Procedural Due Process Sample Clauses

Procedural Due Process. A. All faculty members have a right to due-process regarding terms and conditions of employment, especially in those situations that could lead to the termination of employment. Below is a general description of what is meant by procedural due process in promotion, tenure and merit procedures. B. In the tenure, promotion and merit procedures, the starting point for a faculty member is the criteria established at the department level and approved by the ▇▇▇▇. The expectations and the criteria are not likely to be the same for all departments. However, the criteria of all departments will reflect the general expectations of the university as well as the specifics of the department and college. The candidate is expected to work toward meeting or surpassing such criteria in preparation for tenure and/or promotion (and for merit raises) and the evidence for such must be placed in the candidate’s tenure/promotion file. C. Procedural due process also requires strict adherence to the procedures specified in the MOA regarding tenure and promotion (and merit, although the procedure is quite different). The timelines and sequence of events, including the notification schedule, must be followed. The candidate should be able to add items to his or her file at the department level, and nothing should be altered or removed from a candidate’s file without the candidate’s knowledge and consent, unless such action is authorized by the MOA. Neither the candidate nor a reviewing party may remove items from a candidate’s file after review at the departmental level. No individual reviewing the candidate’s file should alter the file in any way, including pencil marks, circling words, highlighting sentences etc. D. Due process also includes the following general expectations and considerations, but should any of these items conflict with other specific provisions of the MOA, the more specific provisions would prevail: 1) The various levels of review must use the approved criteria to decide if the candidate has met the standards for tenure, promotion or merit raise; 2) No faculty member or administrator should act as a reviewer at more than one level of review; 3) There should be no hidden or secret criteria used to evaluate the candidate; 4) Normally, no factors beyond the candidate’s control should be utilized during the review process; 5) The decision of the reviewer or committee must be communicated to the candidate in writing, making it clear how the candidate fared regarding...
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Procedural Due Process. The grievance procedure contained herein shall not act as a substitute for procedural due process rights for individual employees, with respect to pre- disciplinary/discharge matters.
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Procedural Due Process. A. All faculty members have a right to due-process regarding terms and conditions of employment, especially in those situations that could lead to the termination of employment. Below is a general description of what is meant by “procedural due- process” in promotion, tenure and merit procedures. B. In the tenure, promotion and merit procedures, the starting point for a faculty member is the criteria established at the department level and approved by the ▇▇▇▇. The expectations and the criteria are not likely to be the same for all departments. However, the criteria of all departments will reflect the general expectations of the university as well as the specifics of the department and
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Procedural Due Process a. An employee who has been suspended, demoted or dismissed will have the right to respond to the disciplinary action through the submission of a grievance using the procedure set forth in Article 29:
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Procedural Due Process. Regular employees have the right to procedural due process rights with respect to pre-disciplinary/discharge matters. As a minimum, these pre-removal safeguards must include notice of the proposed action, the reasons therefore, and a copy of the charges and materials upon which the action is based and the right to respond either orally or in writing, to the authority initially imposing discipline.
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Procedural Due Process. The grievance procedure contained herein shall not act as a substitute for procedural due process rights for individual employees, with respect to pre- disciplinary/discharge matters. In resolving disciplinary matters other than reprimands, the City and Union agree to proceed immediately to the first two (2) steps of the grievance procedure as provided herein. In the event a disciplinary matter is not resolved in Step 2, the aggrieved employee may appeal as provided herein. The parties may, by mutual consent, waive their right to proceed with any of the steps of the grievance procedure.
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Procedural Due Process. 1. Notice that a career educator’s continued employment is in question: If a career educator’s continued employment is in question, the district shall: a. Notify the career educator at least thirty (30) days prior to issuing a notice of intent not to renew the educator’s contract, that continued employment is in question and the reasons for anticipated non--renewal. (amended 6/2013) ▇. ▇▇▇▇▇ the career educator assistance to correct the deficiencies, including informal conferences and the services of school personnel within the CSD. (amended 5/2008) 2. Notice of the intent not to renew the contract of a career educator: If the district intends not to renew the contract of employment of a career educator who has received at least two (2) unsatisfactory evaluations during the preceding three (3) years, after giving notice that continued employment is in question, it shall: a. Give notice that a contract of employment will not be offered for the following school year to the individual. b. Issue the notice at least (30 days) before the end of the contract term of the individual. c. Serve the written notice by personal delivery or by certified mail addressed to the individual’s last known address. d. Show on the notice a date and state a clear and concise reason(s) why the individual’s contract will not be renewed. e. Give notice of the individual’s right to appeal and the right to hearing of the decision not to offer a contract for the following school year. (amended 5/2008) 3. Notice of the intent not to offer a contract to a provisional educator: When the district intends not to renew the employment of a provisional educator, it shall give notice at least 60 days before the end of the provisional educator’s contract term that the educator will not be offered a contract for a following term of employment. Provisional educators do not have an expectation of continued employment, or the right to grieve, or the right to a hearing on the decision of non-renewal of employment. (amended 5/2008) 4. Expectation of continued employment in absence of notice (UC: 53G-11-513): a. In the absence of appropriate notice, an educator is considered employed for the next contract term with a salary based upon the salary schedule applicable to the class of educators into which the individual falls. (amended 6/2007) b. This provision does not preclude the dismissal of a career educator during the contract term for cause. 5. Notice of the intent to terminate employment during the ...
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Related to Procedural Due Process

