Common use of COMPLAINTS AND INVESTIGATIONS Clause in Contracts

COMPLAINTS AND INVESTIGATIONS. 1. This article applies to complaints or allegations made externally and not from normal supervisory activities. In cases of alleged abuse or neglect of students by employees, the Complaints and Investigation Protocol of Abuse and Neglect Investigations or Standards Violations adopted by the Board shall be followed. In such cases, should there be any procedural inconsistencies between the protocol and this article, the protocol shall apply. 2. Any other type of complaint concerning an employee shall be addressed as follows: a. The Executive Director/designee shall be responsible for insuring that all complaints against an employee on which any action is to be taken or a record is to be made shall be investigated. b. The Executive Director/designee may interview the complainant prior to notifying the employee. c. In order to determine whether there is a basis to conduct an investigation, the Executive Director/designee may, at his/her discretion, conduct an informal interview with the employee about whom a complaint has been made. The interview shall be conducted at a reasonable time and, when practicable, on the School premises when the employee is on duty. A union representative may be present to advise the employee during the interview. d. If the Executive Director/designee determines that there is no basis to further investigate the complaint, the employee shall be informed in writing that a complaint was made against him or her but was unsubstantiated. e. If the Executive Director/designee determines that there is a basis for further investigation, he/she shall inform the employee in writing. f. If an employee is to be interviewed as a witness only and in the course of the interview it becomes apparent that the employee witness may be subject to discipline as a result of conduct which is the subject of the interview, the interview shall be postponed for a reasonable time to enable the employee to consult with a union representative. g. The employee shall be informed in writing of the results of the investigation and any determinations made. h. The investigation report and supporting documents will be retained permanently by the Executive Director.

COMPLAINTS AND INVESTIGATIONS. ‌ 1. This article applies to complaints or allegations made externally and not from normal supervisory activities. In cases of alleged abuse or neglect of students by employees, the Complaints and Investigation Protocol of Abuse and Neglect Investigations or Standards Violations adopted by the Board shall be followed. In such cases, should there be any procedural inconsistencies between the protocol and this article, the protocol shall apply. 2. Any other type of complaint concerning an employee shall be addressed as follows: a. The Executive Director/designee shall be responsible for insuring that all complaints against an employee on which any action is to be taken or a record is to be made shall be investigated. b. The Executive Director/designee may interview the complainant prior to notifying the employee. c. In order to determine whether there is a basis to conduct an investigation, the Executive Director/designee may, at his/her discretion, conduct an informal interview with the employee about whom a complaint has been made. The interview shall be conducted at a reasonable time and, when practicable, on the School premises when the employee is on duty. A union representative may be present to advise the employee during the interview. d. If the Executive Director/designee determines that there is no basis to further investigate the complaint, the employee shall be informed in writing that a complaint was made against him or her but was unsubstantiated. e. If the Executive Director/designee determines that there is a basis for further investigation, he/she shall inform the employee in writing. f. If an employee is to be interviewed as a witness only and in the course of the interview it becomes apparent that the employee witness may be subject to discipline as a result of conduct which is the subject of the interview, the interview shall be postponed for a reasonable time to enable the employee to consult with a union representative. g. The employee shall be informed in writing of the results of the investigation and any determinations made. h. The investigation report and supporting documents will be retained permanently by the Executive Director.

COMPLAINTS AND INVESTIGATIONS. 1. This article applies to complaints or allegations made externally and not from normal supervisory activities. In cases of alleged abuse or neglect of students by employees, the Complaints and Investigation Protocol of Abuse and Neglect Investigations or Standards Violations adopted by the Board shall be followed. In such cases, should there be any procedural inconsistencies between the protocol and this article, the protocol shall apply. 2. Any other type of complaint concerning an employee shall be addressed as follows: a. The Executive DirectorSuperintendent/designee shall be responsible for insuring that all complaints against an employee on which any action is to be taken or a record is to be made shall be investigated. b. The Executive DirectorSuperintendent/designee may interview the complainant prior to notifying the employee. c. In order to determine whether there is a basis to conduct an investigation, the Executive DirectorSuperintendent/designee may, at his/her discretion, conduct an informal interview with the employee about whom a complaint has been made. The interview shall be conducted at a reasonable time and, when practicable, on the School premises when the employee is on duty. A union representative may be present to advise the employee during the interview. d. If the Executive DirectorSuperintendent/designee determines that there is no basis to further investigate the complaint, the employee shall be informed in writing that a complaint was made against him or her but was unsubstantiated. e. If the Executive DirectorSuperintendent/designee determines that there is a basis for further investigation, he/she shall inform the employee in writing. f. If an employee is to be interviewed as a witness only and in the course of the interview it becomes apparent that the employee witness may be subject to discipline as a result of conduct which is the subject of the interview, the interview shall be postponed for a reasonable time to enable the employee to consult with a union representative. g. The employee shall be informed in writing of the results of the investigation and any determinations made. h. The investigation report and supporting documents will be retained permanently by the Executive DirectorSuperintendent.