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The purpose of a "Loudermill hearing" is to provide an employee an opportunity to present their side of the story before the employer makes a decision on discipline. Prior to the hearing, the employee must be given a Loudermill letter–i.e. specific written notice of the charges and an explanation of the employer's evidence so that the ...
The Loudermill letter fulfills the requirement of (written) notice, and should include an explanation of the employer's evidence ("to act as a check for mistaken accusations"). To fulfill the remaining Due Process requirements, a Loudermill letter will also have to inform the employee of his opportunity for a Loudermill hearing.
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A trial is required if the offense occurs outside a meeting and the organization's rules do not describe the disciplinary procedures. [4] The Standard Code of Parliamentary Procedure (TSC) states that in trials of disciplinary procedures, members should be given due notice and a fair hearing. [5]
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You are being asked to provide information as part of an internal and/or administrative investigation. This is a voluntary interview and you do not have to answer questions if your answers would tend to implicate you in a crime. No disciplinary action will be taken against you solely for refusing to answer questions.
Disciplinary punishment or disciplinary action is a punishment for violations of discipline. It may refer to: A punishment by the disciplinary procedure in a deliberative assembly; Disciplinary punishment (Russia), concept in the law of Russia; Non-judicial punishment in the United States Armed Forces
If a hearing proceeds, the accused may choose to be accompanied by a spokesperson. [1]: V-3 The accused may present evidence and witnesses to the commander. The commander must consider any information offered during the hearing, and must be personally convinced that the service member committed misconduct before imposing punishment.