Xxxxxx Hearing. An employee who has requested a meeting with the department head prior to the imposition of disciplinary action (Xxxxxx Hearing), consistent with Personnel Rule 10, Section 10090 – Notice of Intended Order for Disciplinary Action, shall have the right to meet with their Union representative, if so requested, no more than 30 minutes prior to said meeting on County paid time. In addition, the actual Xxxxxx Hearing time shall be on County paid time. Any other meetings with the Union representative or preparation time shall be on the employee’s own time (e.g., annual or vacation leave).
Xxxxxx Hearing. 16.7.1 The worker may request a Xxxxxx Hearing either orally or in writing prior to any disciplinary action being taken.
Xxxxxx Hearing. An employee against whom disciplinary action is being considered shall have the right to attend a Xxxxxx Hearing with the Superintendent or his/her designee and may respond either orally and/or in writing. Written notice of the date, time, and location for the Xxxxxx Hearing shall be provided in advance to the employee. The employee shall have the option to waive his/her right to a Xxxxxx Hearing and accept the recommended action. The Superintendent or his/her designee shall not have been a party to the investigation or drafting of the charges against the employee. A minimum of five (5) working days before such Xxxxxx Hearing, the employee shall be provided written charges of the specific disciplinary action, including the recommended disciplinary action, against the employee after the Xxxxxx Hearing or the employee’s refusal or failure to attend the Xxxxxx Hearing. The employee shall be entitled to appeal the Superintendent or designee’s imposition of disciplinary action and/or to contest the specific acts and omissions upon which the disciplinary action is based pursuant to the terms in this Article.
Xxxxxx Hearing. After the Xxxxxx notice has been issued, and prior to the disciplinary action being initiated, upon the request of the employee, the Executive Director shall conduct a Xxxxxx hearing. At this hearing, the employee and his/her representative shall be afforded the opportunity to respond to the charges, either orally or in writing. The Executive Director may reduce or modify the intended action as a result of the Xxxxxx hearing.
Xxxxxx Hearing. A Xxxxxx Hearing is due process which allows an employee to respond to charges preceding any disciplinary actions brought by the District.
Xxxxxx Hearing. 13.3.3 Post-Xxxxxx decision and right to appeal to Board of Trustees 13.3.4 Hearing before the Board of Trustees
Xxxxxx Hearing. The permanent worker shall have the right to meet with the Xxxxxx Officer, within fifteen (15) working days of receipt of notice of disciplinary action, for the purpose of presenting the worker's position regarding the circumstances and events underlying the proposed discipline. The worker shall have the right to WVMCEA representation at such a meeting.
Xxxxxx Hearing. Prior to implementation of the proposed adverse action, the employee shall have a right to file a written response to the above charges and/or make an oral response to an appropriate individual selected by the General Manager to hear the appeal within the time described in the written notice of proposed adverse action. At the District this individual is the Department Head or his/her designee. The employee may be accompanied during this meeting by a representative of the employee's choosing. The District will record the meeting. This is not an evidentiary meeting, but merely an opportunity for the employee to present information as to why the discipline proposed is excessive or unwarranted.
Xxxxxx Hearing. A Request To Be Heard
Xxxxxx Hearing. If the employee requests a hearing, it shall be conducted by a neutral third party, such as a Department Head from another department who had not participated in any of the previous decision-making processes for this specific disciplinary incident. The hearing shall be conducted as soon as possible after it is requested, usually no later than two (2) business days following the request. The hearing is to be conducted informally for the purpose of giving the employee an opportunity to provide an explanation or mitigation, or to correct mistakes of fact. Neither the neutral third party nor the employee shall be represented by counsel at the hearing; however, the employee has the right to union representation. Normally, such hearings are concluded within a short period of time; however, the affected employee should be given such additional time as may be reasonably required to produce new information, or to substantiate his/her explanation, or mitigation. In such cases, the hearing may be continued to a later time, as may be reasonably necessary for such purpose. The neutral third party shall issue his/her written decision within two (2) business days after the conclusion of the hearing, either approving, overturning, or modifying the proposed discipline. The resulting decision shall be implemented immediately, but may be subject to further appeal as allowed under Subsection D of this Article.
