Investigation Procedure Sample Clauses

Investigation Procedure. 1. A Party shall only apply a bilateral safeguard measure following an investigation by the competent authorities of that Party in accordance with Article 3 of the Agreement on Safeguards, and to this end, that Article is incorporated into and made an integral part of this Agreement, mutatis mutandis. 2. Any investigation by a Party pursuant to paragraph 1 shall comply with the requirements of Article 4.2(a) and 4.2(c) of the Agreement on Safeguards, and to this end, Article 4.2(a) and 4.2(c) of the Agreement on Safeguards is incorporated into and made an integral part of this Agreement, mutatis mutandis. 3. In addition to paragraph 2, the investigating Party shall demonstrate on the basis of objective evidence the existence of a causal link between the increase of the imports of the product of the exporting Party and serious injury or threat thereof. 4. Each Party shall ensure that its competent authorities complete any such investigation within the time limits established in its domestic legislation, which shall not exceed 12 months from the date of its initiation.

Investigation Procedure. A. At any time an inquiry concerning an employee occurs when the Employer believes that disciplinary action of record (reprimand of record, suspension, reduction, or removal) will or may result, the employee will be notified when he is first questioned, that such result is possible.

Investigation Procedure a. When any teacher is required to appear before the Board of Education, district or building administrator concerning any matter which could result in disciplinary action, the teacher shall be given twenty-four (24) hours’ notice of the meeting or interview whenever possible, prior written notice of the reasons for such meeting or interview whenever possible, and a representative of the Association present to advise him/her and represent him/her during such meeting or interview if agreed upon by the Association and the person requesting the interview. b. The process for conducting investigations of teachers will be in compliance with this contract and all federal and state laws (including required reporting of incidents to the Illinois Department of Children and Family Services). The process shall include the use of a standard form, which can be found in Appendix H. for administrators to use in contacting a teacher when the teacher is under investigation for an alleged offense. c. However, when the alleged offense warrants an immediate investigation due to the possibility of a delay hindering or otherwise obstructing such investigation (i.e. when the use or being under the influence of drugs or alcohol is reasonably suspected), the administrator conducting the investigation shall not be required to immediately use the standard form to contact the teacher and begin the investigation. The administrator shall, however, use the standard form to provide further written notice of the investigation to the teacher as soon as practicable thereafter and shall adhere to any and all timelines set forth therein. d. In addition, the Association and Board agree and acknowledge that an investigation of an Association member is only appropriate if the Administration has reasonable suspicion that a rule, policy, regulation or law has been violated and the investigation that results is reasonable in scope.

Investigation Procedure. Once a member of management has been informed of the threat or incidence of violence, the claim will be promptly and thoroughly investigated, in as confidential a manner as possible. The complainant will be kept informed as to the status of the investigation and its outcome as much as is permitted by law or legal strategy. Employees found to have engaged in misconduct constituting violence will receive appropriate corrective action, up to and including termination. Nothing in this policy prevents the U.C. from placing the accused on administrative leave pending investigation.

Investigation Procedure. 1. A Party shall only apply a bilateral safeguard measure following an investigation by the competent authorities of that Party in accordance with Article 3 of the Agreement on Safeguards, and to this end, that Article is incorporated into and made an integral part of this Agreement, mutatis mutandis. 2. Any investigation by a Party pursuant to paragraph 1 shall comply with the requirements of Article 4.2(a) and 4.2(c) of the Agreement on Safeguards, and to this end, Article 4.2(a) and 4.2(c) of the Agreement on Safeguards is incorporated into and made an integral part of this Agreement, mutatis mutandis.

Investigation Procedure. 5.01 If a complaint is made, management will ensure that an investigation will be conducted promptly. 5.02 The investigation procedure is as follows. 5.03 Meet with complainant to ascertain his/her concerns. 5.04 Impress upon the complainant that the information provided will be treated in a strict, confidential manner. 5.05 Keep records of all meetings and document all contacts associated with each complaint. 5.06 Prepare a statement of complaint including all relevant dates, events, names of witnesses and other relevant information. 5.07 Meet with the witnesses identified and prepare written statements for their signature (put in writing when memories are fresh, also putting in writing and asking for signatures provokes very careful consideration). 5.08 Meet with the person being accused of harassment. Ensure confidentiality. 5.09 Review the evidence that has been provided and obtain clarification of information as necessary from interviewees. 5.10 At this stage, the investigator may wish to have both the complainant and accused meet with you; this is a judgment call and depends on the circumstances.

Investigation Procedure. 34 Upon receipt of a request for extension, the District’s Representative shall conduct an investigation of the facts 35 asserted by the Entity to constitute good cause for an extension. The District’s Representative shall report the 36 results of this investigation, as well as the propriety of the time extension requested, to the Entity in writing 37 within ten (10) days of receipt of the request and shall indicate whether it will recommend for or against the 38 extension. Upon receiving the District’s Representative’s recommendation, the Entity may either concur in 39 the recommendation, or reject the recommendation and proceed with a claim as provided for in Article 23. 40 41 Section 14.04. Discretionary Time Extensions for Best Interest of District. 42 The District reserves the right to extend the time for completion of the Work if the Board of Trustees 43 determines that such extension is in the best interest of the District. In the event that a discretionary extension 44 is granted at the request of the Entity, the District shall have the right to charge to the Entity all or any part, as 45 the Board of Trustees may deem proper, of the actual cost of project management, engineering, inspection, 46 supervision, incidental and other overhead expenses that accrue during the period of the extension, and to 47 deduct all or any portion of that amount from the Final Lease Payment. 48

Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First , request a stop of the unwanted behavior. Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome. It is advisable to document these events, complete with times, dates, location, witnesses and details. However it is understood that some victims of harassment or discrimination are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisors or others. The employee should bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. The parties will designate independent representatives from the Company and the Union and the Company will pay for their lost time, when necessary. The Company agrees to provide and pay CAW training for three (3) days for two (2) Management and two (2) Union representatives. All employees will receive four (4) hours of training or up-date training during the life of the contract. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues The Joint Committee will conduct an investigation of the complaint. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. It ...

Investigation Procedure. All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, the county will inform the reporting individual of the results of the investigation. To the greatest extent possible, the county will maintain the confidentiality of the reporting individual and of the investigation, but it may be necessary to disclose results in appropriate circumstances, for example, in order to protect the safety of the person(s) involved. The county will not tolerate retaliation against any employee who reports potential or actual workplace violence.