Search results
Results from the WOW.Com Content Network
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 employee can provide a meaningful response and an opportunity to correct factual mistakes in the investigation and to address the type of discipline being considered.
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.
In Part V, the court found that a 9-month delay in Loudermill's post-termination hearing did not constitute a separate due process violation. The Due Process Clause requires provision of a hearing "at a meaningful time," and here the delay stemmed in part from the thoroughness of the procedures.
Friday's Loudermill hearing was continued for 30 days, allowing representatives for Brennan and Bennett 30 days to negotiate an agreement. Chief Bennett has recommended that Sgt. Brennan be terminated
A Loudermill hearing for Hopkinton police Sgt. Timothy Brennan was suspended on Friday to allow the two sides 30 days ... According to the hearing's public notice, Brennan stands accused of: ...
During the Jan. 19 Loudermill hearing — part of a due process requirement that must be provided to a public employee prior to removing the employee or imposing severe discipline — Bennett ...
Cleveland Bd. of Educ. v. Loudermill, the decision by the United States Supreme Court establishing the scope of the employee's right to a hearing; Loudermill letter, the first step in providing notice of termination; Loudermill hearing, the required pretermination hearing that must be disclosed in the Loudermill letter.
A Loudermill letter is a notice given to a public employee, prior to their termination, explaining any charges against them, the employer's evidence and a hearing opportunity to tell their side of ...