Arson Investigator Sample Clauses

Arson Investigator. Fire Division arson investigators who possess police powers shall receive pay equal to Fire Lieutenant.
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Arson Investigator. 1. It shall be the duty of the Fire Chief or such other uniformed member of the Fire Prevention, Education and Investigation Division assigned as a Fire Investigator to determine the cause, origin, and circumstances of all fires where arson (incendiary nature) is suspected, fires where death(s) occurred, fires where the cause(s) cannot be readily determined, and to other fires or fire related incidents as required.
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Arson Investigator. All designated Arson Investigators shall be and the same are hereby designated Conservators of the Peace pursuant to the extent authorized in this Chapter. When acting in the scope of their investigative duties as provided in this Chapter, they shall be possessed of all powers of peace officer referred to in Illinois Revised Statutes, Chapter 127 1/2, Section 702, including powers of arrest, search and seizure and possession and use of firearms necessary to carry out the duties of their office. (Ord. 93-61; 10-1-93)
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Arson Investigator. When certified and permanently assigned to perform the full duties of an Arson Investigator. Fire Captain Fire Engineer Firefighter (CSFM) PC 832 Arrest and Firearms Course (CSFM) Fire Investigator 1A (CSFM) Fire Investigator 1B (CSFM) Fire Investigator 2A (CSFM) Fire Investigator 2B OR (CSFM) PC 832 Arrest and Firearms Course (CSFM) Fire Investigation 1A (CSFM) Fire Investigation 1B (CSFM) Fire Investigation 2A (CSFM) Fire Investigation 2B OR (CSFM) PC 832 Arrest and Firearms Course (CSFM) Fire Investigation 1A (CSFM) Fire Investigation 1B (CSFM) Fire Investigation 1C 16% of a top step Firefighter base hourly rate.
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Arson Investigator. In the event of a vacancy in the classification of Arson Investigator, the Senior Fire Investigator shall be offered a transfer to Arson Investigator.
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Arson Investigator. The Fire Chief may in his discretion designate any employee to serve as an Arson Investigator. One employee per shift may be so designated. The Chief will also have the authority to establish the job requirements and duties for this assignment. An employee designated and assigned as Arson Investigator shall receive five and one-half percent (5.5%) as additional compensation above the base hourly rate of pay while so assigned. Employees designated as Arson Investigator shall serve at the discretion of the Chief and removal from the assignment shall not be considered disciplinary action. Any new vacant Shift Arson Investigator position shall have an open selection process. The Fire Chief shall have the authority to modify the term of this assignment based on operational needs.
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Related to Arson Investigator

  • Investigator Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any questions as to whether a matter is arbitrable, during the term of the collective agreement, an arbitrator agreed to by the parties shall, at the request of either party: (a) investigate the difference; (b) define the issue in the difference; and (c) make written recommendations to resolve the difference within five days of the date of receipt of the request and for those five days from that date time does not run in respect of the grievance procedure. The parties agree that this procedure will not be invoked until the grievance procedure has been completed.

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  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • Institution and Investigator acknowledge and agree that its, his or her judgment with respect to its, his or her advice to and care of each Subject is not and shall not be affected by the compensation Institution and/or Investigator receive in accordance with the Study.

  • Background Investigation The BOARD is prohibited from knowingly employing a person who has been convicted of committing or attempting to commit certain criminal offenses. If the required criminal background investigation is not completed at the time this Contract is signed, and the subsequent investigation report reveals that there has been a prohibited conviction, this Contract shall immediately become null and void.

  • Investigatory Interviews ‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.

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  • Complaints Investigation The employee who complains of harassment under the provisions of the Human Rights Code must first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.

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