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The term stems from Loudermill v.Cleveland Board of Education, in which the United States Supreme Court held that non-probationary civil servants had a property right to continued employment and such employment could not be denied to employees unless they were given an opportunity to hear and respond to the charges against them prior to being deprived of continued employment.
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.
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 .
Following a Jan. 19 Loudermill hearing, 15 documents were released by the Police Department on its news blog and via John Guilfoil Public Relations. Ritterbusch shared the link from the Hopkinton ...
The 15 documents were released by the Police Department on its news blog and via John Guilfoil Public Relations last Friday night after a Loudermill hearing — part of a due process requirement ...
Friday's 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 — was tense at times, as ...
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.
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