Common use of Administrative Investigation Clause in Contracts

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-imposition meeting. The employee will be provided a reasonable period of time to review his/her recorded or transcribed statement for factual accuracy. The review time will not exceed 24 hours.

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, 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-imposition meeting. The employee will be provided a reasonable period of time to review his/her recorded or transcribed statement for factual accuracy. The review time will not exceed 24 hours.

Administrative Investigation. A. The member Bargaining Unit Member shall be entitled to a fair investigation. B. When the State Employer determines sufficient information exists to warrant a formal investigation, which could result in disciplinary action, the State Employer shall provide the Association and member(sBargaining 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 member Bargaining Unit Member shall have a reasonable time 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 an employee 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 employee Bargaining Unit Member with any written allegation of egregious misconduct delivered by the employerEmployer. D. E. A member Bargaining Unit Member under investigation is entitled to a representative during Investigative Interviews, if the member Bargaining Unit Member so desires. It is solely the responsibility of the member Bargaining Unit Member to secure such representation. Neither the member Bargaining Unit Member nor the Association may unreasonably delay an investigatory interview in order to obtain the services of a particular Association representativeRepresentative. 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. F. Pre-imposition Meeting. A final meeting will be offered to the employee(sBargaining Unit Member(s) and his or her Association representative (if requested by the employeeBargaining 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 employee Bargaining Unit Member to provide any extenuating or mitigating circumstances, which he or she believes, 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. X. Investigatory interviews may be electronically recorded by the Employer and/or the member Bargaining Unit Member and his or her representative. If any party records an interview, they shall provide a copy of the tape recording 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 Bargaining Unit Member will be provided a copy of the recording or transcription prior to the pre-imposition meeting. The employee Bargaining Unit Member will be provided a reasonable period of time to review his/her recorded or transcribed statement for factual accuracy. The review time will not exceed 24 hours. Surreptitiously recording interviews will not be permitted.

Administrative Investigation. ‌ A. The member Bargaining Unit Member shall be entitled to a fair investigation. B. When the State Employer determines sufficient information exists to warrant a formal investigation, which could result in disciplinary action, the State Employer shall provide the Association and member(sBargaining 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 member Bargaining Unit Member shall have a reasonable time 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 an employee 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 employee Bargaining Unit Member with any written allegation of egregious misconduct delivered by the employerEmployer. D. E. A member Bargaining Unit Member under investigation is entitled to a representative during Investigative Interviews, if the member Bargaining Unit Member so desires. It is solely the responsibility of the member Bargaining Unit Member to secure such representation. Neither the member Bargaining Unit Member nor the Association may unreasonably delay an investigatory interview in order to obtain the services of a particular Association representativeRepresentative. 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. F. Pre-imposition Meeting. A final meeting will be offered to the employee(sBargaining Unit Member(s) and his or her Association representative (if requested by the employeeBargaining 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 employee Bargaining Unit Member to provide any extenuating or mitigating circumstances, which he or she believes, 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. X. Investigatory interviews may be electronically recorded by the Employer and/or the member Bargaining Unit Member and his or her representative. If any party records an interview, they shall provide a copy of the tape recording 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 Bargaining Unit Member will be provided a copy of the recording or transcription prior to the pre-imposition meeting. The employee Bargaining Unit Member will be provided a reasonable period of time to review his/her recorded or transcribed statement for factual accuracy. The review time will not exceed 24 hours. Surreptitiously recording interviews will not be permitted.

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, 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-imposition meeting. The employee will be provided a reasonable period of time to review his/her recorded or transcribed statement for factual accuracy. The review time will not exceed 24 hours.