Pre-disciplinary Notice and Meeting. Except when the nature of the problem requires immediate termination, the Employer shall provide the Employee with a written pre-disciplinary notice and an opportunity to be heard. Such notice shall include the facts upon which the contemplated discipline is based, the allegations, the level of disciplinary action being considered, and the date and time set for a meeting where the Employee is afforded the opportunity to refute such allegations and/or present mitigating circumstances to the Chief ALJ or designee. The Employee will continue to work after receipt of the pre-disciplinary notice unless otherwise specified in the notice. Employees have a right to representation throughout this process as reflected in Article 17, Investigations.
Pre-disciplinary Notice and Meeting. Except when the nature of the problem requires immediate termination, the Employer shall provide the employee with a written pre-disciplinary notice and an opportunity to be heard. The employee will continue to work after receipt of the pre-disciplinary notice unless otherwise specified in the notice. Such notice shall include the allegations, the facts upon which the contemplated discipline is based, the level of disciplinary action being considered, and the date and time set for a meeting where the employee is afforded the opportunity to refute such allegations and/or present mitigating circumstances to the Attorney General or designee. The employee shall also have the right to union representation at this meeting. The employee may choose to respond in writing.
Pre-disciplinary Notice and Meeting a. Where a pay reduction, demotion, suspension without pay or dismissal is contemplated, a written pre-disciplinary notice shall be given to a regular status employee against whom a charge is presented. Such notice shall include the known complaints, facts and charges, and a statement that the employee may be reduced in pay, demoted, suspended without pay or dismissed. The employee shall be afforded an opportunity to refute such charges or present mitigating circumstances to the Attorney General or designee at a time and date set forth in the notice, which date shall not be less than seven (7) calendar days from the date the notice is received. The employee shall be permitted to have a CIA representative present. At the discretion of the Attorney General or designee, the employee may be suspended with or without pay, reassigned, or be allowed to continue to work as specified in the pre-disciplinary notice.
Pre-disciplinary Notice and Meeting. 18 Except when the nature of the problem requires immediate termination, the 19 Employer shall provide the Employee with a written pre-disciplinary notice and 20 an opportunity to be heard. Such notice shall include the facts upon which the 21 contemplated discipline is based, the allegations, the level of disciplinary action 22 being considered, and the date and time set for a meeting where the Employee is 23 afforded the opportunity to refute such allegations and/or present mitigating 24 circumstances to the Chief ALJ or designee. The Employee will continue to work 25 after receipt of the pre-disciplinary notice unless otherwise specified in the notice.
