Common use of Inquiries and Misconduct Investigations Clause in Contracts

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 section do not apply to criminal investigations.

Inquiries and Misconduct Investigations. a. Misconduct investigationsinvestigations (including Harassment Assessment and Reporting Team inquiries for purposes of this Subsection), if warranted, will be in accordance with the standards set forth in USDA Personnel Bulletin No. 751-33 and laws rules and regulations in effect at the time of the investigation. 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 if 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 may request the status of the investigation and Management will provide the information 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 section Section do not apply to criminal investigations.

Inquiries and Misconduct Investigations. a. Misconduct investigations, if warranted, will be in accordance with the standards set forth in USDA Personnel Bulletin No. 751-33 and laws rules and regulations in effect at the time of the investigation. 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 if 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 may request the status of the investigation and Management will provide the information 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 employeetheemployee. h. Criminal investigations: The provisions of this section do not apply to criminal investigations.

Inquiries and Misconduct Investigations. a. Misconduct investigations, if warranted, will be in accordance with the standards set forth in USDA Personnel Bulletin No. 751-33 and laws rules and regulations in effect at the time of the investigation. 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 if 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 may request the status of the investigation and Management will provide the information 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 section do not apply to criminal investigations.