94-176 Ordinance - Laserfiche WebLink

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Chief of Police of the determination to seek disciplinary action by the Employer. The purpose of the hearing is to give the employee an opportunity to offer explanation of the alleged misconduct. At the hearing the employee shall be given written specifications of the charges. Any disciplinary action to be administered must be issued within forty-five (45) calendar days of the date of the hearing. The employee may choose to 1. Appear at the hearing to present oral or written statements in his defense 2. Appear at the hearing and have an employee or non employee representative of the FOP present oral or written statements in his defense. 3. Elect in writing to waive the opportunity to have a disciplinary hearing. Failure to elect and pursue one of these three options will be deemed a waiver of the employee's right to a disciplinary hearing. At the disciplinary hearing, the Chief of Police or his designee, will ask the .employee or his representative to respond to the allegations of misconduct which were outlined to the employee. At the hearing, the employee may present any testimony, witnesses, or documents which he feels maybe germane to the charges. The employee shall provide a list of witnesses, and the name and occupation of his representative, if any, to the Employer as far in advance as possible, but no later than eight (8) hours prior to the hearing. It is the employee's responsibility to notify his witnesses that he desires their attendance at the hearing. The employee, as well as the employer, will be permitted to confront and cross examine witnesses. A written report will be prepared by the Chief of Police, or his designee, concluding whether or not the alleged misconduct occurred. A copy of the Chiefs report will be provided to the employee within five (5) calendar days following its preparation. (27)