Disciplinary Investigations and Meetings Sample Clauses

Disciplinary Investigations and Meetings. In disciplinary investigations, an employee shall be afforded all Constitutional rights customarily associated with the Xxxxxxxxxx and Xxxxxxxxxx cases. If an employee is suspended prior to or during an investigation, they shall be in a pay status pending outcome of the investigation and/or disciplinary action. Employees shall be advised of their right to Union representation during any investigatory interview or meeting which could reasonably be expected to lead to disciplinary action. Union representation is not required at non-investigatory meetings such as those conducted to notify the employee of disciplinary action being taken or imposed.
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Disciplinary Investigations and Meetings. In disciplinary investigations, an employee shall be afforded all Constitutional rights customarily associated with the Xxxxxxxxxx and Xxxxxxxxxx cases. If an employee is suspended prior to or during an investigation, they shall be in a pay status pending outcome of the investigation and/or disciplinary action. Employees shall be advised of their right to Union representation during any investigatory interview or meeting which could reasonably be expected to lead to disciplinary action. Union representation is not required at non-investigatory meetings such as those conducted to notify the employee of disciplinary action being taken or imposed. 19.3.1 The Employer and the Union agree to set out ground rules for disciplinary meetings for all bargaining unit employees and that the parties have a clear understanding of expectations during these meetings. 1. At least twenty-four (24) hours shall be given when scheduling a disciplinary meeting, but both parties recognize there are times for emergent and unavoidable circumstances that may arise. 2. Meeting invites to disciplinary meetings shall come from the Supervisor, Manager or Department Head. 3. Prior to the start of each meeting introductions shall occur and definitions of roles shall be established. 4. Lead Workers shall provide information to management on performance issues in accordance with Article 20 of this Agreement, but are not to be involved in these meetings and shall not have the authority to administer formal disciplinary action or terminate an employee. 5. Copies of all documentation in reference to discipline shall be provided to all parties involved and to the Union.
Sample 1
Disciplinary Investigations and Meetings. In disciplinary investigations, an employee shall be afforded all Constitutional rights customarily associated with the Xxxxxxxxxx and Xxxxxxxxxx cases. If an employee is suspended prior to or during an investigation, they shall be in a pay status pending outcome of the investigation and/or disciplinary action. Discharge or suspension must be by written notice to the employee and a copy to the Union within a reasonable period of time from the time that the alleged behavior by the employee occurred. 22.1.5.1 Should an investigation reveal that the allegations against the employee are unfounded, all record of the incident shall be removed from the employee’s personnel file. 22.1.5.2 At the time of completion of the investigation of the alleged misconduct the City shall notify the Employee and the Union in writing of the outcome as soon as possible.
Sample 1
Disciplinary Investigations and Meetings. Investigations shall be conducted in accordance with chapters 01.31 “Discipline” and 01.32 “Internal Investigations” of the Sheriff’s Office General Orders. The County agrees that, except for non-mandatory subjects of bargaining, these chapters will not be amended except by mutual agreement of the County and the Guild. The department may place an employee on administrative leave, with or without pay, pending an investigation. To the extent the Sheriff or any other appellate body finds that the discipline is not warranted, the employee shall be compensated for any loss in pay.
Sample 1
Disciplinary Investigations and Meetings. In disciplinary investigations, an employee shall be afforded all Constitutional rights customarily associated with the Xxxxxxxxxx and Xxxxxxxxxx cases. If an employee is suspended prior to or during an investigation, they shall be in a pay status pending outcome of the investigation and/or disciplinary action. Employees shall be advised of their right to Association representation during any investigatory interview or meeting which could reasonably be expected to lead to disciplinary action. Association representation is not required at non-investigatory meetings such as those conducted to notify the employee of disciplinary action being taken or imposed. 14.3.1 The Department will notify an employee within 14 days of initiating an investigation of a specific act or omission of an officer, which, if proven true, could result in discipline for the employee. The City's failure to meet this notice deadline, however, shall not prevent the City from pursuing discipline or a criminal investigation of the employee.
Sample 1
Disciplinary Investigations and Meetings. Employees are entitled to and will be advised of their right to Guild representation during any investigatory interview or meeting that could reasonably be expected to lead to disciplinary action. Although Guild representation is not required to inform employees of disciplinary decisions which have been made by the Agency, an employee’s request for Guild representation at non-investigatory meetings will be approved as long as the Guild had already been involved in the investigation process and/or it would not delay the meeting excessively. 20.3.1 In the case of suspension, demotion or discharge, the Agency will provide the employee and the Guild with a letter setting forth the disciplinary concerns and reasons it is considering such actions. The employee and Guild will be entitled to respond to the reasons or recommended discipline before such action is taken. Employees are entitled to Guild representation at such meetings.
Sample 1

Related to Disciplinary Investigations and Meetings

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • COMPLAINTS AND INVESTIGATIONS 1. This article applies to complaints or allegations made externally and not from normal supervisory activities. 2. A department head shall be responsible for ensuring that all allegations of misconduct or other complaints against an employee on which any action is to be taken or a record is to be made shall be investigated. The investigator shall be allowed to interview the complainant prior to notifying the employee.

  • Labor Management Meetings Section 11.1. In the interest of sound labor/management relations, the parties agree to meet at agreeable dates and times for the purpose of discussing those issues outlined herein. Normally, meetings held pursuant to this Article will occur no more frequently than once every three (3) months, unless matters of an urgent nature require immediate attention. No more than three (3) employee representatives in pay status will attend such meetings. The Employer and OAPSE may have representatives as each deems necessary to address the issues. Section 11.2. The party requesting the meeting shall furnish an agenda and the names of the employees who will be attending, with the request for the meeting. Subjects that may be discussed at these meetings shall include but not be limited to the items listed below: A. Discuss the administration of this Agreement. B. Notify OAPSE of changes made by the Employer which may affect bargaining unit members. C. Discuss grievances which have not been processed beyond the final step of the Grievance Procedure when such discussions are mutually agreed to by the parties. D. Disseminate general information of interest to the parties. E. Give OAPSE representatives the opportunity to share the views of its members and/or make suggestions on subjects of interest to their members. F. Discuss ways to improve efficiency and work performance. Section 11.3. Written responses promised by either party shall be submitted to the other party within ten (10) work days after such meeting. Section 11.4. Labor/Management meetings are not intended to be negotiation sessions to alter or amend the basic agreement. Section 11.5. In the event of a change of duties of a position within the bargaining unit, or in the event that a new position is created within the Library, the Employer shall determine whether the new or changed position will be included in or excluded from the bargaining unit and shall so advise the Union in writing within thirty (30) calendar days. If the Union disputes the Employer's determination of bargaining unit status, the parties shall meet in an attempt to resolve their disagreement within seven (7) calendar days from the Union notification to the Employer. If the parties agree on the determination, it shall be implemented as agreed by the Employer and the Union and a joint petition for amendment of the bargaining unit shall be filed with the State Employment Relations Board (SERB). If the parties do not agree, the parties shall jointly petition SERB pursuant to Chapter 4117 of the Ohio Revised Code and the SERB Rules and Regulations for a determination of bargaining unit status.

  • 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.

  • 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.

  • Conferences and Meetings Attend meetings with Contractor, such as preconstruction conferences, progress meetings, job conferences and other project-related meetings, and prepare and circulate copies of minutes thereof.

  • Labour Management Meetings The committee meeting shall normally be held every second month however, either party may call a meeting of the Joint Labour Management Committee. The meeting shall be held at a time and place fixed by mutual agreement but no later than fourteen (14) calendar days after the initial request, unless mutually agreed.

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