Common use of Duration of Leave Pending Investigation of Allegations of Misconduct Clause in Contracts

Duration of Leave Pending Investigation of Allegations of Misconduct. The duration of the administrative leave or limited duty status, and any restrictions on the ability of the employee to work off-duty or overtime relating thereto, shall be at the discretion of the Chief for the first 30 days. Thereafter, the duration of the administrative leave or limited duty status and restrictions relating thereto shall be subject to the provisions of this section. After the initial 30-day period, the Federation may request (not more frequently than once every two weeks) that the Chief provide an update on the status of the investigation and/or review the duty status and the restrictions on the employee. After the initial 30-day period, the duration of the administrative leave or limited duty status, shall depend on whether there is sufficient reliable evidence to support a preliminary conclusion that an allegation of severe misconduct may be sustained. If such evidence exists, the administrative leave or limited duty status shall continue at the discretion of the Chief, with status updates bi-weekly if requested by the Federation. If there is not such evidence, the administrative leave or limited duty status shall end and the employee shall return to work in accordance with Section 26.06, Subds. 3 and 4.

Duration of Leave Pending Investigation of Allegations of Misconduct. ‌ The duration of the administrative leave or limited duty status, and any restrictions on the ability of the employee to work off-duty or overtime relating thereto, shall be at the discretion of the Chief for the first 30 days. Thereafter, the duration of the administrative leave or limited duty status and restrictions relating thereto shall be subject to the provisions of this section. After the initial 30-day period, the Federation may request (not more frequently than once every two weeks) that the Chief provide an update on the status of the investigation and/or review the duty status and the restrictions on the employee. After the initial 30-day period, the duration of the administrative leave or limited duty status, shall depend on whether there is sufficient reliable evidence to support a preliminary conclusion that an allegation of severe misconduct may be sustained. If such evidence exists, the administrative leave or limited duty status shall continue at the discretion of the Chief, with status updates bi-weekly if requested by the Federation. If there is not such evidence, the administrative leave or limited duty status shall end and the employee shall return to work in accordance with Section 26.06, Subds. 3 and 4.

Duration of Leave Pending Investigation of Allegations of Misconduct. The duration of the administrative leave or limited duty status, and any restrictions on the ability of the employee to work off-duty or overtime relating thereto, shall be at the discretion of the Chief Chief. for the first 30 days. Thereafter, the duration of the administrative leave or limited duty status and restrictions relating thereto shall be subject to the provisions of this section. After the initial 30-day days period, the Federation may request (not more frequently than once every two weeks) that the Chief provide an update on the status of the investigation and/or review the duty status and the restrictions on the employee. After the initial 30-day period, the duration of the administrative leave or limited duty status, shall depend on whether there is sufficient reliable evidence to support a preliminary conclusion that an allegation of severe misconduct may be sustained. If such evidence exists, the administrative leave or limited duty status shall continue at the discretion of the Chief, with status updates bi-weekly if requested by the Federation. If there is not such evidence, the administrative leave or limited duty status shall end and the employee shall return to work in accordance with Section 26.06, Subds. 3 and 4.

Duration of Leave Pending Investigation of Allegations of Misconduct. The duration of the administrative leave or limited duty status, and any restrictions on the ability of the employee to work off-duty or overtime relating thereto, shall be at the discretion of the Chief for the first 30 180 days. Thereafter, the duration of the administrative leave or limited duty status and restrictions relating thereto shall be subject to the provisions of this section. After the initial 30-day period, the Federation may request (not more frequently than once every two weeks) that the Chief provide an update on the status of the investigation and/or review the duty status and the restrictions on the employee. After the initial 30180-day period, the duration of the administrative leave or limited duty status, shall depend on whether there is sufficient reliable evidence to support a preliminary conclusion that an allegation of severe misconduct may be sustained. If such evidence exists, the administrative leave or limited duty status shall continue at the discretion of the Chief, with status updates bi-weekly if requested by the Federation. If there is not such evidence, the administrative leave or limited duty status shall end and the employee shall return to work in accordance with Section 26.06, Subds. 3 and 4.

Duration of Leave Pending Investigation of Allegations of Misconduct. The duration of the administrative leave or limited duty status, and any restrictions on the ability of the employee to work off-duty or overtime relating thereto, shall be at the discretion of the Chief for the first 30 180 days. Thereafter, the duration of the administrative leave or limited duty status and restrictions relating thereto shall be subject to the provisions of this section. After the initial 30-day period, the Federation may request (not more frequently than once every two weeks) that the Chief provide an update on the status of the investigation and/or review the duty status and the restrictions on the employee. After the initial 3030 180-day period, the duration of the administrative leave or limited duty status, shall depend on whether there is sufficient reliable evidence to support a preliminary conclusion that an allegation of severe misconduct may be sustained. If such evidence exists, the administrative leave or limited duty status shall continue at the discretion of the Chief, with status updates bi-weekly if requested by the Federation. If there is not such evidence, the administrative leave or limited duty status shall end and the employee shall return to work in accordance with Section 26.06, Subds. 3 and 4.