Interrogations and Interviews of Employees Sample Clauses

Interrogations and Interviews of Employees. Whenever an employee is subject to 30 interrogation by the Sheriff's Office for any reason that could lead to disciplinary action being 31 taken against him, such interrogation shall be conducted under the following conditions: 33 a. The interrogation shall be conducted at a reasonable hour, preferably at a time 34 when the employee is on duty, unless the seriousness of the investigation is of 35 such a degree that immediate action is required. 37 b. The employee will be informed of the subject matter when notified of an 38 interrogation and/or upon relief from duty, unless, in the Department's opinion, 39 such information would compromise the investigation, and the employee shall be 40 so informed. 41 42 At the time of interview, the employee under investigation must be informed of 43 the subject matter of the interrogation prior to giving a statement to the 44 investigator. 46 c. The employee under investigation must be informed of the person or persons who 47 will be conducting the questioning. 1 d. The length of questioning periods must be reasonable, with rest periods being 2 called periodically for personal necessities, meals, and telephone calls. 4 e. The employee may, at his discretion, have a Union representative present during 5 any interrogation and shall be granted reasonable periods of private consultation 6 with that Union representative. Where such representative is not immediately 7 available, the interrogation shall not be postponed for more than 24 hours. The 8 representative may not advise the employee on how to answer questions.
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Interrogations and Interviews of Employees. Whenever an employee is subject to interrogation by the Sheriff’s Office for any reason that could lead to disciplinary action being taken against him, such interrogation shall be conducted under the following conditions: a. The interrogation shall be conducted at a reasonable hour, preferably at a time when the employee is on duty, unless the seriousness of the investigation is of such a degree that immediate action is required. b. The employee will be informed of the subject matter when notified of an interrogation and/or upon relief from duty, unless, in the Department’s opinion, such information would compromise the investigation, and the employee shall be so informed. At the time of interview, the employee under investigation must be informed of the subject matter of the interrogation prior to giving a statement to the investigator. c. The employee under investigation must be informed of the person or persons who will be conducting the questioning. d. The length of questioning periods must be reasonable, with rest periods being called periodically for personal necessities, meals, and telephone calls. e. The employee may, at his discretion, have a Union representative present during any interrogation and shall be granted reasonable periods of private consultation with that Union representative. Where such representative is not immediately available, the interrogation shall not be postponed for more than twenty-four (24) hours. The representative may not advise the employee on how to answer questions. Employees will be required to answer truthfully all questions asked of them. f. The findings of the Internal Investigations shall be labeled “sustained” (guilty as charged), or “not sustained” (not guilty), “unfounded” (without merit), or “exonerated” (act was legal). The employee shall be advised of the finding as soon as possible. Only findings of a “sustained” internal investigation will be placed in an employee’s personnel file. Investigations found other than as “sustained” will be kept by the Employer in a file separate from the employee’s personnel file.
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Interrogations and Interviews of Employees. Whenever an employee is subject to 24 interrogation by the Sheriff’s Office for any reason that could lead to disciplinary action being 25 taken against him, such interrogation shall be conducted under the following conditions: 26 27 a. The interrogation shall be conducted at a reasonable hour, preferably at a time 28 when the employee is on duty, unless the seriousness of the investigation is of 29 such a degree that immediate action is required. 30 31 b. The employee will be informed of the subject matter when notified of an 32 interrogation and/or upon relief from duty, unless, in the Department’s opinion, 33 such information would compromise the investigation, and the employee shall be 34 so informed.
Sample 1

Related to Interrogations and Interviews of Employees

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Personnel Provide, without remuneration from or other cost to the Trust, the services of individuals competent to perform the administrative functions which are not performed by employees or other agents engaged by the Trust or by the Adviser acting in some other capacity pursuant to a separate agreement or arrangement with the Trust.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

  • Corporate Examinations and Investigations Prior to the Closing Date, the parties acknowledge that they have been entitled, through their employees and representatives, to make such investigation of the assets, properties, business and operations, books, records and financial condition of the other as they each may reasonably require. No investigations, by a party hereto shall, however, diminish or waive any of the representations, warranties, covenants or agreements of the party under this Agreement.

  • Testimony If DST is required by a third party subpoena or otherwise, to produce documents, testify or provide other evidence regarding the Services, this Agreement or the operations of the Fund in any Action to which the Fund is a party or otherwise related to the Fund, the Fund shall reimburse DST for all costs and expenses, including the time of its professional staff at DST’s standard rates and the cost of legal representation, that DST reasonably incurs in connection therewith.

  • Depositions Depositions should not be taken if a less complicated or more cost effective procedure will obtain the desired information. 4.2.1 The Firm should evaluate the need for each deposition and should only pursue such depositions when necessitated by the unique circumstances of the specific matter. The Firm should evaluate the need for transcription of the deposition; however, a copy of any transcript obtained should be provided to Citizens in a timely manner and uploaded into Acuity. 4.2.2 The Firm shall consult with Citizens prior to initiating any deposition, if not already approved through the case plan. The Firm shall make its recommendations concerning the depositions it expects to take in the Initial 4.2.3 It is the responsibility of the Firm to ensure that all witnesses testifying on behalf of Citizens are sufficiently prepared for each and every deposition. In the event a Corporate Representative is required for deposition, the Firm shall immediately notify Citizens and cooperate with Citizens in the designation and preparation of such witness for deposition. 4.2.4 In the event that a notice for deposition requires production of any documents held by Citizens, the Firm shall immediately notify Citizens and comply with Citizens’ policies regarding records production.

  • Trainings Appointment of any length involving two (2) or more Consumers who might need to split up to join different trainings, group discussions, etc.

  • Volunteer Peer Assistants 1. Up to eight (8)

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Assistance and Cooperation (a) Each of the Companies shall provide (and shall cause its Affiliates to provide) the other Companies and their respective agents, including accounting firms and legal counsel, with such cooperation or information as they may reasonably request in connection with (i) preparing and filing Tax Returns, (ii) determining the liability for and amount of any Taxes due (including estimated Taxes) or the right to and amount of any refund of Taxes, (iii) examinations of Tax Returns, and (iv) any administrative or judicial proceeding in respect of Taxes assessed or proposed to be assessed. Such cooperation shall include making available, upon reasonable notice, all information and documents in their possession relating to the other Companies and their respective Affiliates as provided in Section 9. Each of the Companies shall also make available to the other Companies, as reasonably requested and available, personnel (including employees and agents of the Companies or their respective Affiliates) responsible for preparing, maintaining, and interpreting information and documents relevant to Taxes. (b) Any information or documents provided under this Section 8 or Section 9 shall be kept confidential by the Company or Companies receiving the information or documents, except as may otherwise be necessary in connection with the filing of Tax Returns or in connection with any administrative or judicial proceedings relating to Taxes. Notwithstanding any other provision of this Agreement or any other agreement, in no event shall any of the Companies or any of their respective Affiliates be required to provide the other Companies or any of their respective Affiliates or any other Person access to or copies of any information if such action could reasonably be expected to result in the waiver of any Privilege. In addition, in the event that any of the Companies determine that the provision of any information to the other Companies or their respective Affiliates could be commercially detrimental, violate any law or agreement or waive any Privilege, the Parties shall use reasonable best efforts to permit compliance with their obligations under this Section 8 or Section 9 in a manner that avoids any such harm or consequence.

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