Notice and Opportunity to Respond Clause Samples
The "Notice and Opportunity to Respond" clause requires that a party be formally notified of an issue, claim, or potential breach and be given a fair chance to address or remedy the situation before further action is taken. In practice, this means that if one party believes the other has failed to meet an obligation, they must send a written notice detailing the concern and allow a specified period for the recipient to respond or correct the issue. This clause ensures procedural fairness, prevents hasty actions such as termination or litigation, and encourages resolution of disputes through communication before escalation.
Notice and Opportunity to Respond. Upon reaching the conclusion that probable cause exists to discipline an employee with a written reprimand, suspension without pay, demotion, or termination, the Sheriff or his designee shall provide the employee and the Association with the following prior to the administration of discipline:
Notice and Opportunity to Respond. Upon reaching the conclusion that sufficient information exists to discipline an employee with a written reprimand, or a suspension without pay, or a demotion, or discharge, the Chief of Police or their designee shall provide the employee and the Guild with the following prior to the administration of discipline:
a. The nature of the allegation(s) or charge(s) against the employee;
b. A copy of the complaint against the employee;
c. A copy of all materials a part of or related to the investigation upon which the allegation(s) or charge(s) are based;
d. The directives, policies, procedures, work rules, regulations or other order of the City that allegedly was violated;
e. What disciplinary action is being considered?
Notice and Opportunity to Respond. Upon reaching the conclusion that just cause exists to discipline an employee with a reassignment, or a suspension without pay, or a demotion, or discharge, the Chief of Police or his designee shall provide the employee and the Guild with the following prior to the administration of discipline:
a. A copy of all materials a part of or related to the investigation upon which the allegation(s) or charge(s) are based.
b. The directives, policies, procedures, work rules, regulations or other order of the City that allegedly was violated and how these were violated.
c. What disciplinary action is being considered.
d. Copies of previous documented disciplinary actions identified in Section 7.2.1 above.
Notice and Opportunity to Respond. Before making a determination under paragraph (a)(1) of this section, or tak- ing any action under paragraph (b) of this section, the OCC will provide writ- ten notice and an opportunity to present information to the OCC con- cerning any relevant facts or cir- cumstances relating to the matter.
Notice and Opportunity to Respond. Before making a determination under paragraph (a)(1) of this section, or tak- ing any action under paragraph (b) of this section, the FDIC will provide written notice and an opportunity to present information to the FDIC con- cerning any relevant facts or cir- cumstances relating to the matter.
Notice and Opportunity to Respond. Upon reaching the conclusion that probable cause exists to discipline an employee with a written reprimand, suspension without pay, demotion, or termination, the Sheriff or his designee shall provide the employee and the Association with the following prior to the administration of discipline:
1) The nature of the allegation(s) or charge(s) against the employee;
2) A copy of the complaint against the employee;
3) A copy of all materials a part of or related to the investigation upon which the allegation(s) or charge(s) are based;
4) The directives, policies, procedures, work rules, regulations or other order of the County that allegedly was violated;
5) What disciplinary action is being considered.
Notice and Opportunity to Respond. Upon reaching the conclusion that just cause exists to discipline an employee with a reassignment, or a suspension without pay, or a demotion, or discharge, the Chief of Police or his/her designee shall provide the employee and the Association with the following prior to the administration of discipline:
a. A copy of all materials a part of or related to the investigation upon which the allegation(s) or charge(s) are based;
b. The directives, policies, procedures, work rules, regulations or other order of the Employer that allegedly was violated and how these were violated;
c. What disciplinary action is being considered.
Notice and Opportunity to Respond. Prior to disciplining an employee with suspension, demotion or discharge, the Chief of Police or his/her designee shall provide the employee and the Guild with the following information:
a. The nature of the allegation of charges against the employee;
b. The directives, policies, procedures, work rules, regulations or other order of the City that was violated;
c. The range of disciplinary action being considered. An informal pre-disciplinary meeting shall serve as the opportunity for the employee and Guild to furnish additional facts before a disciplinary decision involving suspension, demotion or discharge is finalized. The employee shall be given the opportunity to be heard, to respond to the allegations and to have these responses considered prior to the imposition of discipline.
Notice and Opportunity to Respond. Prior to issuing a written reprimand, or suspension without pay, demotion or discharge, the Employer shall provide the individual and the Union with the following:
A. An opportunity to view and/or provided a copy of all materials which a part of or related to the investigation upon which the allegation(s) are based;
B. The directives, policies, procedures, work rules, regulations or other order of the City that allegedly was violated and how these were violated;
C. What disciplinary action is being considered.
D. An opportunity to respond to the allegation(s) verbally or in writing at a Pre- Disciplinary Meeting.