Common use of DEPARTMENTAL INVESTIGATIONS Clause in Contracts

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. The interrogation of a member of the Union shall be at a reasonable hour, preferably when the member of the Union is on duty, unless the exigencies of the investigation dictate otherwise. 2. The interrogations shall take place at a location designated by the Employer. Usually it will be at the Office of the Employer or the location where the incident allegedly occurred. 3. The Employee shall be informed of the nature of the investigation when such Employee becomes a target of the investigation. 4. The questioning shall be reasonable in length. Breaks shall be provided for personal necessities, meals, telephone calls, and rest periods as necessary. 5. At every stage of the proceedings, the Employer's Office shall afford an opportunity for a member of the Union, if he so requests, to consult with counsel and/or his Union representative before being questioned concerning a violation of the rules and regulations during the interrogation of a member of the Union, which shall not delay the interrogation beyond one (1) hour for consultation with this Union representative. 6. In cases other than departmental investigations, if a member is under arrest or if he is a suspect or the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 7. Nothing herein shall be construed to deprive the Employer1s Office or its officers of the ability to conduct the routine and daily operations of the Department. 8. No Employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer has probable cause to suspect that there is a job-related individualized impact- with respect to the specific Employee, being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9. Under no circumstance shall the Employer offer or direct the taking of a polygraph or voice print examination by the Employee. 10. Under no circumstance shall an Employee be subject to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure insure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. A. The interrogation of a member of the Union Fire Department shall be at a reasonable hour, preferably when the member of the Union Fire Department is on duty, unless the exigencies of the investigation dictate otherwise. 2. B. The interrogations shall take place at a location designated by the EmployerFire Chief. Usually it will be at the Office of the Employer Fire Headquarters or the location where the incident allegedly occurred. 3. C. The Employee member of the Fire Department shall be informed of the nature of the investigation when such Employee becomes a target before any interrogation commences. Sufficient information to reasonably apprise the member of the investigationallegations should be provided. If it is known that the member of the Fire Department is being interrogated as a witness only, he should be so informed at the initial contact. 4. D. The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, calls and rest periods as necessaryat the end of every two hours. 5E. The member of the Fire Department shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answering questions. F. At every stage of the proceedings, the Employer's Office Fire Department shall afford an opportunity for a member of the UnionFire Department, if he so requests, to consult with counsel and/or his Union representative Association representatives before being questioned concerning a violation of the rules and regulations during the interrogation of a member of the UnionFire Department, which shall not delay the interrogation beyond one (1) hour for consultation with his Association representative, or more than two (2) hours for consultation with his attorney. However, this Union representativeparagraph shall not apply to routing day- to-day investigations. 6. G. In cases other than departmental investigations, if a member an employee is under arrest or if he is a suspect or the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 7. H. Nothing herein shall be construed to deprive the Employer1s Office Fire Department or its officers Officers of the ability to conduct the routine and daily operations of the Fire Department. 8. No Employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer has probable cause to suspect that there is a job-related individualized impact- with respect to the specific Employee, being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9. Under no circumstance shall the Employer offer or direct the taking of a polygraph or voice print examination by the Employee. 10. Under no circumstance shall an Employee be subject to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure insure that departmental investigations Departmental Investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. The interrogation of a member of the Union force shall be at a reasonable hour, preferably when the member of the Union force is on duty, unless the exigencies of the investigation dictate otherwise. 2. The interrogations shall take place at a location designated by the EmployerChief of Police. Usually it will be at the Office of the Employer Police Headquarters or the location where the incident allegedly occurred. 3. The Employee member of the force shall be informed of the nature of the investigation when such Employee becomes a target before any interrogation commences. Sufficient information to reasonably apprise the members of the investigationallegations should be provided. If it is known that the member of the force is being interrogated as a witness only, he should be so informed at the initial contact. 4. The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, and rest periods as necessaryat the end of every two (2) hours. 5. The member of the force shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answering questions. 6. At every stage of the proceedings, the Employer's Office Department shall afford an opportunity for a member of the Unionforce, if he so requests, to consult with counsel and/or his Union Association representative before being questioned concerning a violation of the rules and regulations during the interrogation of a member of the Unionforce, which shall not delay the interrogation beyond one (1) hour for consultation with this Union his Association representative. 