Employee Investigations. (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 will 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.
(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 will 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 will have the right to union representation at such an interview.
Employee Investigations. (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 without loss of pay 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 fourteen (14) days.
(c) The Employer will notify the President of the Union or 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 Investigations. 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 will 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 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 will not be referred to by either party in any third-party proceedings. 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 will have the right to union representation at such an interview.
Employee Investigations. 16.1 The University has the right to investigate all allegations of faculty misconduct.
16.2 A faculty member may be placed on administrative leave with pay during an investigation involving the faculty member.
16.3 When necessary, during an investigation, the university may enter a faculty member's office. The Association shall be invited to have an Association representative present.
16.4 When the faculty member is under investigation, the faculty member may be represented by an Association representative in any meetings with the University.
16.5 During an investigation, no documentation or information related to the matter under investigation will be placed in the faculty member's personnel file or released publicly. If the investigation does not result in disciplinary action, no documentation will be placed in the faculty member's personnel file.
16.6 The Association and the University agree that the general purpose of discipline is to correct unsatisfactory performance and/or misconduct (except in cases of Dismissal for Cause, covered by Article
Employee Investigations. 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 University has determined there is a prima facie case for imposing discipline. The University will make every effort to complete its investigation within 14 days. The University 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 Investigations. The purpose of this article is to establish rules and procedures by which allegations of faculty misconduct may be addressed equitably, expeditiously, and without violating due process.
16.1 The University itself or through its designee has the right and obligation to investigate good faith allegations of faculty misconduct. The University and Faculty agree to keep investigations confidential, as permitted by law.
16.2 A faculty member may be placed on administrative leave with pay during an investigation involving the faculty member, if it is determined the faculty member presents an immediate threat to a student, another faculty member, or other member(s) of the campus community, or when removal is necessary to stop or xxxxx alleged misconduct. A faculty member may be required to relinquish University property, normally described as but not limited to university issued keys, computers, tablets, or cell phones, while on administrative leave. Such temporary administrative leave is not a punishment, and it is not evidence that the allegations are substantiated.
16.3 The University shall notify the Faculty member of the allegation(s) of misconduct within fourteen (14) days of a formal investigation. The investigation shall include interviewing the complainant, the accused, any pertinent witnesses, and reviewing any relevant documentation and must be limited to comply solely with the scope of the investigation. However, if additional evidence of misconduct is discovered during the investigation, the scope may be expanded. The accused faculty member must be informed that the faculty member has a right to union representation. The accused shall (1) be informed of the complaint, the complainant, and the time frame of the alleged incident or actions, except where anonymity is required by law.
16.4 When necessary, during an investigation, the university may enter a faculty member's office. The Association shall be invited to have a representative present.
16.5 As a condition of employment, faculty are required to cooperate in an investigation. Faculty will be provided a Xxxxxxx Statement at the outset of an investigative interview. Both Faculty and the Administration will sign acknowledgment thereof.
16.6 When the faculty member is under investigation, the faculty member may be represented by an Association and/or union representative in any related meetings with the University. The representative's involvement shall not interfere with the legitimate interests and...
Employee Investigations. A. The employee shall be informed prior to an investigatory interview of the purpose of the interview and whether the employee is a subject of the investigation or a witness in the investigation.
B. An employee may request “Xxxxxxx.” Should the employee be granted “Xxxxxxx,” a form shall be provided to the employee and signed by the employee. The employee shall be provided a copy of the signed form. The employee shall be required to respond to the allegations unless he/she is subject to criminal penalties and a “Xxxxxxx” request has been denied.
C. An employee shall, upon request, have an Association representative present during a meeting with representatives of the Employing Agency held for the purpose of investigating allegations which might reasonably lead to disciplinary action against the employee. The Employing Agency shall not interfere with, restrain or coerce employees in the exercise of their rights to this representation. The right to representation does not extend to day-to-day communications which occur between an employee and his/her Employing Agency, such as: performance evaluations, training, job audits, counseling sessions, work-related instructions, or where an employee is informed of the disciplinary action. No polygraph of an employee will be conducted during an administrative investigation without the employee’s consent. The Employing Agency will email or call the OEA LRC before any bargaining unit member is placed on administrative leave or before an investigatory interview.
Employee Investigations. The parties agree that it may be in the best interests of both students and employees that employees be reassigned or removed from York House School during an investigation of conduct. In the event that it is necessary to remove an employee during an investigation of conduct:
(a) The employee will be considered to be on a leave of absence without loss of pay until the Society has determined there is a prima facie case for imposing discipline.
(b) The Society agrees to consult with the staff representative or a union xxxxxxx before an employee is placed on a leave of absence with loss of pay during an investigation.
(c) The Society will make every effort to complete its investigation in a timely manner.
(d) The employee who is being investigated will have the right to union representation at any interviews.
Employee Investigations. 1. The District has the right to investigate all allegations of employee misconduct and insubordination.
2. The District may choose to place an employee on administrative leave with pay during an investigation.
3. During an investigation no documentation related to the matter under investigation, excluding: the Administrative Leave Letter, and the Affidavit of Service, will be placed in the employee's district official personnel file.
4. Employee investigations shall be conducted expeditiously and in accordance with appropriate law. Before disciplinary action is taken against the employee by the District, the affected employee will be provided the opportunity to respond.
5. If an accused employee requests Federation representation at the response hearing, such request will be honored.
6. Prior to returning to work following an investigation, a meeting between the affected employee and the appropriate supervisor will be scheduled in an attempt to create a positive transition.
Employee Investigations.
26.01 Minor incidents may be handled without the necessity of a formal investigation. Such incidents will be reviewed as quickly as possible by the proper officer of the Company with the employee concerned. Note: See Appendix H
26.02 For other than minor incidents, employees will not be disciplined, suspended or discharged without just cause and without having had a fair and impartial investigative hearing where the employee’s responsibility is established.
26.03 The Company shall notify employees in writing of incidents for which they are to be investigated. Such notice will summarize the nature of the incident, provide the time, dates and location of such incident, and indicate the scheduled time, date and location of the hearing. The notice will also make reference to the employee's right to representation as set out in this Article. This notice will be provided not less than 72- hours in advance of the investigation. A copy of this written notice will also be provided to the Local Chairperson(s) of the Union.
26.04 Investigations will be held within fourteen (14) calendar days, or as soon as practicable, from the date of the incident(s) or knowledge of the incident. If desired, employees will be allowed an accredited representative of the Union or a coworker. Hearings will not include representation from legal counsel of either party.
26.05 Employees will not be held out of service pending the investigative hearing, providing they are not accused of a violation of a federal or provincial statute or regulation, endangering his or her safety or the safety of other employees or the public or other incidents of a serious nature. Employees who have been held out of service and who are exonerated shall be paid for all regular assigned hours and earnings lost for the period held out.
26.06 The Investigating Officer shall conduct the hearing and only the Investigating Officer and the employee's Union Representative or co-worker may examine witnesses present at the hearing. Copies of all documents utilized during the hearing will be provided to the employee and the Union Representative. Computer downloads that are used in determining employee responsibility will be made available to the employee and his or her representative before the commencement of a disciplinary investigation. Both the Company and the employee or Union will provide one another with a list of witnesses they intend to call at the hearing not less than twenty-four (24) hours in advance of th...
