Common use of Allegation of Client Abuse Investigation Clause in Contracts

Allegation of Client Abuse Investigation. a. When the Agency receives a complaint against an employee concerning a violation of rules, policy or procedure only, rather than a criminal violation, the Agency shall fully discuss the complaint with the employee. Prior to an employee being reassigned and/or suspended, the employee will be informed of the allegation(s) and receive a written statement within ten (10) calendar days of the allegation(s). If pertaining to abuse of patients, residents, and clients, the investigation results and any resulting personnel action shall be completed and communicated in writing within sixty (60) calendar days from notification to the employee, except when an extension is granted pursuant to OAR 000-000-0000 and 000-000-000 (DHS, Administrative Rules for SACU and Oregon Health Authority for Xxxxxxxxx Cottage). The employee shall be given timely opportunity to provide information he/she deems relevant. Such opportunity is not required in instances involving investigations conducted by outside law enforcement Agencies. If the investigation and personnel action, if any, are not completed within these time frames provided in the Rules, the employee may request and the Agency shall provide an update to the employee on the status of the investigation including the reason(s) for the delay and the anticipated time for completion of the investigation. b. If the employee being investigated has reason to believe that the investigatory interview might adversely affect his/her employment, he/she shall have the right to have a Union representative present. When an employee who is not the subject of the investigation is notified of the need to give testimony, he/she will be asked if he/she has reason to believe that his/her testimony may result in future disciplinary action against him/her. If the employee has reason to believe that he/she may be disciplined because of his/her testimony, the employee may request to discuss the matter with the Appointing Authority or his/her designee and will be allowed to consult with or have present a Union representative. c. If the Agency chooses to remove the accused employee from his/her work assignment during the investigation, the employee may be assigned duties not related to his/her normal work. d. If disciplinary action is taken, the Agencies must comply with Article 64 -

Allegation of Client Abuse Investigation. a. When the Agency receives a complaint against an employee concerning a violation of rules, policy or procedure only, rather than a criminal violation, the Agency shall fully discuss the complaint with the employee. Prior to an employee being reassigned and/or suspended, the employee will be informed of the allegation(s) and receive a written statement within ten (10) calendar days of the allegation(s). If pertaining to abuse of patients, residents, and clients, the investigation results and any resulting personnel action shall be completed and communicated in writing within sixty (60) calendar days from notification to the employee, except when an extension is granted pursuant to OAR 000-000-0000 and 000-000-000 (DHS, Administrative Rules for SACU SOCP and Oregon Health Authority for BMRC and Xxxxxxxxx Cottage). The employee shall be given timely opportunity to provide information he/she deems relevant. Such opportunity is not required in instances involving investigations conducted by outside law enforcement Agencies. If the investigation and personnel action, if any, are not completed within these time frames provided in the Rules, the employee may request and the Agency shall provide an update to the employee on the status of the investigation including the reason(s) for the delay and the anticipated time for completion of the investigation. b. If the employee being investigated has reason to believe that the investigatory interview might adversely affect his/her employment, he/she shall have the right to have a Union representative present. When an employee who is not the subject of the investigation is notified of the need to give testimony, he/she will be asked if he/she has reason to believe that his/her testimony may result in future disciplinary action against him/her. If the employee has reason to believe that he/she may be disciplined because of his/her testimony, the employee may request to discuss the matter with the Appointing Authority or his/her designee and will be allowed to consult with or have present a Union representative. c. If the Agency chooses to remove the accused employee from his/her work assignment during the investigation, the employee may be assigned duties not related to his/her normal work. d. If disciplinary action is taken, the Agencies must comply with Article 64 -

Allegation of Client Abuse Investigation. a. When the Agency receives a complaint against an employee concerning a violation of rules, policy or procedure only, rather than a criminal violation, the Agency shall fully discuss the complaint with the employee. Prior to an employee being reassigned and/or suspended, the employee will be informed of the allegation(s) and receive a written statement within ten (10) calendar days of the allegation(s). If pertaining to abuse of patients, residents, and clients, the investigation results and any resulting personnel action shall be completed and communicated in writing within sixty (60) calendar days from notification to the employee, except when an extension is granted pursuant to OAR 000-000-0000 and 000-000-000 (DHS, Administrative Rules for SOCP SACU and Oregon Health Authority for Xxxxxxxxx BMRC and Pendleton Cottage). The employee shall be given timely opportunity to provide information he/she deems relevant. Such opportunity is not required in instances involving investigations conducted by outside law enforcement Agencies. If the investigation and personnel action, if any, are not completed within these time frames provided in the Rules, the employee may request and the Agency shall provide an update to the employee on the status of the investigation including the reason(s) for the delay and the anticipated time for completion of the investigation. b. If the employee being investigated has reason to believe that the investigatory interview might adversely affect his/her employment, he/she shall have the right to have a Union representative present. When an employee who is not the subject of the investigation is notified of the need to give testimony, he/she will be asked if he/she has reason to believe that his/her testimony may result in future disciplinary action against him/her. If the employee has reason to believe that he/she may be disciplined because of his/her testimony, the employee may request to discuss the matter with the Appointing Authority or his/her designee and will be allowed to consult with or have present a Union representative. c. If the Agency chooses to remove the accused employee from his/her work assignment during the investigation, the employee may be assigned duties not related to his/her normal work. d. If disciplinary action is taken, the Agencies must comply with Article 64 -

