Administrative Investigation. 1. The initiation of an administrative investigation and the extent of that investigation is solely the responsibility of the Employer Agency.
2. If the Employer Agency assigns administrative investigators they should identify themselves to the Operations Section Chief as soon as possible.
3. In addition to gathering the information for the Employer Agency, administrative investigators should act as a liaison between the Operations Section Chief and the Employer Agency.
4. Compelled interview statements, physical evidence, toxicology test results, and investigative leads that are obtained by administrative investigators shall not be revealed to criminal investigators without the prior approval of the County Attorney following a determination of need and evaluation of the applicable law.
5. The Operations Section Chief will periodically brief the administrative investigators on the progress of the criminal investigations. They will have access to briefing, the incident scene, physical evidence, and witness statements and reports.
6. The County Attorney will provide the Employer Agency with the findings of fact as soon as possible.
Administrative Investigation. A. The member shall be entitled to a fair investigation.
B. When the State determines sufficient information exists to warrant a formal investigation, which could result in disciplinary action, the State shall provide the Association and member(s) under investigation with a detailed written notice of the specific allegation(s) of misconduct, including the date, time and location, if known. The member shall have a reasonable time to prepare for the interview.
C. When a written complaint is filed by an inmate or citizen against an employee alleging physical assault, sexual misconduct, or other egregious misconduct (as defined by Policy and Procedure), a copy of the complaint shall be made available to the subject employee with any written allegation of egregious misconduct delivered by the employer.
D. A member under investigation is entitled to a representative during Investigative Interviews, if the member so desires. It is solely the responsibility of the member to secure such representation. Neither the member nor the Association may unreasonably delay an investigatory interview in order to obtain the services of a particular Association representative. Representation may be provided either in person or telephonically. In cases containing explicit allegations of egregious misconduct, the employee may have up to 72 hours, from time of notice to arrange union representation.
E. Pre-imposition Meeting. A final meeting will be offered to the employee(s) and his or her Association representative (if requested by the employee) after the Employer has made an initial determination that a sanction of a disciplinary suspension of 160 (one hundred sixty) hours or more, demotion for cause, or dismissal is warranted. The purpose of the meeting is to allow the employee to provide any extenuating or mitigating circumstances, which he or she believes, should be considered prior to the imposition of penalty. Nothing herein prevents a pre-imposition meeting in instances of suspensions less than 160 (one hundred sixty) hours.
F. Investigatory interviews may be electronically recorded by the Employer and/or the member and his or her representative. If any party records an interview, they shall provide a copy of the tape to the other parties, upon request. If any party has a recording transcribed, a copy of the transcript shall be provided to the other parties, upon request. On request, the employee will be provided a copy of the recording or transcription prior to the pre-i...
Administrative Investigation. A non-criminal investigation to determine whether any involved SFPD officer violated any general order, regulation, policy, or other workplace rule during the Covered Incident.
Administrative Investigation. A. The member shall be entitled to a fair investigation.
B. When the State determines sufficient information exists to warrant a formal investigation, which could result in disciplinary action, the State shall provide the Association and member(s) under investigation with a detailed written notice of the specific allegation(s) of misconduct, including the date, time, and location, if known. The member shall have 24-hours to prepare for the interview, unless exigent circumstances exist at which point additional time may be granted. C Video/Audio recordings – An employee who is subject to an investigation may be allowed to privately view the video and/or listen to the audio recording with an Association Representative immediately prior to his or her administrative interview. cited in Xxxxxxx x. Xxxxxxx, No. 09-55907 archived on March 13, 2014
Administrative Investigation. An Administrative Investigation (AI) can result in discipline up to and including termination.
Administrative Investigation. 18.01 Purpose
Administrative Investigation. The Prosecuting Attorney may cause an administrative investigation to be conducted regarding any alleged misconduct. Misconduct is defined as any conduct that is potentially unethical, in violation of PAO policy, or that is otherwise detrimental to the office. The investigation may include an interview of the affected Deputy. If the affected Deputy is interviewed, they shall have the right to request the presence of an Association Representative at the interview. If requested, the Association Representative shall be allowed to attend the interview and if a Representative is not immediately available, the interview will be delayed a reasonable time to allow a Representative to attend. The Prosecuting Attorney will make every effort to complete the administrative investigation within thirty (30) calendar days of the Prosecuting Attorney becoming aware of the alleged misconduct.
