Pre-Determination Hearing. The final step of a District-based investigation, is a pre- 29 determination conference. Employees will be given at least two days prior written notice, 30 whenever possible, of the pre-determination conference and shall have the right to have a 31 representative accompany them and present relevant information. Allegations will be reviewed at 32 the pre-determination conference and the employee will be afforded the opportunity to respond.
Pre-Determination Hearing. Employees will be given at least five (5) days written notice, whenever 36 possible, of a pre-determination hearing. Employees shall have the right to representation and the 37 employee may present relevant information in their defense. Allegations will be reviewed at the pre- 38 determination hearing and the employee will be provided an opportunity to respond. After all 39 information has been considered, a disciplinary outcome will be rendered. The Association shall have 40 the right to attend all District-based pre-determination hearings.
Pre-Determination Hearing. The final step of a District-based investigation, is a pre- 13 determination conference. Employees will be given at least two days prior written notice, 14 whenever possible, of the pre-determination conference and shall have the right to have a 15 representative accompany them and present relevant information. Allegations will be 16 reviewed at the pre-determination conference and the employee will be afforded the 17 opportunity to respond. After all information has been considered, the Director of 18 Professional Standards and Equity shall make a recommendation of any disciplinary action 19 to the Superintendent. Recommended actions shall be when appropriate, progressive in 20 nature and may include, but are not limited to, verbal warning, letters of warning and 21 reprimand, suspension without pay, retraining or other assistance and termination from 22 employment. A new period of probation shall not be used as a form of action or discipline 23 for an employee that has previously completed his or her probation. Employees subject to 24 disciplinary action as specified in this article shall be entitled to appeal through the 25 grievance process as set forth in Article 4 of the collective bargaining agreement.
Pre-Determination Hearing. Employees shall receive the benefit of a notice of Pre-Determination Hearing in advance of the hearing itself which notice shall set out the date, time, and location of the Pre-Determination Hearing. The Notice shall be given at least 24 hours in advance of the Pre-Determination Hearing. The Notice shall briefly describe the tentative findings that the Employer has concluded from its investigation and describe that the hearing is an opportunity for the employee to respond to or explain or offer witnesses to address the tentative findings arrived at by the Employer. The employee shall have the right to the assistance of a union representative if they so desire.
Pre-Determination Hearing. Except in exceptional circumstances (i.e., when the employee’s presence or continued presence on College property may create a danger to College employees, students or the public), an employee who has completed the initial probationary period shall have the right to an informal hearing prior to being placed on non-paid status pending Board action. The employee will receive a written notice of the time and place of the informal hearing. The written notice will include:
Pre-Determination Hearing. 1. An eligible employee and his or her representative will be given a reasonable time to examine all documents which the City will use at the hearing before the pre-determination hearing.
Pre-Determination Hearing. (Only for issues involving potential suspension, demotion, or dismissal) If management is considering a suspension, demotion or dismissal, department management shall issue a pre-determination letter outlining alleged disciplinary violations and indicating when the pre-determination hearing will be held. Copies of the letter shall be sent to the Teamster Local #173 and the Human Resources Department. The pre-determination hearing shall include the Department Director or designee, a Human Resources representative, the employee, and the employee’s counsel and/or union representative. The employee shall have the opportunity to respond to the alleged violation(s) and present information in support of his position. Questions may be asked by either party.
Pre-Determination Hearing. The pre-determination process shall provide, at a minimum, the following procedural safeguards: • The eligible employee’s right to have representation as stated in Article 4; • Prior to any pre-determination hearing, the eligible employee and his/her representative will be afforded a reasonable opportunity to examine the evidence being relied upon by the City; • The eligible employee will be provided with a notice of the allegations, a statement of the grounds for the allegations and the evidence relied upon; • The eligible employee shall be afforded an opportunity to respond to the allegations; and • The eligible employee will typically be notified of the results of the pre- determination hearing within ten (10) business days (or by the date of their next shift on duty if they are not working on the tenth business day). If rendering a determination will take more than ten (10) business days, the employee will be provided written notice within the ten (10) business day period that the determination will not be available until a later date. If rendering a determination will take more than thirty (30) calendar days, the employee will be also be provided written notice within the thirty (30) calendar day period that the determination will not be available until a later date. If the eligible employee has not been informed regarding the determination of the pre-determination hearing within sixty (60) calendar days after the pre-determination hearing, the eligible employee may request a status report from the SLCFD’s HR Consultant regarding the pre-determination hearing and any determination regarding the charges. Within seven (7) calendar days after receiving the request, the City shall inform the eligible employee of the status of the investigation and the likely time required to resolve C. Remedy the charges presented at the pre-determination hearing. No eligible employee shall be subjected to disciplinary action except upon compliance with the procedural rights provided in this article. Any discipline administered by the City shall be appropriate for the offense and shall take into account the eligible employee’s employment history including any rescinded discipline. The City shall apply its rules, orders and penalties even-handedly and without discrimination. In the event there is a finding by the Fire Chief or designee that these procedural rights have not been substantially complied with, the disciplinary action taken shall be rescinded.
Pre-Determination Hearing. A due process hearing shall be afforded all regular, full-time employees who have successfully completed their probation period prior to termination, demotion, or a suspension. The Fire chief or designee shall notify the affected employee, both orally and in writing, of the Fire Chief’s recommendation to terminate, demote, or suspend the employee from County service, and the Fire Chief’s reason(s) for doing so. This shall be accomplished in the following manner:
