Informal Hearing Process Sample Clauses

Informal Hearing Process. 10.08.01 Except in instances where an employee is alleged to have committed an offence where discipline could result in a "Severe Reprimand", "Reduction in Rank or Class", "Suspension" or "Dismissal", allegations concerning breach of discipline or regulations may be handled without the necessity of a formal Disciplinary Hearing as set out above.
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Informal Hearing Process. If a DBE firm chooses not to request an informal hearing, the determination will be made final and DBE certification will be removed. The DBE firm in question will not be eligible to participate as a DBE on federally funded projects, and may not reapply for DBE certification for at least one year from the date of the final decision by either SDDOT or USDOT, whichever is later. DBE firms may be subject to removal of DBE certification for various reasons including, but not limited to:
Sample 1
Informal Hearing Process. A DBE firm that is notified of intent to remove its certification is entitled to an informal hearing in accordance with §26.87. The firm may elect to present information and arguments in person, writing or telephonically at a hearing. To ensure separation of functions in an informal hearing, we have determined that a member of the Western Association of Highway and State Transportation Officials (WASHTO) will serve as the knowledgeable decision-maker. By utilizing the resources of WASHTO, the Alaska DOT&PF has established an administrative firewall to ensure that the knowledgeable decision-maker will not have participated in any way in the preliminary determination to remove the certification of the DBE firm. While an informal hearing decision is pending, the DBE in question is eligible to participate as a DBE on USDOT federally funded projects. Once the informal hearing decision is issued and the preliminary decision of Alaska DOT&PF is made final, the firm may not reapply for DBE certification for six months from the date of the decision by the member of the WASHTO. A firm may appeal the informal hearing decision in writing to USDOT within 90 days from the date of the final decision by the member of the WASHTO.
Sample 1
Informal Hearing Process. Except in instances where an employee is alleged to have committed an offence where discipline could result in a "Severe Reprimand", "Reduction in Rank or Class", "Suspension" or "Dismissal", allegations concerning breach of discipline or regulations may be handled without the necessity of a formal Disciplinary Hearing as set out above. Under this process the written hearing notice submitted pursuant to Article of the Collective Agreement will contain a statement indicating if the employee will be given the opportunity to have the matter dealt with through the Informal Hearing Process. An employee wishing to avail to the Informal Hearing opportunity will be required to submit a completed "Form A Formal Hearing Waiver", within calendar days of receipt of the hearing notice. Following receipt or the waiver form, the Hearing Officer will arrange for the Informal Hearing with the employee and, to the extent practicable, will hold the hearing during the employee's regular working hours An employee may be assisted by an accredited representative of the Canadian Pacific Police Association, or a fellow employee at the hearing. A written notice, "Form Summary of Informal Hearing will be furnished to the employee involved within calendar days of the hearing and a copy will be forwarded to the Local Association Representative at the same time, unless the employee specifically requests in writing that the representative not be advised of the hearing disposition. Discipline matters resolved under the Informal Hearing Process are not subject to appeal, ARTICLE
Sample 1
Informal Hearing Process. A DBE firm notified of the intent to remove its DBE certification is entitled to an informal hearing in accordance with 49 CFR 26.87 (d). The firm may elect to present information and arguments in writing or by telephone without being present at a hearing. To ensure separation of functions in the informal hearing, the final decision will be made by a committee of individuals who did not participate in the intended decertification decision. While an informal hearing decision is pending, the DBE in question is eligible to participate as a DBE on federally funded projects. Once the informal hearing decision is issued, and the preliminary decision of SDDOT is made final, the firm may not reapply for DBE certification for at least one year from the date of the decision, or one year from final appeal decision by USDOT. A firm may appeal the informal hearing decision in writing to USDOT within 90 days from the date of the final decision by the committee.
Sample 1

Related to Informal Hearing Process

  • Informal Hearing By mutual agreement, an employee against whom disciplinary action is being recommended may meet with the Superintendent or his/her designee prior to written notification of official charges. The employee shall be informed orally of the reasons for disciplinary action and the action to be taken and be given an opportunity to respond. The employee may be represented at the hearing by a representative of his/her choice.

  • Hearing Procedure Prior to initiating the hearing procedure, the school official, the parent(s) or the guardian may request a conference to provide an opportunity for the parent(s)/guardian(s) and school official(s) to discuss the situation, present information, obtain an explanation of data submitted in the application and the decisions rendered. Such a conference shall not in any way prejudice nor diminish the right to a fair hearing. The designated hearing official shall ensure that the hearing procedure provides the following for both the household and the LEA:

  • Hearing Procedures The hearing shall be conducted to preserve its privacy and to allow reasonable procedural due process. Rules of evidence need not be strictly followed, and the hearing shall be streamlined as follows:

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Complaint Process (a) The Employer and the Union agree that all employees of the University are responsible to adhere to the University’s policies on human rights as well as those on the prevention of workplace/sexual violence and workplace/sexual harassment.

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • Benchmarking Process 2.2.1 The Supplier shall produce and send to the Authority for Approval, a draft plan for the Benchmark Review.

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.7 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone.

  • Hearing Decision The decision of the Board shall be in writing and shall contain findings of fact and the personnel action approved, if any. The findings may reiterate the language of the pleadings or simply refer to them. The decision of the Board shall be certified to the Superintendent or designee who recommended the personnel action, and he/she shall enforce and follow this decision. A copy of the decision shall be delivered to the appellant or his/her designated representative personally or by registered mail. The decision of the Board shall be final.

  • Contractor Hearing Board 1. If there is evidence that the Contractor may be subject to debarment, the Department will notify the Contractor in writing of the evidence which is the basis for the proposed debarment and will advise the Contractor of the scheduled date for a debarment hearing before the Contractor Hearing Board.

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