maintain all provisions under Section 1 of this Article.

Advance Written Notice. An employee whose reduction in grade or removal under this Article is proposed shall be provided with at least a thirty (30) day advance written notice which identifies:

Advance Written Notice. The Agency shall provide written notice to the Union President at least 21 days in advance of a proposed change, except that advance notice is not required for a mandatory change in conditions of employment due to statutory changes or for Agency emergency actions taken under Article 32—Agency Emergency Actions for which written notice will be provided as soon as practicable. For statutory changes, the Parties shall meet and confer in accord with Article 5—Governing Law and Regulations. For other than statutory changes, the Agency shall: i. identify the proposed change; ii. explain the reasons for the proposed change including whether the change relates to reserved management rights, subjects already covered by this Agreement, or new matters that are neither management rights nor a subject already covered by this Agreement affecting conditions of employment; iii. state the proposed implementation date; iv. state the likely effects of the proposed change; and v. estimate the number of employees potentially affected by the proposed change.

Advance Written Notice. In all cases of proposed adverse actions, except as otherwise provided by applicable laws and government-wide rules and regulations, the following procedures will apply: (1) The employee will be given written notice stating the specific reason(s) for the proposed adverse action thirty (30) calendar days in advance of the action which will include the following; (a) A statement that the employee has the right to be represented by an attorney, or the Union or other representative of his/her choice. (b) A statement that the employee, and his/her representative, shall receive reasonable time to review the material relied upon to support the charges and to prepare an answer to the charges orally and/or in writing; (c) The name of the deciding official to whom the reply is to be made, who shall be a higher ranking official than the one proposing the action; and (2) A copy of all documentation upon which a proposal for adverse action is based will be furnished to the affected employee at the time the proposal is issued. A duplicate copy will be given to their designated representative, upon request. (3) The employee will be given twenty (20) calendar days, exclusive of the date of receipt of the notice of the adverse action to respond orally and/or in writing to the proposed action prior to a decision being made. The reply will be made to the deciding official or his/her designee. Upon request, a reasonable time for an extension may be granted provided the request is made prior to the expiration of the 20-day reply period; (4) Where applicable or upon request, a summary or verbatim record of the oral reply will be made available to the employee and his/her designated representative for comment. Where an employee chooses to make an oral reply, such reply will be made at the work site of the employee, unless otherwise mutually agreed by the Parties. If the oral reply is to be made at a location other than the work site of the employee or the designated representative, the Employer will pay all the reasonable travel and per diem expenses of the employee and/or the designated representative who is an FNCS employee. The Union agrees that when selecting a representative the Union will make every reasonable effort to minimize travel costs incurred by the Employer.

Advance Written Notice. In all cases of proposed adverse actions, except as otherwise provided by applicable laws and government-wide rules and regulations, the following procedures will apply: (1) The employee will be given written notice stating the specific reason(s) for the proposed adverse action thirty (30) calendar days in advance of the action which will include the following; (a) A statement that the employee has the right to be represented by an attorney, or the Union or other representative of his/her choice. (b) A statement that the employee, and his/her representative, shall receive reasonable time to review the material relied upon to support the charges and to prepare an answer to the charges orally and/or in writing; (c) The name of the deciding official to whom the reply is to be made, who shall be a higher ranking official than the one proposing the action; and (2) A copy of all documentation upon which a proposal for adverse action is based will be furnished to the affected employee at the time the proposal is issued. A duplicate copy will be given to their designated representative, upon request. (3) The employee will be given twenty (20) calendar days, exclusive of the date of receipt of the notice of the adverse action to respond orally and/or in writing to the proposed action prior to a decision being made. The reply will be made to the deciding official or his/her designee. Upon request, a reasonable time for an extension may be granted provided the request is made prior to the expiration of the 20-day reply period; (4) Where applicable or upon request, a summary or verbatim record of the oral reply will be made available to the employee and his/her designated representative for comment. Where an employee chooses to make an oral reply, such reply will be made at the work site of the employee, unless otherwise mutually agreed by the Parties. If the oral reply is to be made at a location other than the work site of the employee or the designated representative, the Employer will pay all the reasonable travel and per diem expenses of the employee and/or the designated representative who is an FNCS employee. The Union agrees that when selecting a representative the Union will make every reasonable effort to minimize travel costs incurred by the Employer.