Common use of Interrogation Clause in Contracts

Interrogation. An employee who is being interrogated concerning an incident or action which may subject him/her to disciplinary action shall be notified of his/her right to have a Union Xxxxxxx or other representative, upon request, provided, however, this provision shall not unreasonably delay completion of the interrogation or notification of disciplinary action. The provision shall be applicable to interrogation before, during or after filing of a charge against an employee or notification to the employee of disciplinary action. Prior to the interrogation, the employee shall be notified of the subject of the investigation. The employee shall also be notified at that time if the subject may be considered to be a criminal matter. In cases in which the facts, in a claim against an employee, if proven would constitute criminal behavior, the employee may refuse to answer questions on the grounds that the answer would tend to incriminate him/her. If the facts alleged would not constitute a crime, if the employee at first refuses to answer questions on the grounds of self-incrimination, the employer may specifically order him/her to do so, in which case the employee shall be required to answer, but the answer will be treated as involuntary and may not be used in any way in a criminal proceeding against him/her. The provisions of this Section shall not be interpreted to prevent a supervisor from questioning an employee at the workplace.