Initiation and Notification of Charges Clause Samples
The 'Initiation and Notification of Charges' clause defines the process by which one party formally informs the other of any charges or claims being brought under the agreement. Typically, this clause outlines the required method and timing for delivering such notifications, such as written notice within a specified period after an event occurs. Its core function is to ensure that all parties are promptly and clearly informed of any charges, thereby promoting transparency and allowing for timely responses or dispute resolution.
Initiation and Notification of Charges. The Superintendent or designee may initiate a personnel action as defined herein against a permanent classified employee. In all cases involving a personnel action, the person initiating the action shall file a written recommendation of personnel action with the Board. A copy of the recommendation shall be served upon the employee either personally or by registered or certified mail, return receipt requested, at the employee's last known address. The recommendation shall include:
a. A statement of the nature of the personnel action (suspension without pay, demotion, reduction of pay step in class, or dismissal).
b. A statement of the cause or causes for the personnel action, as set forth above.
c. A statement of the specific acts or omissions upon which the causes are based. If a violation of rule, policy, or regulation of the district is alleged, the rule, policy, or regulation violated shall be stated in the recommendation.
d. A statement of the employee's right to appeal the recommendation and the manner and time within which the appeal must be filed.
e. A card or paper, the signing and filing of which shall constitute a demand for hearing and a denial of all charges.
Initiation and Notification of Charges. 30 The Superintendent or designee may initiate a formal disciplinary action as defined 31 herein against a permanent classified employee.
Initiation and Notification of Charges. The District Superintendent or designee may initiate disciplinary action as defined herein against a permanent classified employee. To the extent possible, and based on the specific situation, progressive discipline procedures generally will be employed prior to the initiation of disciplinary action against a classified employee. Prior to initiating disciplinary action and filing written charges with the Board, the Superintendent or designee shall meet with the employee and review the discipline proposed. If, after such meeting the Superintendent or designee is not persuaded by the employee’s responses, the Superintendent shall pursue formal disciplinary action against the employee. In all cases involving a disciplinary action, the person initiating said action shall file a written recommendation of personnel action with the Board. A copy of the recommendation shall be served upon the employee either personally or by registered or certified mail, return receipt requested, at the employee’s last known address. A copy of such recommendation shall also be provided to CSEA. The recommendation shall include:
14.3.1 A statement of the nature of the personnel action.
14.3.2 A statement of the cause of causes therefore as set forth above.
14.3.3 A statement of the specific acts or omissions upon which the causes are based.
14.3.4 A statement of the employee’s right to appeal the recommendation and the manner and time within which his/her appeal must be filed.
14.3.5 A card or paper, the signing and filing of which shall constitute a demand for hearing and a denial of all charges.
Initiation and Notification of Charges. The Superintendent or designee may initiate a personal action as defined herein against a permanent classified unit member.
18.4.1 In all cases involving a personal action, the person initiating the action show file a written recommendation of personal action with the Board. A copy of the recommendation shall be served upon the unit member either personally or by registered or certified mail, return receipt requested, at the unit members last known address. The recommendation shall include:
a) A statement of the nature of the personal action (suspension without pay, demotion, reduction of pay step in class, or dismissal).
b) A statement of the cause or causes for the personal action, as set forth above.
c) A statement of the specific acts or omissions upon which the causes are based. If a violation of rule, policy, or regulation of the District is alleged, the rule, policy, or regulation violated shall be stated in the recommendation.
d) A statement of the unit member’s right to appeal the recommendation and the manner and time within which the appeal must be filed.
e) A card or paper, the signing and filing of which shall constitute a demand for hearing and a denial of all charges.
