Notice of Proposed Discipline. 7.5.1 The employee shall be given written notice of a proposed disciplinary action, exclusive of a written reprimand, not less than ten (10) calendar days in advance of the date the action is proposed to be taken.
Notice of Proposed Discipline. 21 Before imposing discipline of suspension or termination, the County must 22 provide the physician with a written Notice of Proposed Discipline no less than ten (10) 23 days before the date of intended imposition, followed by an opportunity to be heard prior 24 to imposition.
Notice of Proposed Discipline. When the President or representative has reason to believe that a suspension or termination should be imposed, the President or representative shall provide the employee with a written notice of the proposed disciplinary action and the reasons therefore. Such notice shall be sent certified mail, return receipt requested, or delivered in person. The employee shall be given ten (10) days in which to respond in writing to the President or representative before the proposed action is taken. The President or representative then may issue a notice of disciplinary action under Section 16.4. The employee has a right to union representation during investigatory questioning that may reasonably be expected to result in disciplinary action. If the President or representative does not issue a notice of disciplinary action, the notice of proposed disciplinary action shall not be retained in the employee’s evaluation file, as permitted by law.
Notice of Proposed Discipline. The City Manager shall, prior to taking disciplinary action to demote (except for demotion in lieu of layoff), discharge, or suspend without pay for one (1) day or more a regular employee, provide the employee with a written Notice of Proposed Disciplinary action which shall contain the charges and the specific factual basis for the charges and the nature of the proposed disciplinary action. Said notice shall inform the employee of his/her right to respond to the charges.
Notice of Proposed Discipline. A. Prior to taking disciplinary action, the Superintendent and/or his or her designee shall provide a written notice of proposed discipline to the employee. The notice of proposed discipline shall be personally delivered or sent by U.S. certified mail to the employee at the employee’s last known address. The notice must be reasonably calculated to provide the employee with the opportunity to timely request the meeting provided in Section 6.7.1.2, below. A copy of the notice of proposed discipline shall be delivered simultaneously to the designated CSEA representative.
Notice of Proposed Discipline. The Supervisor shall provide written notice of the proposed disciplinary action to the affected employee. The notice of proposed discipline shall contain the following information: • A statement which clearly defines the intent to take action and the specific action to be taken; • The date the action is intended to take effect; • A statement of the rule(s) or regulation(s) that has/have allegedly been violated; • A statement of the specific action, charge(s), and facts on which the proposed action is based; • Copies of the written materials, reports, and documents considered by the Department Head in his/her decision to impose the proposed action. • Notice of the employee’s right to respond to the charges, verbally or in writing, to the Department Head within seven (7) calendar days of receipt of the Notice of Proposed Discipline. A statement that the failure to respond within the prescribed time period following receipt of the Notice of Proposed Discipline shall constitute a waiver of the right to respond and the proposed discipline will be imposed.
Notice of Proposed Discipline. Employees subject to proposed discipline will be provided with pre-deprivation procedural due process. The Notice of Proposed Discipline will set forth the alleged facts upon which the proposed discipline is based and the employee will be provided with all documents upon which the City relied in issuing the Notice. The employee will also be notified that he or she has the right to respond to the discipline either orally or in writing and the employee has the right to be represented during any meetings (by a representative of his/her choice per Government Code section 3303(i) at which the proposed discipline will be discussed with the employee. However, the right to respond is up the employee. The employee has the right not to respond if he/she chooses. However, if that occurs, if the Chief of Police or his/her designee imposes the proposed discipline it will be without the employee’s input or response. An employee's opportunity to respond to the proposed discipline is not intended to be an evidentiary hearing. It is a meeting to give the employee an opportunity to respond to the proposed discipline. If, as a result of the meeting, the Chief of Police or his/her designee determines that the information provided by the employee raises doubts as to the accuracy of the information leading to the proposed discipline further investigation may be initiated to determine if the proposed discipline is warranted. The Chief of Police will evaluate the proposed discipline in light of the employee’s response, if any. Within five (5) working days of the employee's response, or other deadline for response established by the parties, the decision of the Chief of Police or designee will be transmitted in writing to the employee.
Notice of Proposed Discipline. A. Written notice of proposed disciplinary action shall be provided to the employee. Such notices shall state the nature of the charges, the alleged acts upon which the charges are based, and the nature of the discipline to be imposed.
Notice of Proposed Discipline. 238. Except in cases of an operator reporting to work or operating a MUNI vehicle while under the influence of an alcoholic beverage or any drug, or under the combined influence of an alcoholic beverage and any drug, the unlawful use or possession of a drug or alcoholic beverage, mishandling of funds, vicious conduct, or serious willful abuse of MUNI equipment, any discipline proposed must be preceded by a charge in writing communicated to the individual employee and the Union simultaneously. In the case of the major offenses mentioned above, the charge shall be communicated to the individual employee and the Union as soon as possible. A charge against an employee shall contain the precise offense with which the operator is being charged and the specific rule the operator has been alleged to have violated. Failure to cite the specific rule(s) will result in the charge being waived. The charge must be communicated to the employee and the Union not later than 14 calendar days after MUNI had knowledge of the event or occurrence charged or the offense will be deemed waived.
Notice of Proposed Discipline. Employee’s who are subject to proposed discipline will receive written notice of the intention to discipline (commonly called Xxxxxx Notice). Such notice shall include the reasons for the recommended action, the right to have Union representation, and the right to respond in writing or in person.
