The Disciplinary Hearing Clause Samples

The Disciplinary Hearing. Officer will check the ADA Tracking System and ensure provision of reasonable accommodations and effective communication during the disciplinary process.

The Disciplinary Hearing. Officer shall ensure that incarcerated people are not disciplined for conduct that is related to their mental health disability or Intellectual/Developmental Disability.

The Disciplinary Hearing. Officer shall consider the mental health clinician’s findings and any other available disability information when deciding what, if any, disciplinary action should be imposed.

The Disciplinary Hearing. Officer shall consider the qualified mental health professional’s input on minimizing the deleterious effect of disciplinary measures on the person in view of their Serious Mental Illness, any other relevant disability, or adaptive support needs.

The Disciplinary Hearing. 6.1 A decision to proceed with a disciplinary hearing should be based on the evidence secured during the investigatory stage but should not be taken by the person who conducted the investigation. 6.2 Once a decision has been taken to proceed to a disciplinary hearing, the teacher should be so informed in writing. The letter calling the teacher to the meeting should contain the following: (a) The fact that the hearing is being held within the conditions of service of teachers in day schools (b) The date, location and time of the hearing (c) The allegations regarding work conduct, performance or attendance of the teacher (d) A clear invitation to the teacher to be accompanied by a representative The letter should be issued sufficiently far in advance to allow the teacher the opportunity to be accompanied by an appropriate representative. 6.3 Head teachers should provide the teacher and/or representative with written evidence obtained during the investigation. The teacher should provide the head teacher with any evidence to be led in his or her defence within a reasonable time before the hearing. 6.4 A disciplinary hearing should take place in a room suitable for the purpose. Telephone calls should not disrupt the proceedings and provision should be made for note taking. The head teacher should be accompanied by a member of staff senior in status to the teacher involved. In the case of a disciplinary hearing involving a depute head teacher, the head teacher should be accompanied by a personnel officer or other senior officer. 6.5 The senior member of staff accompanying the head teacher should make a careful record of the proceedings. 6.6 The format of the hearing will vary according to the circumstances but every hearing should include: (a) A formal reading of the allegations (b) Evidence led to substantiate the allegations (c) The opportunity for cross examination by the teacher or representative (d) The opportunity to provide counter evidence by the teacher or representative (e) The opportunity to cross examine this by the head teacher (f) The facility to call witnesses 6.7 At the conclusion of the hearing, the head teacher shall either announce his/her decision (to be confirmed in writing thereafter) or indicate that the decision will be communicated in writing within the agreed time limits. 6.8 In the event of a disciplinary warning being issued the teacher should be informed of the right of appeal to the director of education within 10 working days of re...

The Disciplinary Hearing. Committee shall give the person or company making the appeal a written notice stating the date, time, and place of the appeal hearing. The person or company that requested the appeal and the Committee is entitled to offer evidence and argument on its behalf. The Committee shall hold a hearing and render a decision no later than fifteen (15) working days from receipt of the written notice of appeal. The decision of the Committee shall be final, unless a Final Appeal is made pursuant to subsection 8, below.

The Disciplinary Hearing. The hearing will be conducted by the Disciplinary Panel consisting of three Governors. The Investigating Governor will not be a member of the Panel, but will be asked to present the supporting facts and material. The Head or his representative, and members of the Panel will be entitled to question the Investigating Governor and any witnesses who may attend at the hearing to give their account of the matter. The Head will be entitled to give any explanation he wishes, and may be questioned by the Investigating Governor as well as by members of the Disciplinary Panel. The Investigating Governor, as well as the Head or his representative will be given the opportunity to address the Panel.

The Disciplinary Hearing. 6.1 A decision to proceed with a disciplinary hearing should be solely based on the evidence secured during the investigatory stage but should not be taken by the person who conducted the investigation. The decision as to whether a case should proceed to a formal stage or whether no further action should be taken should be made by the Disciplining Officer within 10 working days of receiving the investigative report. 6.2 Once a decision has been taken to proceed to a disciplinary hearing, the employee should be informed in writing. The letter calling the employee to the meeting should contain the following: a) the fact that the hearing is being held in accordance with LNCT/22; b) the date, location and time of the hearing; c) the allegations regarding attendance, work conduct or performance of the employee – where this matter has been previously dealt with under LNCT 34; d) a clear invitation to the employee to be accompanied by a representative; and e) copies of the evidence that will be used during any disciplinary hearing, including any written evidence and the names of any witnesses who will be called. 6.3 The letter should be issued sufficiently far in advance to allow the employee the opportunity to be accompanied by an appropriate representative and, in any event, shall be issued not less than 10 working days prior to the disciplinary hearing. 6.4 The employee is to be provided with any evidence that will be used during the disciplinary hearing, including any written evidence and the names of any witnesses who will be called. The employee should also provide the employer with all documentation that will be led in his/her defence no later than 2 working days before any hearing. 6.5 In cases of potential long running underperformance the employee must provide the employer with all documentation that will be used in his/her defence no later than 5 working days before any hearing in line with Section 9.6 of LNCT 34

The Disciplinary Hearing. The hearing will normally be conducted by a disciplinary panel consisting of two Board members. The employee will be entitled to give any explanation he or she wishes, and may be questioned by the members of the panel.