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2. The specific charges upon which the intended discipline is based; <br />3. A summary of the facts upon which the charges are based; <br />4. A copy of all written materials, reports, or documents upon which the intended discipline is <br />based; <br />5. Notice of the employee's right to respond to the Department Head regarding the charges <br />within five (5) calendar days from the date of the Notice, either by requesting an informal <br />conference (the "Skelly Conference"), or by providing a written response, or both; <br />6. Notice of the employee's right to have a representative of his or her choice at the Skelly <br />Conference, should he or she choose to respond orally; and <br />7. Notice that the failure to respond at the time specified shall constitute a waiver of the right to <br />respond prior to the imposition of discipline. <br />13.3.2 Employee's Response and the Skelly Conference <br />1. If the employee requests a Skelly Conference to respond orally to the charge(s), the <br />conference will be scheduled within a reasonable time after the date of the Notice. The Skelly <br />Conference will be an informal meeting with the Department Head or his or her designee, at <br />which the employee has an opportunity to rebut the charges against him or her and present <br />any mitigating circumstances. The Department Head or his or her designee will consider the <br />employee's presentation before any final disciplinary action. <br />2. The employee's failure to make an oral response at the arranged conference time, or the <br />employee's failure to submit his or her written response by the date and time specified in the <br />notice, constitutes a waiver of the employee's right to respond prior to the imposition of the <br />discipline. In that case, the proposed disciplinary action will be imposed on the date specified. <br />13.3.3 Final Notice of Discipline <br />After receipt of the employee's timely written response or after the Skelly Conference, the <br />Department Head or his or her designee will; a) dismiss the notice of intent and take no disciplinary <br />action against the employee, b) modify the intended disciplinary action, or c) impose the intended <br />disciplinary action. In any event, the Department Head or his or her designee shall prepare and <br />provide the employee with a notice, with a copy of such letter furnished to the Union, containing the <br />following: <br />A. The level of discipline, if any, to be imposed and the effective date of the discipline. <br />B. The specific charges upon which the discipline is based; <br />C. A summary of the facts upon which the charges are based; <br />D. A copy of all written materials, reports, or documents upon which the discipline is based; and <br />E. A statement of the nature of the employee's right to appeal. <br />18 <br />