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 Bargaining Unit Member shall be entitled to a fair investigation.
B. When the Employer determines sufficient information exists to warrant a formal investigation, which could result in disciplinary action, the Employer shall provide the Association and Bargaining Unit 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 Bargaining Unit Member shall have at least five (5) working days to prepare for the interview, unless exigent circumstances exist at which point additional time may be granted. The name of the investigator will be identified in the notification.
C. Video/Audio recordings – A Bargaining Unit Member 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 prior to his or her investigatory interview.
D. When a written complaint is filed by an inmate or citizen against a Bargaining Unit Member alleging physical assault, sexual misconduct, or other egregious misconduct (as defined by Policy and Procedure), a copy of the complaint or, absent a written complaint, a copy of the written documentation of the complaint by the person who received it, shall be made available to the subject Bargaining Unit Member with any written allegation of egregious misconduct delivered by the Employer.
E. A Bargaining Unit Member under investigation is entitled to a representative during Investigative Interviews, if the Bargaining Unit Member so desires. It is solely the responsibility of the Bargaining Unit Member to secure such representation. Neither the Bargaining Unit 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.
F. Pre-imposition Meeting. A final meeting will be offered to the Bargaining Unit Member(s) and his or her Association representative (if requested by the Bargaining Unit Member) 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 Bargaining Unit Member to provide any extenuating or mitigating circumstances, which he or she believes should be considered prior to the imposition of penalty. Nothing herein ...
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.
Administrative Investigation. 18.01 Purpose
Administrative Investigation. An Administrative Investigation (AI) can result in discipline up to and including termination.
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. Administrative investigations inquire into and gather information regarding suspected violations of the Authority’s Rules, or practice or law, or other instances of suspected inappropriate conduct in order to make a determination about what has occurred. Such an investigation may be conducted at the discretion of the Fire Chief or Division Chief. The Authority legal counsel and Authority Human Resources and Policy Administrator will provide advice as to the procedures for such investigations and the lawfulness of methods to be used, such as searches, tests or examinations.
B. The Division Head or Fire Chief will assign an Authority Chief Officer, Captain or Authority Human Resources and Policy Administrator to conduct and/or coordinate the investigation. This individual may use outside investigators to assist with the investigation as needed. Any outside person assigned to assist with the administrative investigation will be an impartial investigator with experience, background and knowledge pertinent to the issues under investigation. In cases involving allegation of harassment that may result in major discipline based on the initial review of the incident(s), an outside investigator will be engaged to conduct a complete investigation.
C. The Authority Chief Officer, Captain or Authority Human Resources and Policy Administrator assigned to conduct an administrative investigation may use any lawful methods to determine whether any Employee has engaged in inappropriate conduct, or a violation of an Authority Rule, practice or law, including investigative methods such as personal interviews, review of documents or other items, arrest or conviction records, tests and examinations, and other means as appropriate.
D. When an interview is conducted as a part of a formal administrative investigation, the investigator will electronically-record the interview or produce a written transcript, making a copy of the complete recording or transcript available to the Employee being interviewed.
E. The use of the polygraph in conjunction with any investigation will be in compliance with the polygraph subsection of the Authority’s Rules. The use of drug testing will be in accordance with Article 40.
F. Investigations may include interviews, electronic messages, written statements or other methods appropriate to the incident. To the extent possible, without affecting the integrity of the investigation, the investigator will make reasonable effort to conduct investigatory...
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. 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. Administrative investigators can be present at the scene while Criminal Investigators are processing the scene. However, they may not be present where involved law enforcement employees are interacting with criminal investigators.
6. The County Attorney will provide the Employer Agency with the findings of fact as soon as possible.