67. In cases other than departmental investigationsDepartmental Investigations, if a member an Officer is under arrest or if he is a suspect or the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 78. Nothing herein shall be construed to deprive the Employer1s Office Department or its officers Officers of the ability to conduct the routine and daily operations of the Department. 89. No Employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) following circumstances exist: (1) Where the Employer has probable cause to suspect that there is a job-related individualized impact- impact with respect to the specific Employee, Employee being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9Police Department. Under no circumstance shall the Employer offer or direct the taking of a polygraph or voice print examination for any Employee covered by the Employeethis Agreement. 10. Under no circumstance shall Unless there is an Employee be subject agreement to any charge whatsoever after 45 days. The 45 day period the contrary, the final decision of the Hearing Officer(s) in all disciplinary cases shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after issued within thirty (30) calendar days following the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension close of the Employee is required for the safety and welfare of the public hearing or the Employer's Office. If the suspension is immediate, then a departmental hearing charge(s) shall take place as soon as possiblebe deemed withdrawn.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure that departmental investigations are conducted in a manner manner, which is conducive to good order and discipline, the following rules are hereby adopted: (1. ) The interrogation of a member of the Union force shall be at a reasonable hour, preferably when the member of the Union force is on duty, unless the exigencies of the investigation dictate otherwise. (2. ) The interrogations interrogation(s) shall take place at a location designated by the EmployerChief of Police. Usually it It will usually be held at the Office of the Employer Police Headquarters or the location where the incident allegedly occurred. (3. ) The Employee member of the force being interrogated shall be informed of the nature of the investigation when such Employee becomes a target before an interrogation commences. Sufficient information to reasonably apprise the member of the investigationallegations should be provided. If it is known that the member of the force is being interrogated as a witness only, he should be so informed at the initial contact. (4. ) The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, calls and rest periods as necessaryat the end of every two (2) hours of questioning. (5) A member of the force shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answer questions. (6) At every stage of the proceedings, the Employer's Office Department shall afford an opportunity for a member of the Unionforce, if he so requests, to consult with counsel and/or his Union Association representative before being questioned concerning a violation of the rules Rules and regulations Regulations during the interrogation of a member of the Unionforce, which shall not delay the interrogation beyond one (1) hour for consultation with this Union his Association representative, nor more than two (2) hours for consultation with his attorney. 6. (7) In cases other than departmental investigations, if a member of the force is under arrest arrest, or if he is a suspect or the target of a criminal investigation, he shall be given his right rights pursuant to the current decisions of the United States Supreme Court. 7. (8) Nothing herein shall be construed to deprive the Employer1s Office Department or its officers of the ability to conduct the routine and daily operations of the Department. 8. No Employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer has probable cause to suspect that there is a job-related individualized impact- with respect to the specific Employee, being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9. Under no circumstance shall the Employer offer or direct the taking of a polygraph or voice print examination by the Employee. 10. Under no circumstance shall an Employee be subject to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure insure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. The interrogation of a member of the Union Fire Department shall be at a reasonable hour, preferably when the member of the Union Fire Department is on duty, unless the exigencies of the investigation dictate otherwise. 2. The interrogations shall take place at a location designated by the EmployerFire Chief. Usually it will be at the Office of the Employer Fire Headquarters or the location where the incident allegedly occurred. 3. The Employee member of the Fire Department shall be informed of the nature of the investigation when such Employee becomes a target before any interrogation commences. Sufficient information to reasonably apprise the member of the investigationallegations should be provided. If it is known that the member of the Fire Department is being interrogated as a witness only, he should be so informed at the initial contact. 4. The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, and rest periods as necessaryat the end of every two (2) hours. 5. The member of the Fire Department shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answering questions. 6. At every stage of the proceedings, the Employer's Office Fire Department shall afford an opportunity for a member of the UnionFire Department, if he so requests, to consult with counsel and/or his Union Association representative before being questioned concerning a violation of the rules and regulations during the interrogation of a member of the UnionFire Department, which shall not delay the interrogation beyond one (1) hour for consultation with his Association representative, or more than two (2) hours for consultation with his attorney. However, this Union representativeparagraph shall not apply to routine day-to-day investigations. 67. In cases other than departmental investigations, if a member an employee is under arrest or if he is a suspect or the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 78. Nothing herein shall be construed to deprive the Employer1s Office Fire Department or its officers Officers of the ability to conduct the routine and daily operations of the Fire Department. 