Incident Review. The State represents that it has created an Incident Review Team, as described in Policy #NYTC 1-5, (YCSPs 4, 7, 13, 14 and 19 also deal with reviews of incidents). The State agrees to submit quarterly reports to the DOJ on the activities of the Incident Review Team. The State agrees that:
1. The Incident Review Team shall consist of three or more staff persons at the facility who:
(a) are designated by the facility to manage a quality assurance system at the facility adequate to enable the State to monitor and ensure full compliance with this agreement and to perform investigations of use of force and other incidents;
(b) include among them at least one person with demonstrated competence in quality assurance management;
(c) do not have direct or indirect responsibility for the supervision of youths; and
(d) with respect to their Incident Review Team duties; report directly to the facility Assistant Superintendent or Superintendent.
2. All instances and allegations of use of force will be immediately and reliably documented and investigated, in that:
(a) each instance of use of force is promptly documented in a thorough, coherent manner as to:
i. when, where and under what circumstances the use of force occurred;
ii. who participated in or witnessed any use of force or precursors to it;
iii. what non-physical interventions were first attempted, by whom, for how long, with what effect; and
iv. what force was used, by whom, for how long, with what effect; and
(b) each instance of use of force is investigated by a member of the Incident Review Team, who shall, at a minimum:
i. not, due to their assignments and/or relationships with involved staff or youths, have or appear to have a conflict of interest in conducting the investigation;
ii. have successfully completed competency-based training in performing use-of-force and similar investigations and have otherwise demonstrated a capacity to perform such investigations;
iii. conduct private, in-person interviews of the youth(s) subjected to the use of force within 12 hours of the incident;
iv. obtain a written report from staff involved in the use of force before those staff leave the facility;
v. gather written statements from and, as warranted by the facts, conduct private, in-person interviews of all witnesses to the use of force;
vi. as appropriate, consider trends based on previous incidents or allegations of use of force involving any of the staff or youth who participated in or witnessed the use of forc...
Incident Review. Within 30 working days of the incident or becoming aware of the incident, every effort shall be made to settle the dispute with the designated local supervisor. The aggrieved employee shall have the right to have their xxxxxxx present at such discussions. If the dispute is not resolved the aggrieved employee may submit a written grievance within those same 30 working days, through the union xxxxxxx to Step 1 of the grievance procedure. It is the responsibility of the Employees to ensure their pay is correct. Employees only have a maximum one year from date of a payroll payment to dispute issues with the amount of their pay, despite any claim to not being aware of the issue.
(a) Subject to the time limits in Clause 8.2 the employee may present a grievance at this level by:
(1) recording their grievance on the appropriate grievance form, setting out the nature of the grievance and the circumstances from which it arose;
(2) stating the article or articles of the agreement infringed upon or alleged to have been violated, and the remedy or correction required and;
(3) transmitting this grievance to the designated local supervisor through the union xxxxxxx.
(b) The local supervisor shall;
(1) Provide the employee with a receipt stating the date on which the grievance was received.
(2) Respond in writing within 14 days of receiving the grievance.
(3) Forward the grievance form and the Employer's response at Step 1 to the Human Resources Manager (or designate).
8.4 Step 2 The staff representative of the Union (or designate) may advance a grievance at Step 2 to the Employer's Human Resources Manager (or designate) within 14 calendar days after the decision has been conveyed to them by the representative designated by the Employer to handle grievances at Step 1.
Incident Review. It is understood between the parties that PLACER conducts reviews subsequent to incidents considered to be adverse. Said adverse incident reviews may require participation by XXXXXX. XXXXXX hereby agrees to such participation with the agreement that PLACER may be accompanied by counsel.
Incident Review. SROs shall prepare a report of all incidents occurring during their shifts. If the incident involves one or more students, the report shall be made on the school disciplinary form or incident report. All such reports shall be given to the building principal. If force is used during an incident, the SRO shall prepare a report including a written statement from each person involved in the incident. The Police Department shall review the incident and make a determination as to whether reasonable force was used. A final report shall be made by the Police Department to the building principal and the SRO.
Incident Review. Within 10 working days of the incident or becoming aware of the incident, every effort shall be made to settle the dispute with the designated local supervisor. The aggrieved employee shall have the right to have her xxxxxxx present at such discussions. If the dispute is not resolved the aggrieved employee may submit a written grievance within those same 10 working days, through the union xxxxxxx to Step 1 of the grievance procedure.
(a) Subject to the time limits in Clause 8.2 the employee may present a grievance at this level by:
(1) recording her grievance on the appropriate grievance form, setting out the nature of the grievance and the circumstances from which it arose;
(2) stating the article or articles of the agreement infringed upon or alleged to have been violated, and the remedy or correction required and;
(3) transmitting this grievance to the designated local supervisor through the union xxxxxxx.
(b) The local supervisor shall:
(1) provide employee with a receipt stating the date on which the grievance was received;
(2) respond in writing within 14 days of receiving the grievance; and
(3) forward the grievance form and the Employer's response at Step 1 to the Human Resources Manager (or designate).
8.4 Step 2 The staff representative of the Union (or designate) may advance a grievance at Step 2 to the Employer's Human Resources Manager (or designate) within 14 calendar days after the decision has been conveyed to her by the representative designated by the Employer to handle grievances at Step 1.
Incident Review. Within ten (10) working days of the incident or becoming aware of the incident, every effort shall be made to settle the dispute with the designated local supervisor. The aggrieved employee shall have the right to have his xxxxxxx present at such discussions. If the dispute is not resolved the aggrieved employee may submit a written grievance within those same ten (10) working days, through the union xxxxxxx to Step 1 of the grievance procedure.
