Pre-Disciplinary Meeting. The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.
Pre-Disciplinary Meeting. Prior to imposing discipline, except oral or written reprimands, the Employer will inform the employee of the reasons for the contemplated discipline, to include the potential policy violations and a description of the range of discipline being contemplated. The Employer will provide a copy of the pre-disciplinary notice and the investigation to the employee and the Union. Upon request, an employee may also have a Union Representative of their choosing at a pre-disciplinary meeting, if held. If the requested representative is not reasonably available, the employee will select another representative who is available. The employee will be provided an opportunity to respond either at the meeting scheduled by the Employer, or in writing if the employee prefers.
Pre-Disciplinary Meeting. The Employer shall not discharge any "post-probationary" employee without just cause. Prior to imposing discipline other than an oral or written reprimand, the Employer shall hold a pre-disciplinary meeting. Pre-disciplinary meetings shall be held during the employee's work time. If arrangements for such cannot reasonably be made, the hearing shall be scheduled immediately preceding or immediately following the employee's shift on the employee's workday. An employee whose hearing begins after the end of his shift shall be paid from the end of his shift through the end of his hearing at the appropriate rate. An employee whose hearing begins before the start of his shift shall be paid from the time the hearing is scheduled through the start of the employee's shift at the appropriate rate. Once a tentative decision to impose or recommend a suspension, without pay, or a discharge is reached by the Village Manager prior to implementing the intended disciplinary action, or his designee shall notify the Department Union Representative and meet with the employee involved, and the employee's Department Union Representative if requested by the employee, and inform the employee of the reasons for such contemplated disciplinary action. The employee, and the Department Union Representative if present, shall be given the opportunity to rebut or clarify the reasons for such discipline. In the event disciplinary action of five (5) days or less is taken against an employee, the Department shall promptly furnish the employee a statement in writing of the reasons therefore. The measure of discipline and the statement of reasons may be modified but not increased by the Village as a result of any grievance meetings. The previous sentence shall not preclude the Village Manager from initiating additional disciplinary measures if new facts become known. Reasonable extensions of time shall be given for rebuttal purposes if so requested by either party. In cases of oral reprimands, the supervisor must inform the employee that he is receiving an oral reprimand and of their right to Union representation, which shall be provided if so requested. The employee shall also be given reasons for such discipline, including any names of witnesses and copies of pertinent documents.
Pre-Disciplinary Meeting. A formal opportunity to respond to the allegation(s) or charge(s) shall occur at a Pre-Disciplinary meeting conducted and presided over by the Sheriff or his designee, who shall have the authority to impose or to recommend the proposed disciplinary action. Reasonable advance notice of this meeting, its time and place shall be given the employee and the Association. This meeting shall be informal. The employee and the Association shall be given full opportunity to be heard, to respond to the allegation(s) or charge(s), and to have the responses considered prior to the imposition of discipline.
Pre-Disciplinary Meeting. Except when detrimental to the general welfare of the College, an employee shall have the opportunity, prior to dismissal or suspension, without pay, to request and have Union representation, at a conference with their supervisor and at that time to have full opportunity to review the reason(s) for suspension or dismissal without pay and have an opportunity to rebut such reason(s).
Pre-Disciplinary Meeting. The Employer will schedule a Pre-Disciplinary Meeting to permit the employee to respond to a notice of intent to discipline. At the beginning of any Pre-Disciplinary Meeting, the Employer will describe its proposed discipline and the reasons for issuing the proposed discipline.
Pre-Disciplinary Meeting. For discipline other than corrective actions and written reprimands, prior to imposing the contemplated discipline on the employee, the Sheriff or his designee shall meet with the employee involved and inform the employee of the contemplated discipline and the reason thereof. The employee shall be informed of his contract rights to Union representation and shall be entitled to such, if so requested by the employee. The employee and the Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline and further provided that a Union representative shall be available within twenty-four
Pre-Disciplinary Meeting. Where the Employer seeks as a penalty the imposition of a suspension without pay, demotion, reduction in rank and/or termination, the Notice of Pre- disciplinary Meeting shall be served on the employee a minimum of five (5) days and a maximum of ten (10) days prior to the Pre-disciplinary Meeting. The parties may extend this five (5) day to ten (10) day notice of Pre-disciplinary Meeting by mutual consent. The Notice of Pre-disciplinary Meeting shall be accompanied by a written statement that includes:
Pre-Disciplinary Meeting. 1. There is no requirement of a pre-disciplinary meeting before a Step 1 or Step 2 hearing. Pre-disciplinary meetings are required before Step 3 through Step 5 hearings.
Pre-Disciplinary Meeting. Before a decision to impose or recommend a suspension, without pay, or a discharge is reached by the Chief of Police, the Chief or his designee shall notify the Chapter and meet with the employee involved, and the employee's Chapter representative if requested by the employee, and inform the employee of the reasons for contemplated disciplinary action. The employee, and the Chapter representative if present, shall be given the opportunity to informally discuss, rebut or clarify the reasons for contemplated disciplinary action.