  • Due Process ‌ 3.2.1 No employee shall be disciplined (including warnings, reprimands, suspensions, reductions in rank, discharged, nonrenewed, terminated, or other actions that would adversely affect the employee) without just and sufficient cause. 3.2.2 First of all, in the event a disciplinary action is to be taken, the employee shall be advised in writing of the right to representation under this provision of the Agreement prior to the action being taken. 3.2.3 Secondly, when a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present, unless the employee has been given a reasonable period of time to arrange for such representation. 3.2.4 Thirdly, an employee shall be entitled to have present a representative of the Association during any disciplinary action or at any investigatory meeting that may lead to disciplinary action. 3.2.5 Further, the specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing. 3.2.6 The District agrees to follow a policy of progressive discipline, so any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action, which normally includes the following: 3.2.6.1 verbal warning 3.2.6.2 written reprimand 3.2.6.3 with nonrenewal or discharge as a final and last resort. This section shall not prevent an arbitrator from viewing the appropriateness of any particular disciplinary action based on all the circumstances. 3.2.7 Any complaint made against an employee will be promptly called to the attention of the employee. When charges of misconduct are made against an employee by any parent, student, or other person which results in an investigation; the principal will give written notice of the allegations to the employee within fifteen (15) working days of commencement of the investigation. Any investigation will include an opportunity for the employee to respond to all allegations lodged against the employee. When investigating such charges, the investigation materials and results will be maintained in the District files except in those instances when the employee is disciplined as a result of the investigation, then the letter of discipline will be placed in the personnel file. The employee will also be given written notice of the results of the investigation within fifteen (15) working days of completion of the investigation. 3.2.8 All rules and regulations governing employee activities and conduct shall be interpreted and applied uniformly throughout the District.

  • Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.

  • Administrative Procedure iTrip staff will administer and determine whether a damage qualifies as Covered Damage. Such staff will have the sole authority to determine the nature and extent of damages, necessary repairs and eligibility for the waiver of liability described herein. The Covered Guest must report any theft or damage to the unit or its contents to iTrip staff by the time of check-out or any otherwise applicable damage waiver for such Covered Guest will be void. The iTrip Franchisee has ultimate claim administration authority. Arbitration is required prior to litigation.

  • Selection Process The Mortgage Loans were selected from among the outstanding one- to four-family mortgage loans in the Seller's portfolio at the related Closing Date as to which the representations and warranties set forth in Subsection 9.02 could be made and such selection was not made in a manner so as to affect adversely the interests of the Purchaser;

  • DUE PROCESS PROCEEDINGS CONTRACTOR shall fully participate in special education due process proceedings including mediations and hearings, as requested by ▇▇▇. Participation further includes the willingness to make CONTRACTOR’s staff available for witness preparation and testimony as is necessary to facilitate a due process hearing. CONTRACTOR shall also fully participate in the investigation and provision of documentation related to any complaint filed with the State of California, the Office of Civil Rights, or any other state and/or federal governmental body or agency. Full participation shall include, but in no way be limited to, cooperating with LEA representatives to provide complete answers raised by any investigator and/or the immediate provision of any and all documentation that pertains to the operation of CONTRACTOR’s program and/or the implementation of a particular student’s IEP/Individual and Family Service Plan (“IFSP”).