Investigative Process Clause Samples
Investigative Process. 20.3.1 The ▇▇▇▇▇▇▇ and Vice-Principal (Academic), ▇▇▇▇, or delegate may investigate any allegation about a Member if they reasonably believe that a situation exists that could warrant disciplinary measures against the Member. The conduct of all or part of such investigations may be delegated to appropriate persons. In all cases, the person leading the investigation shall be an individual who has had no previous decision-making authority respecting the allegation.
20.3.2 An investigation is not a disciplinary process. The mere fact of an investigation is not grounds for grievance although a Member may grieve whether the basis for, or conduct of, the investigation conforms with Article 20.3.1 and Article 20.3.4 respectively.
20.3.3 A Member’s privacy shall be respected during an investigation although it is understood that some revelation of the allegation may be unavoidable in order not to seriously compromise the investigation.
20.3.4 As soon as practicable after commencing an investigation, the ▇▇▇▇▇▇▇ and Vice- Principal (Academic), ▇▇▇▇, or delegate shall
(a) promptly and fully inform the Member in writing of the nature and substance of the allegation(s) and the scope of the investigation, including advising the Member of their right to seek advice from the Association, and inviting the Member to respond to the allegation by meeting or by submission of materials, or both, as the Member sees fit. If the ▇▇▇▇▇▇▇ and Vice-Principal (Academic), ▇▇▇▇, or delegate invites the Member to meet to discuss the allegation, the invitation must be in writing and must allow the Member at least two (2) full working days to obtain advice or assistance from the Association;
(b) promptly inform the Association of an investigation of allegation(s) pertaining to the Member;
(c) give due consideration to any suggestions or evidence from the Member which might expedite or simplify the investigation, or render it unnecessary; it is understood that any statement made by any person at this stage is without prejudice;
(d) take reasonable steps to maintain the confidentiality of the investigative process and its findings, until the imposition of discipline, if any, unless the ▇▇▇▇▇▇▇ and Vice-Principal (Academic), ▇▇▇▇, or delegate has reasonable grounds to believe that such confidentiality may place a person at risk of significant harm; and
(e) notify the Member of the tentative results of the investigation within five (5) working days of such results being known.
20.3.5 Notwiths...
Investigative Process.
A. The Employer has the authority to determine the method and develop appropriate guidelines for conducting investigations and notify the Union of those guidelines.
B. Upon written request of the Union, if an investigation lasts longer than sixty (60) days from the date the employee was notified of the investigation, the Employer will notify the Union of the current status of the investigation (for example: interviews pending, drafting of investigative report, waiting for analysis of data), next steps and anticipated timeframe for completion. The Employer will provide its response to the Union’s request for the current status of the investigation at least ten (10) days from the date of request by the union. However, in the event the Employer does not respond to the Union’s request for a status of the investigation within ten (10) days, the failure to meet this timeframe will not be a basis for challenging the disciplinary action or precluding admissibility of evidence.
C. At the conclusion of any investigation where the Employer elects not to take disciplinary action, the employee will be provided with a notification when the investigation is completed and that no discipline will be imposed.
Investigative Process. Internal Investigations shall be opened and assigned by the Chief of Police as soon as practicable after the Chief becomes aware of potential wrongdoing. Internal Investigations shall be actively investigated, properly documented and completed in a timely manner.
Investigative Process.
A. The Employer has the authority to determine the method, develop and follow appropriate guidelines for conducting investigations and notify the Union of those guidelines.
B. Upon written request by the Union to the Agency HR Director or designee, if an investigation lasts longer than forty-five (45) days from the date the employee was notified of the investigation, the Employer will notify the Union in writing of the current status of the investigation (for example: interviews pending, drafting of investigative report, waiting for analysis of data) and the Employer will provide an anticipated timeframe for completion. The Employer will provide its response to the Union’s request for the current status of the investigation at least ten (10) days from the date of request by the Union. However, in the event the Employer does not respond to the Union’s request for a status of the investigation within ten
Investigative Process. The APRC shall be entitled to official minutes of deliberative meetings of the Department and University Promotion and Tenure APRC that pertain only to the grievant. Additionally, the APRC shall be entitled to that packet of material as submitted by the grievant for review in accordance with established procedures. The APRC may call pertinent witnesses from the recommending bodies, the Employer or others who the APRC has identifiable reason to believe hold information relevant to disposition. Disposition shall be in writing and noticed to the Employer and Association and shall be based upon majority determination. Under no circumstances shall the APRC substitute its judgment for the academic judgment rendered by the bodies/persons charged with making such judgments.
Investigative Process. The Employer has the authority to determine the method, develop and follow appropriate guidelines for conducting investigations and notify the Union of those guidelines.
Investigative Process. In cases in which a customer disputes the accuracy of a meter reading, Seattle City Light will conduct an investigation as to whether the meter reading stated on the disputed ▇▇▇▇ accurately reflected the amount of electricity the residence used during the applicable billing period. The scope of investigative procedures shall generally be consistent with the Field Meter Investigation, AMI-TMO.26 dated June 15, 2018 and to further include investigation as to whether a meter reading was attributable to Customer Conduct.
Investigative Process a) The Vice-President (Academic) or designate may investigate any allegation about a Member if he believes that a situation may exist that would warrant disciplinary proceedings against the Member.
b) The investigation is not a disciplinary matter.
c) In conducting any investigation, the Vice-President (Academic) or designate shall:
Investigative Process. The district and the Assembly agree to reopen this section for negotiation in spring 2019.
1. At least 24 hours prior to the interview, the faculty member shall receive written notice of the date, time and location of the interview, the persons conducting the interview, the subject matter of the interview in writing, and whether the faculty member is being compelled to appear and cooperate. This notice may be by email and must include a copy of this policy/procedure.
2. If permitted by the outside authority and not contrary to law, the district shall inform the faculty member when any investigation begun by the district is joined or taken over by an outside authority.
3. It is anticipated and expected that all faculty members and the district or representative thereof will be truthful, cooperative and forthright. If the faculty member may be subject to discipline for failing or refusing to cooperate, the faculty member shall be so informed in writing when noticed for the interview (see # 1) that their attendance and cooperation is being compelled. Should such notice be given at the onset of or during the scheduled interview, it must be in writing and the faculty member may request a reasonable period of time to consult with and have present a representative of their choice.
4. The faculty member, at their request, shall have the right to be represented at the interview by a representative of their choice and cost, who may be present at all times during the interview. If requested by the faculty member, the interview shall be postponed for an additional working day to enable the faculty member to secure representation. If requested by the faculty member, the district must provide the Deleted: employee Deleted: District Deleted: employee Deleted: District Deleted: employees Deleted: District Deleted: Administration Deleted: employee Deleted: employee Deleted: his/her Deleted: employee ▇▇▇▇▇▇▇: his or her Deleted: his or her Deleted: employee Deleted: employee Deleted: employee Deleted: District Deleted: /Administration DISTRICT/FACULTY ASSEMBLY DRAFT AGREEMENT JULY 2018-JUNE 2021 Deleted: employee Deleted: employee Deleted: District Deleted: employee Deleted: District Deleted: employee Deleted: an employee Deleted: his/her faculty member with any prior statements of the faculty member in the possession of or available to the district that relate to the subject matter of the interview.
5. Either the faculty member or the person conducting the interview may re...
Investigative Process. Duration: Any investigation shall be completed as expeditiously as possible.