Disciplinary Investigations. An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.
Disciplinary Investigations. 22.3.1 Informal meetings between the College and faculty members regarding workplace issues are encouraged.
22.3.2 Faculty members shall be given a reasonable opportunity to respond to complaints which could lead to discipline.
22.3.3 Faculty members are entitled, at their option, to have UFE representation during any investigatory interview conducted by the College that the faculty member reasonably believes may result in discipline of the faculty member. During any such investigatory interview, a participating UFE representative will be given the opportunity to ask questions, offer additional information and counsel the faculty member. All investigatory interviews shall be conducted in private.
22.3.4 The College may place a faculty member on paid administrative leave during a disciplinary investigation. Faculty members on paid administrative leave are expected to remain available during normal working hours. Paid administrative leave is not discipline and is not subject to the grievance procedure.
Disciplinary Investigations. If an employee reasonably believes he or she may be disciplined, he/she may request Union representation. The employee has the right to be accompanied by his/her Union representative during an investigatory interview. The Union representative has the right to provide advice and counsel to the employee.
Disciplinary Investigations. At any time the City determines that it is necessary to examine or investigate events or circumstances that may lead to disciplinary action, at the outset, the employee shall be presumed innocent and the investigation shall be conducted in a fair and impartial manner in accordance with the general guidelines in sections 1 and 2 below. If it is deemed to be in the best interest of the community, department, or employee, the Police Chief may place the employee on administrative leave or reassign the employee during the investigation. No employee shall be placed on administrative leave without pay, without due process in accordance with the following procedures:
a. Written notice to the employee of the Police Chief’s intent to place the employee on administrative leave without pay, including a statement of the basis for the decision to place the employee on leave without pay; and
b. The employee shall have an opportunity to provide the Police Chief any information the employee deems appropriate to respond to the written notice; and
c. The employee may be represented by BPOA and legal counsel at any meeting with the Police Chief. The Police Chief’s decision to place the employee on administrative leave without pay is not subject to appeal.
1. Initial/Informal Investigations Supervisory personnel may at any time require written reports or meetings with employees to review events, circumstances, or employee's conduct. If the meeting or report is to review a specific allegation against the employee, he/she will be so notified at the outset of the meeting or at the time the report is requested. Until such time that disciplinary action is the likely outcome of such meetings or reports, employee representation is not necessary. The employee(s) involved will be provided a copy of any written report or recommendation made as a result of this initial review.
2. If after this informal investigation (described in (C)(1) of this article) the City determines that further investigation is warranted, it shall be conducted according to the following general guidelines.
a. Employees shall be given specific notice of any charges that have been/will be filed against him/her and/or of the specific nature of the investigation.
b. Employees shall be given reasonable notice prior to being required to attend any meetings or hearings held as a part of such investigation.
c. Employees shall assist the investigation and shall furnish information and/or give statements, as requested.
d. ...
Disciplinary Investigations. A Unit Employee who becomes the subject of an investigation shall be notified in writing of such an investigation within seven (7) working days. Notification shall include the reason(s) and/or cause(s) of the investigation. A Unit Employee who becomes the subject of a disciplinary investigation shall, in addition to being notified of such within seven (7) working days shall also be notified in writing when the investigation is complete and of the determination of the investigation.
a. All investigations shall be completed and the final report forwarded to the Commissioner within forty five (45) working days. The deadline of forty five (45) may only be extended by the Commissioner for exceptional reasons. Notice of an extension shall be provided to the Unit Employee within the original forty five (45) days. The notice of extension shall include the reasons for the extension and the duration of the extension.
b. During any investigation the Unit Employee shall retain his/her status, assignment, wages and like rights unless the Commissioner determines that for the good of the complainant or the Unit Employee being investigated, the Unit Employee needs to be removed from his/her current status or work assignment.
c. In all cases where the investigation determines that the allegation(s) in a complaint are unfounded, all reports and documents pertaining thereto shall be labeled “UNFOUNDED,” sealed and stored by the Commissioner separate from the Unit Employee’s personnel records and file.
d. Any transfer or reassignment of a Unit Employee that occurred pursuant to the provisions of this article shall be immediately and completely reversed.
