Opportunity for hearing before the appointing authority

Before major discipline is imposed, the employee must get a Preliminary Notice of Disciplinary Action stating the charges and the facts behind them, plus a chance for a hearing. In limited situations, such as a serious criminal charge or an immediate safety risk, the suspension can come first and the notice follows. The employee has five days to request a departmental hearing, which is then held within 30 days.

Key points, as written in the regulation^[1]

• An employee must be served with a Preliminary Notice of Disciplinary Action setting forth the charges and statement of facts supporting the charges (specifications), and afforded the opportunity for a hearing
• The employee may request a departmental hearing within five days of receipt of the Preliminary Notice.
• A departmental hearing, if requested, shall be held within 30 days of the Preliminary Notice of Disciplinary Action unless waived by the employee or a later date as agreed to by the parties.