Employee Investigation. The Parties agree that in certain situations it may be in the best interest of both clients and employees that employees be reassigned or removed from all job sites during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence without loss of pay until the Employer has determined there is a prima facie case for imposing discipline. The Employer will make every effort to complete its investigation within fourteen (14) days. The Employer will notify the President of the Union or his/her designate when an investigation of conduct has been initiated. Any employee who is interviewed in the course of an investigation shall have the right to Union representation at such an interview.
Employee Investigation. (a) The parties agree that in certain situations it may be in the best interest of both clients and employees that employees be reassigned or removed from all job sites during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence until the Employer has determined there is a prima facie case for imposing discipline.
(b) The Employer will make every effort to complete its investigation within 14 days. The Employer will provide the Union with a summary of the investigation report. This summary sheet is on a "without prejudice" basis and shall not be referred to by either party in any third party proceedings.
(c) The Employer will notify the union designate when an investigation of conduct has been initiated. Any employee who is interviewed in the course of an investigation shall have the right to union representation at such an interview.
(d) In the event the investigation does not substantiate the allegations the Employer shall pay the employee for all hours missed due to the suspension, and will credit seniority and all other applicable benefits.
Employee Investigation. The parties agree that in certain situations it may be in the best interest of both clients and employees that employees be removed from the job site during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence without loss of pay until the Employer has determined there are valid grounds for imposing discipline. The Employer will make every effort to complete its investigation within fourteen (14) days. The Employer will notify the President of the Union or their designate when an investigation of conduct has been initiated. Any employee who is interviewed in the course of an investigation shall have the right to union representation at such an interview.
Employee Investigation. 7.8.1 The BOARD has the right to investigate all allegations of employee misconduct.
7.8.2 All employees will cooperate fully with investigations.
7.8.3 No documentation related to the matter under investigation will be placed in the employee’s personnel file until the investigation is completed and the allegations substantiated. However, it is recognized that additional information may arise that would require the reopening of the investigation.
7.8.4 Employee investigations shall be conducted confidentially and expeditiously.
7.8.5 During an investigation, the employee under investigation shall be informed of the subject of the investigation and shall be afforded the opportunity to respond to the allegations.
7.8.6 The employee may request representation of the FEDERATION in any meeting or interview at any step of the investigation. However, the FEDERATION will not interfere with the investigation.
7.8.7 If an employee is placed on administrative leave of absence during an investigation, the employee will continue to receive pay and benefits.
