Inquiries and Misconduct Investigations Sample Clauses

Inquiries and Misconduct Investigations a. Misconduct investigations, if warranted, will be in accordance with the standards set forth in USDA Personnel Bulletin No. 751-3. b. Prior to issuing a letter of reprimand or a notice of proposed discipline, the official issuing the letter or notice, or his or her designee, shall undertake an inquiry and/or investigation to obtain pertinent facts relating to the situation. c. Employee rights during examinations are described in Article 4. d. To the extent practicable, the official(s) conducting the inquiry or investigation will try to obtain information directly from the affected employee, before contacting others. e. Generally, when Forest Service Law Enforcement is used to conduct misconduct investigations of employees, the officer or agent used to conduct the investigations should be from outside the Region. This is not intended to prevent law enforcement supervisors from conducting supervisory inquiries of employees within their chain of command. f. Inquiries and investigations will be completed in a timely manner. Management will propose disciplinary action, if warranted, in a timely manner after completion of the inquiry or investigation. (1) For supervisory inquiries, the affected employee may request information from their supervisor about the status of an inquiry at any time, but not the substance. The response will specify whether the inquiry has been completed or when closure is expected, if known. (2) For misconduct investigations, Management will notify the subject of the investigation that it is completed within 30 days after the investigation is completed. If the investigation is not completed within 90 days from the date the subject of the investigation was first examined, Management will notify the employee of the status of the investigation within 14 days thereafter. For misconduct investigations, if no disciplinary action is warranted, the employee will be notified in writing within 30 days of final determination. g. Once Management has been notified that the Union is representing the employee(s) in reference to a specific matter, Management will notify the representative of any additional meetings with the employee(s) relevant to that matter. This notification will allow reasonable time for the representative to attend the meeting(s). A copy of any correspondence to the employee from Management will be sent to the Union representative at the same time as it is sent to the employee. h. Criminal investigations: The provisions of this s...

Inquiries and Misconduct Investigations. 2.1. Prior to initiating an adverse or disciplinary action against an Employee, the Agency shall ascertain through an informal management inquiry or a formal investigation that there is sufficient evidence to justify the contemplated action. 2.2. An Employee has a right to have a Union Representative present during the examination of the Employee in connection with such investigation if: a. The Employee reasonably believes that the examination may result in disciplinary action against him/her; and b. The Employee invokes Xxxxxxxxxx Rights by requesting the Union representation. 2.3. To the extent practicable, the official(s) conducting an inquiry or investigation will try to obtain information directly from the affected Employee, before contacting potential witnesses. 2.4. To the extent practicable, inquiries and investigations will be completed in a timely manner. 2.5. Management will respond in a timely manner to queries regarding the status of an inquiry or investigation into an Employee's conduct. 2.6. Management will notify the subject of an investigation within thirty (30) days of its completion.

Inquiries and Misconduct Investigations. Misconduct investigations, if warranted, will be in accordance with the standards set forth in USDA Personnel Bulletin No. 751-3 and laws rules and regulations in effect at the time of the investigation.