15.5.2 In the event that a Unit Employee is suspended from duty pending completion of an investigation, all benefits as described within this Agreement shall remain in effect as provided below:
a. All persons suspended without pay shall maintain their medical and dental benefits during the suspension.
b. All persons suspended with pay or placed on Administrative leave shall maintain their medical and dental benefits.
c. If reinstated, seniority, eligibility for step increases and creditable service toward retirement shall be restored for the period of suspension without pay.
d. In all cases any person suspended shall be afforded their due process under law, statute, policy, rules and/or procedures.
Disciplinary Investigations. 27.3.1. Faculty members have an obligation to cooperate with investigations conducted by the College.
27.3.2. Faculty members are entitled, at their option, to have Association representation during any investigatory interview conducted by the College that the faculty member reasonably believes may result in discipline of the faculty member. In the event that an Association representative is not available for a scheduled investigatory interview, the faculty member will be permitted a reasonable delay to arrange for attendance by an Association representative. During any investigatory interview, a participating Association representative will be given the opportunity to ask questions, offer additional information and counsel the faculty member. All investigatory interviews shall be conducted in private.
27.3.3. The College may place a faculty member on paid administrative leave during a disciplinary investigation. Faculty members on paid administrative leave are expected to remain available during normal working hours. Paid administrative leave is not discipline and is not subject to the grievance procedure.
Disciplinary Investigations. The agency head or designee shall inform any unit employee who is the subject of a disciplinary investigation in writing within fourteen
Disciplinary Investigations. In criminal matters, an employee shall be afforded those constitutional rights available to any citizen. In administrative matters relating to job performance, the following guidelines shall be followed:
Disciplinary Investigations. In lieu of the provisions of the Firemen’s Disciplinary Act (50 ILCS 745/1 et seq.), employees shall have the following rights with respect to disciplinary investigations:
1. Employees shall have the right to Union representation, if so requested, where the employee reasonably believes questioning by the employer may lead to discipline.
2. No employee shall be subjected to questioning or interrogation in relation to allegation(s) which, if proven, may result in removal, discharge or suspension without pay without first being so advised in writing and informed of the nature of the allegation(s).
3. If an employee is informed, in writing, that the questioning or interrogation may result in removal, discharge or suspension without pay, the employee shall be entitled to the following:
a. The right to request that an attorney be present at such questioning or interrogation, provided that if the employee has requested the presence of both a Union representative and an attorney, only one may be present in the room at the questioning or interrogation, with the understanding that the other may be nearby.
b. The right to request that the questioning or interrogation be recorded by tape or other electronic means and, if requested, the right to a copy of any such recording at no charge.
4. If an employee makes an appropriate request for either a Union representative or an attorney and the Union representative or attorney is not reasonably available, the employee may be questioned or interrogated without a Union representative or attorney being present.
5. The presence of a Union representative or attorney at such questioning or interrogation shall not interrupt or interfere with the Village’s right to question employees or the obligation of employees to respond to questions relevant to the allegations being investigated.
6. Questioning shall be conducted in a professional manner and shall occur, if practicable, considering the circumstances and nature of the allegations during an employee’s on-duty hours, at reasonable times of the day; and in Village facilities. If an employee is required to participate in questioning or interrogation during off duty hours, the employee shall be paid at his applicable hourly rate of pay for the time spent at such meeting.
7. No employee shall be required to submit to, or be disciplined for a refusal to submit to, a polygraph examination or any test questioning by means of any chemical substance, except as is provided in Article XIV, ...
Disciplinary Investigations. 25.3.1. Faculty members have an obligation to cooperate with investigations conducted by the College.
