Due Process Requirements (DO 147, s. 2015)

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1. Under DO 147-15, what reasonable period must an employee ordinarily receive to submit a written explanation after recei…
2. What must the first written notice for a contemplated just-cause termination contain?
3. Which circumstance makes a formal hearing or conference mandatory under DO 147-15?
4. A first notice describes the facts in detail and gives seven calendar days to answer. The employee timely makes a writt…
5. A company implements redundancy. Which notice arrangement meets the stated authorized-cause notice requirement, assumin…
6. A company sends a letter charging dishonesty but identifies no transaction, date or act. It gives one day to respond an…
7. A detailed first notice gives an employee adequate response time. The employee submits a defense; a substantial factual…
8. Management plans a just-cause dismissal. Outline the required first notice, the response opportunity and the final noti…
9. An employee receives detailed charges and seven calendar days to answer. A substantial dispute exists over whether the …
10. A business proves a genuine authorized cause and pays the applicable separation benefit, but terminates employees immed…
11. Where may the just-cause notices be served under DO147-15?
12. May an employee have a representative’s assistance in defending against contemplated dismissal if desired?