Requesting further investigation of the allegations based upon information provided by the employee.Įxperience has shown that the report is typically incredibly skeletal.Sustaining the allegations and reducing the level of discipline.Sustaining the allegations and level of discipline.Rather, the Skelly Review Officer will notify the employing public agency in writing of his or her decision in writing. Generally, no decision is given at the actual hearing. Depending upon the Skelly Review Officer, he or she may only elect to take verbal statements from the employee instead of his or her representative. Then the Skelly Review Officer may permit the employee (or their representative) an opportunity to make an opening statement in response to the allegations and the representative of the employing agency a chance to respond. He or she then reads the main contents of the Notice aloud. This includes explaining his or her limited authority to do much of anything. However, practice has indicated that not every Skelly Review Officer engages in the written materials much prior to the actual hearing.Īt the Skelly hearing, the Skelly Review Officer typically starts by outlining his or her role. This should take place before any actual “hearing” involving the employee. Employees are encouraged to submit a brief in advance of the hearing addressing the Notice. The Skelly Review Officer has the responsibility to read the Notice, the materials upon which it is based, and any response submitted by the employee. It depends upon the underlying public agency, but it can be as quick as five (5) days or thirty (30) days. The Skelly hearing typically takes place relatively quickly after the issuance of the Notice. union representative or attorney), the official proposing the discipline or a representative from the official’s office (and sometimes, an attorney representing the official or office), a representative of the Human Resources or Employer Relations department, and the Skelly Review Officer. Those who typically attend the Skelly hearing include the employee being disciplined and their representative (i.e. So, while not a judge, arbitrator, or mediator, the Skelly Review Officer is the neutral with whom you exercise your Skelly hearing rights.
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Specifically, it is not the function of the Skelly Review Officer to conduct a full trial-type hearing of all of the evidence. The Skelly Review Officer does not substitute his or her judgment with respect to the discipline to be imposed but rather reach a conclusion as to whether there are reasonable grounds to justify the discipline imposed. The Skelly Review Officer is responsible for evaluating whether there are reasonable grounds for believing that the employee engaged in the alleged misconduct and whether the misconduct supports the proposed sanction. However, they are typically still employees of the same public organizations maybe just from a different unit. The Skelly Review Officer must be “reasonably impartial and uninvolved” from the underlying facts and circumstances of the employee. Notice must include effective date of discipline.Notice must provide deadline for any response and.Notice must be served with all documents that were relied upon by the official proposing the discipline.Notice must allege factual basis for violation (i.e.Notice must identify the specific rule/policy that has allegedly been violated by the employee.Employee must receive notice of the proposed discipline (a/k/a Notice of Adverse Action, or “Notice”).The minimum due process requirements include the following: 678), resume, three references (name, relationship, and telephone number), a two-page policy brief directed at the general public, and a one-page statement of interest outlining why you are interested in this particular position and how your background, knowledge, skills, and abilities make you the ideal candidate for the job.Īpplication packets submitted without all referenced components will not be considered.Not a sufficient Notice of Adverse Action. Submit a standard state application (Std. Only the most qualified applicants will be interviewed. Individuals who have list eligibility, current State employees at the Research Program Specialist I/II (Economics) level, or those within transfer range and meet the minimum qualifications pursuant to SPB Rule 250.
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