Employee's Response. 1. Since the purpose of the response meeting is to enable the County to avoid error in taking disciplinary action, any evidence within the knowledge of the employee, his/her representative or accessible to them which is not presented in this response meeting or otherwise presented to the Management Representative prior to his/her taking final action cannot be presented in any subsequent proceeding.
Employee's Response. An employee's opportunity to respond to the appointing authority is not intended to be an evidentiary hearing. An employee has the right to have a representative of his/her own choosing at the meeting. The employee need not be accorded the opportunity to cross-examine a departments’ witnesses. However, the limited nature of this response does not obviate the appointing authority's responsibility to initiate further investigation if the employee's version of the facts raises doubts as to the accuracy of the department director's information leading to the discipline proposal . An employee may elect not to respond, thereby waiving any further predisciplinary response. The appointing authority will evaluate the proposed discipline in light of the employees response, if any. Within five (5) business days of the employee's response, or other deadline for response established by the parties, the decision of the appointing authority will be transmitted in writing to the employee. Service of the decision will be in person or by registered mail.
Employee's Response. The affected employee and the Guild shall have the opportunity to respond to the allegation(s) or charge(s) orally or in writing, normally within seven (7) days of receiving the information and materials provided by the City in Section 13.3 above and to do so prior to the Pre-Disciplinary meeting.
Employee's Response. The affected employee and the Association shall have the opportunity to respond to the allegation(s) or charge(s) orally or in writing, normally within seven (7) days of receiving the above information and materials provided by the County and to do so prior to the Pre-Disciplinary meeting.
Employee's Response. If an employee receives the notice provided in Section 13.4, such employee shall have five (5) working days to respond to such allegations if the employee so chooses. The employee may waive the right to respond to the allegations within five (5) working days, in writing, to the Chief or Public Safety Director.
Employee's Response. I accept the above decision of the supervisor (or other administrator). I hereby refer the above decision to Level Two for appeal to the superintendent of schools or designee. Please complete Form B. DATE OF RESPONSE Signature of Employee GRIEVANCE FORM B NOTIFICATION OF APPEAL (LEVEL TWO) (To be completed by employee and the Union and submitted to the superintendent or designee.) EMPLOYEE DATE OF FORMAL PRESENTATION TO IMMEDIATE SUPERVISOR UNION PRESIDENT OR DESIGNEE WORK LOCATION SUPERVISOR STATEMENT OF GRIEVANCE (Please include: Facts on which the grievance is based, reference to the specific terms of the Agreement which have been violated, issues involved, and the remedy sought.) Signature of Employee Date Signature of Union Date (Disposition of grievance is on the reverse side.) GRIEVANCE FORM B Disposition of Level Two The superintendent or designee shall provide the employee and the Union with a written answer to the grievance together with the reasons for the decision within seven (7) days after the meeting. DATE OF DECISION _ Signature of superintendent or designee EMPLOYEE’S RESPONSE: (To be completed by employee within six (6) days of the decision.) Employee and/or Union accept the above decision of the superintendent or designee. Employee and/or Union hereby appeals, through the Union, to Level Three. Please complete Form X. XXXX OF RESPONSE Signature of Employee GRIEVANCE FORM C NOTIFICATION OF INTENT TO MEDIATE (To be completed by employee and the Union and submitted to the superintendent or designee.) EMPLOYEE DATE OF FORMAL PRESENTATION TO IMMEDIATE SUPERVISOR UNION PRESIDENT OR DESIGNEE WORK LOCATION SUPERVISOR STATEMENT OF GRIEVANCE (Please include: Facts on which the grievance is based, reference to the specific terms of the Agreement which have been violated, issues involved, and the remedy sought.) Signature of Employee Date Signature of Union Date GRIEVANCE FORM D REQUEST FOR BINDING ARBITRATION DATE OF FORMAL EMPLOYEE _ PRESENTATION UNION PRESIDENT DATE REQUEST RECEIVED OR DESIGNEE _ FOR ARBITRATION Signature of Union President Date INDEX A Absence Reporting 25 Activity Trips 32 Overnight Trips 34 Posting Procedures and Rules 32 Regular Postings 32 Administration 4 Adoption 26 Agreement Duration & Modification 41 Allowances Clothing 38 Meals 37 Mileage 21 Anniversary Date 15 Asbestos Inspection/Abatement 21 B Banked Time 17 Benefits 30 Dental 30 Vision 30 Bereavement 27 Binding Arbitration 36 Booster Tickets 40 Breaks (Paid) 18 Bull...
Employee's Response. The Employee shall have five (5) working days to grieve the discipline as provided in Section 11 of this Article.
Employee's Response. An employee's opportunity to response respond to the designated management representative is not intended to be an adversary adversarial hearing. However, the employee may present witnesses in support of his opposition to the proposed demotion, suspension, or discharge. The limited nature of this response does not obviate management's authority to initiate further investigation of the employee's version of the facts raised doubts as to the accuracy of the supervisor's information leading to the proposed discipline. The employee may be accompanied and represented by a person of his choice during this procedure.
Employee's Response. An employee who disputes the intended discipline may request a conference with the Department Director within seven (7) calendar days of receipt of the notice of intent to discipline. The Department Director or his or her designee shall convene the conference within fourteen (14) calendar days, unless a different date is set by mutual agreement, following receipt of the employee’s request for a conference. The employee may have a representative present during his or her conference with the Department Director or designee. The conference will be an informal meeting at which the employee has an opportunity to rebut the charges against him or her and present any mitigating circumstances. The Department Director will consider the employee’s response before making a decision on the notice of intent to discipline.
Employee's Response. The employee can write his/her comments on the evaluation or attach a separate sheet. If an employee believes they have been unfairly evaluated, the employee may request a meeting with the principal and/or superintendent to discuss the evaluation.
