Internal Administrative Investigation Sample Clauses

Internal Administrative Investigation. It is recognized that as a condition of employment, it is the duty of employees to cooperate with internal administrative investigations. In many instances an inquiry may be initiated without an individual employee as the target of the investigation. During the investigation when the College believes that disciplinary action will result or may result in relation to an individual employee, that employee will be notified prior to any further questioning. At any stage of the investigation, if the employee involved believes that he/she is the subject of the investigation and that the investigation could lead to or could reasonably lead to discipline, then the employee has the right to ask for Lodge representation during the questioning. The bargaining unit employee shall be allowed reasonable time of not less than twenty- four (24) hours to contact a Lodge Representative and/or attorney prior to any interview, and to have the Lodge Representative and/or attorney present during all interview sessions. A member or a Lodge Representative may make a request for an extension and it shall not be unreasonably denied. Bargaining unit employees shall be informed by the Chief of Police/Designee of the nature of the investigation prior to questioning. An employee suspected of having committed a criminal offense shall be assured the same rights as any other citizen regarding police inquiry. If the investigation is criminal in nature, the employee shall be given a “Miranda” warning and shall be afforded all rights thereunder. If the investigation is administrative in nature, the employee shall be given the “Xxxxxxx” warning and shall be afforded all rights thereunder. Before an employee may be charged with insubordination or like offense for refusing to answer questions or participate in any investigation, the employee shall be advised that such conduct, if continued, may be made the basis for such a charge; except that an employee who refused to answer questions or participate in a criminal investigation shall not be charged with insubordination or like offense where such refusal is premised on the exercise of the rights and advice afforded under the “Miranda” warning. Any questioning or interviewing of an employee will be conducted at hours during the employee’s shift, or immediately before or after the employee’s working hours. Such sessions shall be for a reasonable period of time. Interview sessions shall be for reasonable periods of time, and time shall be allowed du...
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Internal Administrative Investigation. It is recognized that as a condition of employment, it is the duty of Facilities Management employees to cooperate with internal administrative investigations. In many instances an inquiry may be initiated without an individual employee as the target of the investigation. During the investigation when the College believes that disciplinary action will result or may result in relation to an individual employee, that employee will be notified prior to any further questioning. At any stage of the investigation, if the employee involved believes that they are the subject of the investigation and that the investigation could reasonably lead to discipline, then the employee has the right to ask for Union representation during the questioning. Any questioning or interviewing of an employee will be conducted at hours during the employee’s shift, or immediately before or after the employee’s working hours. Such sessions shall be for a reasonable period of time. Any employee who has been under internal administrative investigation shall be informed of the outcome of the investigation within fourteen (14) days of the completion of the investigation. If the Union agrees to permit/waive the right to representation to another representative chosen by the employee, that representative shall be bound by the process negotiated herein. If circumstances warrant, the accused employee may be placed on suspension of duties for up to ten (10) work days without pay by the College where it is necessary to carry out an effective investigation. The President must approve a suspension of duties for more than ten (10) work days during the investigation. When the employee is placed on administrative leave, the Director of Facilities Management shall provide the employee with the specific allegations and a listing of evidence. If the President decides that discipline is warranted, then the suspension during the investigation phase will be taken into account when serving a formal disciplinary suspension. If the President gives no discipline, then the time served without pay during the investigation will be given back to the accused employee. If the employee is removed from their position, there shall be no compensation for the time off during the investigation.
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Related to Internal Administrative Investigation

  • Internal Investigations (A) The parties recognize that Florida Highway Patrol personnel occupy a special place in American society. Therefore, it is understood that the state has the right to expect that a professional standard of conduct be adhered to by all Florida Highway Patrol personnel regardless of rank or assignment. Since internal investigations may be undertaken to inquire into complaints of Florida Highway Patrol misconduct, the state reserves the right to conduct such investigations to uncover the facts in each case, but expressly agrees to carefully guard and protect the rights and dignity of accused personnel. In the course of an internal investigation, the investigative methods employed will be consistent with the law (including but not limited to section 112.532, Florida Statutes) and this agreement; nothing in this agreement, however, shall be deemed to diminish the rights of employees under applicable law.

  • Internal Audit (1) Within sixty (60) days, the Board shall adopt, implement, and thereafter ensure Bank adherence to an independent, internal audit program sufficient to:

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Criminal Background Investigations For investigative Vendor Staff, Citizens will accept a copy of a current Class C Private Investigator license as proof that a criminal background check has been conducted for that investigator. For all other Vendor Staff, Vendor must provide Citizens with a copy of a criminal background check performed on such Vendor Staff dated within thirty (30) days of submission of the Vendor Staff to Citizens for qualification and credentialing review. Vendor shall use Exhibit D, Applicant Background Review Guide to as a guideline to determine eligibility of Vendor Staff to perform Services. The criminal background check must be updated every two (2) years thereafter. All background checks will be at Vendor’s expense and, unless otherwise approved in writing by Citizens’ Contract Manager, shall include but not be limited to: (a) state and federal felony convictions or pending adjudications; (b) state and federal misdemeanor convictions or pending adjudications; (c) any crimes in violation of the Violent Crime Control and Law Enforcement Act of 1995 or pending adjudications; and, (d) a seven (7) year minimum timeframe, extending as close as practicable to the date of Assignment to perform Services. Vendor will advise Citizens’ Contract Manager or designee if it knows of any Vendor Staff that has a criminal conviction (misdemeanor or felony), regardless of adjudication (adjudication withheld, a plea of guilty or nolo contendere, or a guilty verdict), within the last ten (10) years in any jurisdiction. Vendor shall not allow that individual to act as a Vendor Staff until Vendor determines whether that individual should be allowed to do so considering (a) the nature and gravity of the offense; (b) the amount of time that lapsed since the offense;

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