Allegation of Client Abuse Investigation. a. When the Agency receives a complaint against an employee concerning a violation of rules, policy or procedure only, rather than a criminal violation, the Agency shall fully discuss the complaint with the employee. Prior to an employee being reassigned and/or suspended, the employee will be informed of the allegation(s) and receive a written statement within ten (10) calendar days of the allegation(s). If pertaining to abuse of patients, residents, and clients, the investigation results and any resulting personnel action shall be completed and communicated in writing within sixty (60) calendar days from notification to the employee, except when an extension is granted pursuant to OAR 000-000-0000 and 000-000-000 (DHS, Administrative Rules for SACU and Oregon Health Authority for Xxxxxxxxx Pendleton Cottage). The employee shall be given timely opportunity to provide information he/she they deems relevant. Such opportunity is not required in instances involving investigations conducted by outside law enforcement Agencies. If the investigation and personnel action, if any, are not completed within these time frames provided in the Rules, the employee may request and the Agency shall provide an update to the employee on the status of the investigation including the reason(s) for the delay and the anticipated time for completion of the investigation. b. If the employee being investigated has reason to believe that the investigatory interview might adversely affect his/her their employment, he/she they shall have the right to have a Union representative present. When an employee who is not the subject of the investigation is notified of the need to give testimony, he/she they will be asked if he/she has they have reason to believe that his/her their testimony may result in future disciplinary action against him/herthem. If the employee has reason to believe that he/she they may be disciplined because of his/her their testimony, the employee may request to discuss the matter with the Appointing Authority or his/her their designee and will be allowed to consult with or have present a Union representative. c. If the Agency chooses to remove the accused employee from his/her their work assignment during the investigation, the employee may be assigned duties not related to his/her their normal work. d. If disciplinary action is taken, the Agencies must comply with Article 64 -

Allegation of Client Abuse Investigation. a. When the Agency receives a complaint against an employee concerning a violation of rules, policy or procedure only, rather than a criminal violation, the Agency shall fully discuss the complaint with the employee. Prior to an employee being reassigned and/or suspended, the employee will be informed of the allegation(s) and receive a written statement within ten (10) calendar days of the allegation(s). If pertaining to abuse of patients, residents, and clients, the investigation results and any resulting personnel action shall be completed and communicated in writing within sixty (60) calendar days from notification to the employee, except when an extension is granted pursuant to OAR 000-000-0000 and 000-000-000 (DHS, Administrative Rules for SACU and Oregon Health Authority for Xxxxxxxxx Pendleton Cottage). The employee shall be given timely opportunity to provide information he/she deems relevant. Such opportunity is not required in instances involving investigations conducted by outside law enforcement Agencies. If the investigation and personnel action, if any, are not completed within these time frames provided in the Rules, the employee may request and the Agency shall provide an update to the employee on the status of the investigation including the reason(s) for the delay and the anticipated time for completion of the investigation. b. If the employee being investigated has reason to believe that the investigatory interview might adversely affect his/her employment, he/she shall have the right to have a Union representative present. When an employee who is not the subject of the investigation is notified of the need to give testimony, he/she will be asked if he/she has reason to believe that his/her testimony may result in future disciplinary action against him/her. If the employee has reason to believe that he/she may be disciplined because of his/her testimony, the employee may request to discuss the matter with the Appointing Authority or his/her designee and will be allowed to consult with or have present a Union representative. c. If the Agency chooses to remove the accused employee from his/her work assignment during the investigation, the employee may be assigned duties not related to his/her normal work. d. If disciplinary action is taken, the Agencies must comply with Article 64 -

Allegation of Client Abuse Investigation. a. When the Agency receives a complaint against an employee concerning a violation of rules, policy or procedure only, rather than a criminal violation, the Agency shall fully discuss the complaint with the employee. Prior to an employee being reassigned and/or suspended, the employee will be informed of the allegation(s) and receive a written statement within ten (10) calendar days of the allegation(s). If pertaining to abuse of patients, residents, and clients, the investigation results and any resulting personnel action shall be completed and communicated in writing within sixty (60) calendar days from notification to the employee, except when an extension is granted pursuant to OAR 000410- 011-000-0000 0030 and 000-000-000 (DHS, Administrative Rules for SACU and Oregon Health Authority for Xxxxxxxxx CottageRules). The employee shall be given timely opportunity to provide information he/she deems relevant. Such opportunity is not required in instances involving investigations conducted by outside law enforcement Agencies. If the investigation and personnel action, if any, are not completed within these time frames provided in the Rules, the employee may request and the Agency shall provide an update to the employee on the status of the investigation including the reason(s) for the delay and the anticipated time for completion of the investigation. b. If the employee being investigated has reason to believe that the investigatory interview might adversely affect his/her employment, he/she shall have the right to have a Union representative present. When an employee who is not the subject of the investigation is notified of the need to give testimony, he/she will be asked if he/she has reason to believe that his/her testimony may result in future disciplinary action against him/her. If the employee has reason to believe that he/she may be disciplined because of his/her testimony, the employee may request to discuss the matter with the Appointing Authority or his/her designee and will be allowed to consult with or have present a Union representative. c. If the Agency chooses to remove the accused employee from his/her work assignment during the investigation, the employee may be assigned duties not related to his/her normal work. d. If disciplinary action is taken, the Agencies must comply with Article 64 -