8. No Employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer has probable cause to suspect that there is a job-related individualized impact- with respect to the specific Employee, being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9. Under no circumstance shall the Employer offer or direct the taking of a polygraph or voice print examination by the Employee. 10. Under no circumstance shall an Employee be subject to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure insure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: (1. ) The interrogation of a member of the Union force shall be at a reasonable hour, preferably when the member of the Union force is on duty, ,. unless the exigencies of the investigation dictate otherwise. (2. ) The interrogations interrogation(s) shall take place at a location designated by the EmployerChief of Police. Usually it It will usually be held at the Office of the Employer Police Headquarters or the location where the incident allegedly occurred. (3. ) The Employee member of the force being interrogated shall be informed of the nature of the investigation when such Employee becomes a target before an interrogation commences. Sufficient information to reasonably apprise the member of the investigationallegations should be provided. If it is known that the member of the force is being interrogated as a witness only, he should be so informed at the initial contact. (4. ) The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, calls and rest periods as necessaryat the end of every two (2) hours of questioning. (5) A member of the force shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answer questions. (6) At every stage of the proceedings, the Employer's Office Department shall afford an opportunity for a member of the Unionforce, if he so requests, to consult with counsel and/or his Union Association representative before being questioned concerning a violation of the rules Rules and regulations Regulations during the interrogation of a member of the Unionforce, which shall not delay the interrogation beyond one (1) hour for consultation with this Union his Association representative, nor more than two (2) hours for consultation with his.. attorney. 6. (7) In cases other than departmental investigations, if a member of the force is under arrest or if he is a suspect or the target of a criminal investigation, he shall be given his right rights pursuant to the current decisions of the United States Supreme Court. 7. (8) Nothing herein shall be construed to deprive the Employer1s Office Department or its officers of the ability to conduct the routine and daily operations of the Department. 8. No Employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer has probable cause to suspect that there is a job-related individualized impact- with respect to the specific Employee, being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9. Under no circumstance shall the Employer offer or direct the taking of a polygraph or voice print examination by the Employee. 10. Under no circumstance shall an Employee be subject to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. a. The interrogation of a member of the Union force shall be at a reasonable hour, preferably when a the member of the Union force is on duty, unless the exigencies of the investigation dictate otherwise. 2. b. The interrogations shall take place at a location designated by the EmployerChief of Police. Usually it will be at the Office of the Employer Police Headquarters or the location locations where the incident allegedly occurred. 3. c. The Employee member of the force shall be informed of the nature of the investigation when such Employee becomes a target before any interrogation commences. Sufficient information to reasonably apprise the members of the investigationallegation shall be provided. If it is known that the member of the force is being interrogated as a witness only, he should be so informed at the initial contact. 4. d. The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, and rest periods as necessaryat the end of two (2) hours. 5e. The member of the force shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answering questions. f. At every stage of the proceedings, the Employer's Office Department shall afford an opportunity for a member of the Unionforce, if he so requests, to consult with counsel and/or his Union representative Association representatives before being questioned concerning a violation of the rules Rules and regulations Regulations during the interrogation of a the member of the Unionforce, which shall not delay the interrogation beyond one (1) hour for consultation with this Union his Association representative. 6. g. In cases other than departmental investigations, if a member an officer is under arrest or if he is a suspect or of the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 7. h. Nothing herein shall be construed to deprive the Employer1s Office Department or its officers of the ability to conduct the routine and daily operations of the Department. 8. i. No Employee employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer employer has probable cause to suspect that there is a job-related individualized impact- impact with respect to the specific Employee, employee being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire departmentPolice Department. 9. j. Under no circumstance circumstances shall the Employer employer offer or direct the taking of a polygraph or voice print examination for any employee covered by the Employeethis agreement. 10. Under no circumstance k. The Township shall an Employee be subject comply with all Attorney General Guidelines and Directives which apply to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147municipal police departments and its personnel including but not limited to those addressing Internal Affairs Investigations, Domestic Violence and Substance Abuse Testing. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. a. The interrogation of a member of the Union force shall be at a reasonable hour, preferably when a the member of the Union force is on duty, unless the exigencies of the investigation dictate otherwise. 