Disciplinary Hearings Sample Clauses

Disciplinary Hearings. It is agreed by the parties to this Agreement that nothing herein shall affect the disciplinary powers held or exercised by the City or the Chief Administrative Officer, or any statutory delegated Committee of Council of the City, and it is agreed by the City, the Chief Administrative Officer and any Committee as aforesaid that, in all proceedings relating to such disciplinary powers, and/or relating to any matter in which the name, good character, efficiency or conduct of any member of the Police Service in the performance of his duty is being discussed or is subject to review, such proceedings shall be carried out in camera.
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Disciplinary Hearings a. At any meeting which is convened by the Employer for purposes of discussing a discharge or discipline matter with an employee, such employee shall have the right to the presence of a Union representative. The employee may discuss the matter privately with a Union representative, at a place on the premises, before the meeting.
Disciplinary Hearings. If a matter is not dealt with under the summary procedure described in paragraph 18.9, we will hold a Disciplinary Panel. We will write to you about the arrangements. The Disciplinary Panel is held as soon as practicable and normally within 20 working days after the initial meeting. We will normally give you ten working days’ notice. A member of the Student Services Executive team, or nominated representative, will attend the hearing to present the case. If you wish to provide evidence for the Panel to consider, you must provide it before the hearing. We will give copies of the evidence to all the parties. The Disciplinary Panel may make enquiries and ask witnesses to attend. Normally, we will tell you the decision of the Disciplinary Panel within one hour of the end of the hearing. We will write to you about the outcome, normally within five working days.
Disciplinary Hearings. All disciplinary hearings shall be held before the City's Labor Relations Manager or designee. Prior to any disciplinary hearing before the Labor Relations Manager or designee, the charged member shall receive from the Chief of Police a written statement of all charges and specifications. At the disciplinary hearing, the charged member shall be allowed to be represented by an O.L.C. Representative as defined in Article 1 and will be allowed to call witnesses material to member’s defense.
Disciplinary Hearings. It is understood that the Board of Education may relieve an employee from duty prior to holding a disciplinary hearing. No employee shall be disciplined without first having had a hearing with a designated representative of the board of Education, with a union representative present if the employee so requests. The employee shall be given a written statement containing the specific nature of the charges and the time and place of the hearing at least three (3) days in advance of the hearing except in emergency situations. The employee must sign the statement acknowledging receipt of the statement and date of receipt. The form used by the Board shall include a statement informing employees of their right to be represented by the Union. RATIONALE "As agreed to by both parties, the Board has the right to send someone home and relieve them of duty with or without pay before a disciplinary hearing if the employee engages in behavior that endangers health, safety or well being of the district." The employee and his/her representative will be given an opportunity to personally respond fully to the charges and to present any documents for consideration.
Disciplinary Hearings. In the event an Employee disciplinary hearing is held by the Board, a committee of the Board Members, or the Administration upon instruction by the Board, the Employee shall be given reasonable prior written notice of the nature of the charges. The Employee shall have the right at such hearing to be represented by the Association or independent counsel.
Disciplinary Hearings. 6.10 A member of the bargaining unit may, on request, be accompanied by an Association representative at a conference where disciplinary action is being administered.
Disciplinary Hearings. If the Company decides to hold a disciplinary hearing relating to the matter complained of, you will be given details of the complaint against you at least three working days before the hearing. At the hearing you will be given an opportunity to state your case. You may be accompanied by a fellow employee of your choice or trade union official (who is appropriately certified in writing by their union). No disciplinary penalty will be imposed without a disciplinary hearing, but a hearing may proceed in your absence if you fail to turn up.
Disciplinary Hearings. The parties agree that in the cases of “major discipline” (as defined in this Section) brought against an employee or employees represented by Teamsters, the costs for disciplinary hearing to be conducted by a hearing officer per Section X of the Personnel Rules shall be shared equally between the County Department of the appellant(s) and Teamsters when the appellant is represented by Teamsters. Upon mutual agreement of the parties, a case involving major discipline may be heard by the Civil Service Commission. For the purposes of this Section, “major discipline” includes termination, demotion, or suspension of 30 or more calendar days. For all other disciplinary cases, either party may request the use of a hearing officer with costs to be shared equally. If only one party elects the use of a hearing officer, the party requesting the hearing officer will pay all hearing costs. For all disciplinary cases heard by a hearing officer, the parties shall jointly select a hearing officer from the list of hearing officers approved by the Civil Service Commission and utilize the striking process when a mutual selection of a hearing officer cannot be reached. The Civil Service Commission shall either accept or reject the hearing officer’s findings and recommendations in its entirety within thirty (30) days of receipt by the Commission. The only basis the Civil Service Commission can use to reject the hearing officer’s decision in its entirety, is for one or more of the following reasons:
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