Complaint Investigation. 1. When the Agency receives a non-criminal complaint against a teacher, the Agency shall fully discuss the complaint with the complainant(s). If, after initial review, a comprehensive investigation is undertaken, the teacher shall be given first opportunity to provide information he/she deems relevant. The Agency will provide the teacher with updates on the status of the non-criminal complaint every ten (10) school days and the disposition of the non-criminal complaint within a reasonable amount of time.
2. If the teacher has reason to believe that such a discussion might adversely affect his/her employment, he/she shall have the right to have a representative of his/her choice present for that discussion. If the parties deem that further interaction with the complainant could result in additional complaints, they shall have the option of removing the complainant from the classroom, or place the teacher on leave with pay status until the determination of the pre-suspension hearing.
3. If the Agency chooses to remove the accused teacher from his/her work assignment during the investigation, the teacher may be assigned other duties without loss of pay.
4. If discipline action is taken, the Agency must comply with the Discipline Section A.
5. A copy of the written report of the results of the Agency investigation shall be provided to the teacher and to any involved party at the teacher's request, except material confidential under either state or federal laws.
6. Disclosures to the teacher of a complaint alleging criminal conduct is not required if there is a reasonable basis to believe the disclosure may jeopardize evidence, provided that disclosure is required promptly after passage of such jeopardy.
Complaint Investigation. The County will follow the Professional Standards Manual.
A. The sheriff or designee may investigate a complaint against an employee when the complaint is not of a criminal nature but concerns a violation of rules, policy or procedure. Not all complaints will be investigated and the sheriff or designee may make inquiries before investigating the complaint. The sheriff or designee shall notify the employee of the allegations and information sufficient to understand the nature of the allegations within fifteen (15) days of the decision to investigate the complaint. The employee shall receive a copy of the complaint or allegations with citation to policies that may be implicated to the extent practical. The employee shall be given an opportunity to provide information he/she deems relevant.
B. If the employee has reason to believe that such a discussion might adversely affect his/her employment, he/she shall have the right to have a representative of his/her choice present.
C. If the sheriff 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 or be stationed at home.
D. If the charges are substantiated and disciplinary action is necessary, copies of all written reports, statements, and the results of the investigation shall be provided to the employee and his/her representative. The specific policy or policies applicable to the conduct will be substantiated.
E. If the charges are unfounded, not sustained or exonerated, notice shall be given to the employee within seven (7) days of the decision. Documents related to such charges shall not be placed in the employee’s personnel file(s).
F. Prior to being interviewed regarding an internal affairs investigation or allegations of a complaint for any reason, which could lead to disciplinary action:
1. An employee shall be informed of the nature of the investigation or allegations of the complaint whether he/she is a witness or a subject, if and when known; and, if a subject, be informed and be given copies of any other information necessary to reasonably apprise him/her of the nature of the allegations of the complaint, unless to do so would jeopardize the credibility of the investigation.
2. An employee shall be afforded an opportunity and facilities to contact and consult privately with a representative of the Federation.
3. Whenever delay in conducting the interview will not jeopardize the successful a...
Complaint Investigation. Harassment is one of the most sensitive issues in the workplace. Because of this, a complaint procedure must be flexible, confidential, apply to all situations, available to everyone, and provide a mechanism for investigation. All harassment complaints will be investigated in a prompt, confidential and impartial manner until such time as they are resolved. Breaches of confidentiality may be subject to discipline.
Complaint Investigation. (Human Services Coalition) Section 1. Reasonable notice will be provided to an employee if or when the Agency receives a complaint of merit which is non-criminal in nature. The employee will be given an opportunity to respond as early in the process as is feasible. The employee’s response, if in writing, shall be attached permanently to the complaint and copies thereof. In the event that the Agency determines that a formal investigation is necessary and so notifies the employee, upon the employee’s request, he/she shall have the right to Union representation during the investigatory interview that the employee reasonably believes will result in disciplinary action.
Complaint Investigation. (a) The manager shall within five (5) working days schedule a meeting with the complainant and obtain all relevant details from him/her concerning the allegation(s) of discrimination/harassment. The manager shall record and document all relevant details concerning the complaint.
(b) Within fifteen (15) working days of such meeting, the manager shall complete an investigation of the complaint by meeting with each of those concerned including the alleged harasser.
(c) On completion of the investigation the manager shall determine the appropriate course of action to be taken, and he/she shall communicate in writing within ten (10) working days his/her decision to the complainant which shall include a copy of the report and will outline the conclusion(s) drawn, decision(s) reached and action(s) which shall be taken concerning the disposition of the complaint. A copy of all written communication shall be forwarded to the Assistant Vice President, Human Resources.
(d) Where the manager does not have jurisdictional authority over the respondent, the manager shall involve the appropriate line manager in the investigation.
Complaint Investigation. Flextronics shall, at Customer’s request, assist with Customer’s investigation of Product complaints received from Customer’s customers to the extent that such complaints may reasonably pertain to Flextronics’s manufacture of the Products.
Complaint Investigation. The Client will investigate and resolve all medical and non-medical Product complaints. Patheon will investigate all Patheon manufacturing and packaging-type Product complaints related to the Manufacturing Services. The Client will retrieve complaint sample(s) and forward them to Patheon in a timely manner to aid a complete and comprehensive investigation.
Complaint Investigation. 19.11.05.01 Harassment is one of the most sensitive issues in the workplace. Because of this, a complaint procedure must be flexible, confidential, apply to all situations, available to everyone, and provide a mechanism for investigation. All harassment complaints will be investigated in a prompt, confidential and impartial manner until such time as they are resolved. Breaches of confidentiality may be subject to discipline.
19.11.05.02 Any employee who believes they are the victim of harassment is encouraged to report the matter. Retaliation in any form against a complainant or a witness in a harassment investigation is unacceptable and may be subject to discipline. In any instance of retaliation, management is responsible for ensuring corrective action is taken, up to and including dismissal.
19.11.05.03 All information concerning the complaint will be kept confidential, and all reasonable steps will be taken by the Company and the Union to ensure this happens. However, should the matter not be resolved though this Article and proceed to arbitration or a human rights tribunal, the investigators report may be subject to subpoena and become part of public record. No information concerning the complaint will be placed on the file of any witness unless it is confirmed that a witness has given false testimony or has acted in a vindictive manner.
19.11.05.04 The complainant will have the option of starting the investigation process at Stage 1 or Stage 2.
Complaint Investigation. (a) The Xxxx shall within five (5) working days schedule a meeting with the complainant and obtain all relevant details from him/her concerning the allegation(s) of discrimination/harassment. The Xxxx shall record and document all relevant details concerning the complaint.
(b) Within fifteen (15) working days of such meeting, the Xxxx shall ensure that a complete investigation of the complaint takes place.
(c) On completion of the investigation and upon reviewing all the facts the Xxxx shall determine the appropriate course of action to be taken, and he/she shall communicate in writing within ten (10) working days his/her decision to the complainant which shall include a copy of the report and will outline the conclusion(s) drawn, decision(s) reached and action(s) which shall be taken concerning the disposition of the complaint. A copy of all written communication shall be forwarded to the Executive Director, Human Resources.
(d) Where the Xxxx does not have jurisdictional authority over the respondent, the Xxxx shall involve the appropriate administrative or academic line manager in the investigation.
Complaint Investigation. If the administrator intends to investigate a complaint, the administrator shall conduct an investigation following the initial conference. During the investigation the member shall be provided the opportunity to respond to the complaint.