Administrative Investigation a. An Administrative Investigation is an investigation into alleged misconduct that may lead to disciplinary action(s) but not criminal prosecution. It does not apply to day-to-day work related communications between supervisors and UNIT EMPLOYEES, nor to discussions concerning job performance (i.e. PARS/APAS).
b. During an Administrative Investigation, only a duly recognized UNION Official as addressed in Articles 9 and 10 of this CONTRACT will be allowed to represent an EMPLOYEE. This does not mean a personal attorney of the EMPLOYEE.
c. The PARTIES encourage the timely involvement of the UNION in all Administrative Investigations or Examinations prior to any action taken against an EMPLOYEE.
d. Under the Xxxxxxxxxx Rule, an EMPLOYEE is entitled to UNION representation in an Administrative Investigation or Examination if:
(1) The EMPLOYEE believes the examination may result in disciplinary action; and
(2) the EMPLOYEE requests such representation.
e. An EMPLOYEE involved in an Administrative Investigation or Examination must be advised that the information they provide will not be used against them in a criminal action, but may be used against them in taking an Administrative action. The EMPLOYEE must be advised of their option to answer, and the consequences of remaining silent and facing discipline or dismissal for failure to cooperate.
f. During the course of an Administrative Investigation or Examination, should the matter be determined to be criminal in nature, the rights of an EMPLOYEE are covered in this Article, Section 3, Criminal Investigation.
Administrative Investigation. As the result of an employee conduct complaint, when a member of the appropriate unit is interviewed by a member of the Patrol, authorized by the Superintendent or his designee to investigate said employee conduct complaint, the following conditions shall apply:
A. At least (forty-eight) 48 hours in advance of a scheduled interview, the involved member(s) shall, whenever practicable, be notified of the allegation(s) against the member, that an investigation to determine the facts involved will be conducted and the name of the employee assigned to conduct the investigation.
1. Such notifications shall be accomplished by either formal correspondence, email with return notification, or by allowing the affected employee(s) to review, take notes, and sign the Employee Conduct Complaint form. The notification shall contain a copy of the written complaint or if there is no formal written complaint, the employee will be provided with documentation describing the allegation(s) made against the employee.
2. Notification shall not be required when it would jeopardize or hinder the investigation.
3. The member may agree to answer questions at the time scheduled or may be granted one (1) extension only, delaying the questioning for up to a total of seventy-two (72) hours from the initial notification in order to obtain legal advice or other assistance.
4. When a completed HP-161A complaint form is returned by complainant and reviewed by the Troop Commander (or his or her designee) or PSU then the affected member will be notified. The notification will include the fact that the HP-161A has been received, and a copy of the actual complaint. This notification will occur within four (4) days, excluding week-ends and/or holidays of receipt. Notification shall not be required when it would jeopardize or hinder the investigation.
B. If a member is asked to provide a written report, such report will not be required to be submitted until forty-eight (48) hours from the time of such request. At the request of the member, access to the member’s written report(s) and/or the member’s video will be made available to assist with the completion of the written response. Members shall be given access to all their reports and video(s) pertaining to the complaint a minimum of forty-eight (48) hours before they are required to provide a written response to a complaint or participate in an interview.
C. At the member’s sole discretion and expense, the member may choose to electronically rec...
Administrative Investigation a) The initiation of an administrative investigation and the extent of that investigation is solely the responsibility of the Employer Agency.
b) If the Employer Agency assigns Administrative Investigators, they should identify themselves to the Operations Section Chief as soon as possible.
c) In addition to gathering the information for the Employer Agency, Administrative Investigators should act as a liaison between the Operations Section Chief and the Employer Agency.
d) Compelled interview statements, physical evidence, toxicology test results, and investigative leads that are obtained by Administrative Investigators shall not be revealed to Criminal Investigators without the prior approval of the DCAO following a determination of need and evaluation of the applicable law.
e) The Operations Section Chief will periodically brief the Administrative Investigators on the progress of the criminal investigations. They will have access to briefings, the incident scene, physical evidence, witness statements, and reports.
f) The County Attorney will provide the Employer Agency with the findings of fact as soon as possible.