2. b. The interrogations shall take place at a location designated by the EmployerChief of Police. Usually it will be at the Office of the Employer Police Headquarters or the location locations where the incident allegedly occurred. 3. c. The Employee member of the force shall be informed of the nature of the investigation when such Employee becomes a target before any interrogation commences. Sufficient information to reasonably apprise the members of the investigationallegation shall be provided. If it is known that the member of the force is being interrogated as a witness only, he should be so informed at the initial contact. 4. d. The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, and rest periods as necessaryat the end of two (2) hours. 5e. The member of the force shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answering questions. f. At every stage of the proceedings, the Employer's Office Department shall afford an opportunity for a member of the Unionforce, if he so requests, to consult with counsel and/or his Union representative Association representatives before being questioned concerning a violation of the rules Rules and regulations Regulations during the interrogation of a the member of the Unionforce, which shall not delay the interrogation beyond one (1) hour for consultation with this Union his Association representative. 6. g. In cases other than departmental investigations, if a member an officer is under arrest or if he is a suspect or of the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 7. h. Nothing herein shall be construed to deprive the Employer1s Office Department or its officers of the ability to conduct the routine and daily operations of the Department. 8. i. No Employee employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer employer has probable cause to suspect that there is a job-related individualized impact- impact with respect to the specific Employee, employee being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire departmentPolice Department. 9. j. Under no circumstance circumstances shall the Employer employer offer or direct the taking of a polygraph or voice print examination for any employee covered by the Employeethis agreement. 10. Under no circumstance shall an Employee be subject k. The employer agrees to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147follow the Attorney General's guidelines and supply one copy to the union upon request. 11. Employees shall not be suspended or suffer any loss in benefits until after the Employee has had a departmental hearing and has been found guilty, except in cases of severe nature where the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.

DEPARTMENTAL INVESTIGATIONS. In an effort to ensure that departmental investigations are conducted in a manner which is conducive to good order and discipline, the following rules are hereby adopted: 1. a. The interrogation of a member of the Union force shall be at a reasonable hour, preferably when the member of the Union force is on duty, unless the exigencies of the investigation dictate otherwise. 2. b. The interrogations shall take place at a location designated by the EmployerChief of Police. Usually it will be at the Office of the Employer Police Headquarters or the location locations where the incident allegedly occurred. 3. c. The Employee member of the force shall be informed of the nature of the investigation when such Employee becomes a target before any interrogation commences. Sufficient information to reasonably apprise the members of the investigationallegations should be provided. If it is known that the member of the force is being interrogated as a witness only, he should be so informed at the initial contact. 4. d. The questioning shall be reasonable in length. Breaks Fifteen (15) minutes time shall be provided for personal necessities, meals, telephone calls, and rest periods as necessaryat the end of every two (2) hours. 5e. The member of the force shall not be subject to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answering questions. f. At every stage of of. the proceedings, the Employer's Office Department shall afford an opportunity for a member of the Unionforce, if he so requests, to consult with counsel and/or his Union Association representative before being questioned concerning a violation of the rules Rules and regulations Regulations during the interrogation of a the member of the Unionforce, which shall not delay the interrogation beyond one (1) hour for consultation with this Union his Association representative. 6. g. In cases other than departmental investigations, if a member an officer is under arrest or if he is a suspect or the target of a criminal investigation, he shall be given his right pursuant to the current decisions of the United States Supreme Court. 7. h. Nothing herein shall be construed to deprive the Employer1s Office Department or its officers Officers of the ability to conduct the routine and daily operations of the Department. 8. i. No Employee employee covered by this Agreement shall be subjected to any urinalysis or blood screening unless one of the two (2) circumstances exist: (1) Where the Employer employer has probable cause to suspect that there is a job-job- related individualized impact- impact with respect to the specific Employee, employee being tested. (2) Where the urinalysis or blood testing is done as part of a bona fide annual physical examination which is done for the entire department. 9Police Department. Under no circumstance circumstances shall the Employer employer offer or direct the taking of a polygraph or voice print examination for any employee covered by the Employeethis agreement. 10. Under no circumstance shall an Employee be subject j. The employer agrees to any charge whatsoever after 45 days. The 45 day period shall be calculated consistent with N.J.S.A. 40A:14-147. 11. Employees shall not be suspended or suffer any loss in benefits until after follow the Employee has had a departmental hearing Attorney General's guidelines and has been found guilty, except in cases of severe nature where supply one copy to the suspension of the Employee is required for the safety and welfare of the public or the Employer's Office. If the suspension is immediate, then a departmental hearing shall take place as soon as possible.union upon request