Initiation and Notification of Charges. The Superintendent or his/her designee may initiate disciplinary action as defined herein against a permanent classified employee. In all cases involving disciplinary action, the person initiating the action shall first serve a written recommendation of proposed disciplinary action shall be served upon the employee either personally or by registered or certified mail, at the employee’s last known address. The recommendation shall include:
a. A statement of the nature of the proposed disciplinary action (suspension without pay, demotion, dismissal or other disciplinary action defined as such in law);
b. A statement of the cause or causes for the proposed disciplinary action, as set forth in 15.3, above;
c. A statement of the specific acts or omissions upon which the causes are based. If a violation of rule, policy, or regulation of the District is alleged, the rule, policy, or regulation violated shall be set forth in the recommendation;
d. A statement of the employee’s right to meet with the Superintendent or designee in order to provide reasons why the Superintendent or designee should not go forward with the proposed disciplinary action. The statement shall also inform the employee of his/her right to present such reasons in writing within five working days. After the Superintendent or designee has provided the employee the opportunity to provide reasons why the proposed disciplinary action should not be taken, the Superintendent or designee may then decide to go forward with formal disciplinary action. The Superintendent or designee shall serve a written recommendation of disciplinary action upon the employee wither personally or by registered or certified mail, at the employee’s last known address. The recommendation shall include:
a. A statement of the nature of the disciplinary action (suspension without pay, demotion, dismissal or other disciplinary action defined as such in law);
b. A statement of the cause or causes for the disciplinary action, as set forth in 15.3, above;
c. A statement of the specific acts or omissions upon which the causes are based. If a violation of rule, policy, or regulation of the District is alleged, the rule, policy, or regulation violation shall be set forth in the recommendation;
d. A statement of the employee’s right to a hearing on the recommendation and the manner and time within which the request for hearing must be filed; and
e. A card or paper, the signing and filing of which shall constitute a request for hearin...
Initiation and Notification of Charges. The Superintendent or designee may initiate a disciplinary action as defined herein against a permanent classified bargaining unit member. The Notice of Intent of Disciplinary Action shall include the following:
Initiation and Notification of Charges. The Office of Human Resources may initiate discipline by filing a Recommendation for Personnel Action as defined in Board Policy 7365 with the Board of Trustees against a permanent classified employee.
Initiation and Notification of Charges. The District Superintendent or designee may initiate a disciplinary action as defined herein against a permanent classified employee. In all cases involving a disciplinary action, the person initiating said action shall file copy of the written recommendation of disciplinary action with the Board (for information only). A copy of the recommendation shall be served upon the employee either personally or by registered or certified mail, return receipt requested, at the employee’s last known address. The recommendation shall include:
10.4.1 A statement of the nature of the disciplinary action (for example, suspension without pay, demotion, reduction of pay step in class, or dismissal); and
10.4.2 A statement of the cause or causes therefore as set forth above; and
10.4.3 A statement in ordinary and concise language of the acts or omissions upon which the causes are based. If violation of rule, policy, or regulation of the District is alleged, the rule, policy, or regulation violated shall be set forth in the recommendation; and
10.4.4 A statement of the employee’s right to request a hearing, and the manner and the time within which his/her request must be filed; and
10.4.5 A card or paper, the signing and filing of which shall constitute a demand for hearing and a denial of all charges.
Initiation and Notification of Charges. The Superintendent or designee may initiate a suspension or termination (“personnel action”) as defined herein against a permanent classified employee.
Initiation and Notification of Charges. The Superintendent or designee may initiate a disciplinary action as defined herein against a permanent classified employee. In all cases involving a disciplinary action, the person initiating the action shall file a written recommendation of disciplinary action with the Board of Trustees. A copy of the recommendation shall be served upon the employee either personally or by registered or certified mail, return receipt requested, at the employee’s last known address. The recommendation shall include:
a. A statement of the nature of the disciplinary action (suspension without pay, demotion, transfer/ reassignment, or dismissal.)
b. A statement of the cause or causes for the disciplinary action, as set forth above.
c. A statement of the specific acts or omissions upon which the causes are based, and copies of the material upon which charges are based. If a violation of rule, policy, or regulation of the District is alleged, the rule, policy or regulation violated shall be stated in the recommendation.
d. A statement of the employee’s right to a pre-deprivation hearing (▇▇▇▇▇▇ Hearing).
e. A statement of the employee’s right to appeal the recommendation and the manner and time within which the appeal must be filed.
f. A card or paper, the signing and filing of which shall constitute a demand for hearing and a denial of all charges.