INTERNAL REVIEW PROCEDURE Sample Clauses

INTERNAL REVIEW PROCEDURE. Section 7.1 Scope All complaints against the ▇▇▇▇▇▇ Police Department or its employees shall be investigated. Section 7.2 Notification At any time an inquiry concerning a member occurs when the Employer believes that disciplinary action of record will or may result, the employee will be notified when first questioned, that such result is possible. Prior to any questioning, a member shall be informed of the nature of the investigation (whether disciplinary or criminal) and shall be provided written notice of the allegations made against the member. The member shall be informed of the member’s rights and responsibilities relative to the investigation, in advance of any questions. Section 7.3 Right to Representation During all questioning, the member may upon request, be accompanied by a representative of the FOP/OLC. If a member desires, the member shall be given a reasonable opportunity to consult with such representative before being required to answer questions. Employees may waive the right to FOP/OLC representation by signing the appropriate FOP/OLC forms. Section 7.4 Interviews Any questioning, or interviewing, of a member will be conducted at hours reasonably related to their shift, preferably during, or immediately before or after, the member’s working hours. Such sessions shall be for reasonable periods of time, and time shall be allowed during such questioning for rest periods and for a member’s attendance to other physical necessities. Section 7.5 Responsibility to Respond Before a member may be charged with insubordination or like offense for refusing to answer questions or participate in any investigation, the member shall be advised that such conduct, if continued, may be the basis for such a charge.

INTERNAL REVIEW PROCEDURE. (1) The Administrator must establish an Internal Review procedure to deal with complaints relating to— (a) any decision of the Administrator to decline an application for assistance; (b) any decision of the Administrator not to proceed to determine such an application unless the applicant takes further steps; (c) any determination of the Administrator that the applicant (or, as the case may be, the person on whose behalf the application was made) is not an eligible person; (d) any determination of the Administrator that an eligible person is not entitled to free assistance; (e) any determination of the Administrator as to the types of assistance which an eligible person will be offered; (f) any decision of the Administrator in relation to the provision of assistance by the Administrator, including in respect of the reliability of the equipment supplied by the Administrator; and (g) any decision of the Administrator about the standard of service provided by the Administrator under this Scheme. (2) The internal review procedure must include provisions to the effect of those set out in paragraphs (3) to (5). (3) A person making such a complaint (“the complainant”) must request an Internal Review within— (a) 28 days of the date on which the Administrator sends a notification under clause 14(4); (b) 28 days of the cause of complaint arising in paragraph (1)(f) or (1)(g); or (c) within the warranty period for the equipment, where the complaint relates to the reliability of the equipment supplied. (4) The Administrator may extend the time limit mentioned in paragraph (3) for a complainant to request an Internal Review. (5) As part of the Internal Review procedure the Administrator must— (a) take into account any relevant new evidence supplied by the complainant or any other person; (b) notify the complainant of the outcome of the Internal Review within a reasonable time; (c) notify the complainant of the matters specified in clause 15(1)(a) to (c) if relevant to the outcome of the Internal Review; and (d) notify the complainant of any further action the Administrator will take, or assistance which will be provided, as a consequence of the Internal Review.

INTERNAL REVIEW PROCEDURE. IAAME will maintain procedures that have been approved by the Department and use these procedures to determine whether to terminate adverse actions against an accredited agency or approved person on the grounds that the deficiencies necessitating the adverse action have been corrected.

INTERNAL REVIEW PROCEDURE. Section 8.1. All internal investigations will be conducted in accordance with this Article and written policy established by the Employer. The Employer agrees to meet with representatives of the Union to discuss any contemplated changes in the policy. Section 8.2. It is understood by the parties that the minimum requirements specified in Section 8.3 of this Article do not extend to day-to-day communication which occurs between a supervisor and an employee, including but not limited to, the following occurrences: performance evaluations; training; counseling sessions; work-related instructions; meetings; inquiries; or the furnishing of reports concerned with the initial investigation of an incident which does not involve the conduct of a formal internal affairs investigation at that point in time. However, when a supervisor or investigator has determined that an internal investigation interview of an employee is warranted due to allegations made against the employee, the employee shall be notified in writing that he/she is subject to such an investigation interview. A. Reasonably in advance of an investigation interview, written notification stating the charges made against an employee will be given to the employee. The employee will be provided a copy of the written charge. In addition, the employee will be notified at that time whether the charges are criminal or administrative in nature. B. Investigation interviews shall be scheduled so that the employee has a reasonable opportunity, not to exceed forty-eight (48) hours, to obtain a representative who shall be permitted, at the request of the employee, to be present during the investigation interview. Written notification is to be provided at the beginning of the investigation interview as to the specific allegations which support the charge. C. When an anonymous complaint is made against an employee and no corroborative evidence is obtained after an inquiry or investigation, the complaint shall be classified as unfounded. However, if three (3) or more anonymous complaints of a non-criminal nature are received within a twelve (12) month period or three (3) or more anonymous complaints of a criminal nature are received within a twenty-four (24) month period, then the anonymous complaint(s) may be classified as other than unfounded. D. No employee under investigation or called as a witness shall be charged with insubordination for failing to answer questions at an investigation interview unless the employe...

INTERNAL REVIEW PROCEDURE. COA will maintain procedures that have been approved by the Department and use these procedures to determine whether to terminate adverse actions against an accredited agency or approved person on the grounds that the deficiencies necessitating the adverse action have been corrected.

INTERNAL REVIEW PROCEDURE