Investigation Interviews and Disciplinary Meetings Sample Clauses

Investigation Interviews and Disciplinary Meetings. A faculty member shall have the right to have an LCCFAHE representative present at an investigation interview called by the District. If the faculty member reasonably believes discipline could result at any meeting, the faculty member shall have the right to request that an LCCFAHE representative or representative of their choice be present. Once a request for LCCFAHE representation is requested, the District will cease any proceedings at the request of a faculty member to allow him or her to obtain representation.
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Investigation Interviews and Disciplinary Meetings. A faculty member shall have the right to have an SVCFT representative present at an investigation interview called by the College if the faculty member reasonably believes discipline could result or at disciplinary meetings in which discipline is anticipated or imposed. Once a request for SVCFT representation is requested, the College will cease any proceedings at the request of a faculty member to allow him or her to obtain representation.
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Investigation Interviews and Disciplinary Meetings. A faculty member shall have the right to have an Association representative present at an investigation interview called by the College, if the faculty member reasonably believes discipline could result or at disciplinary meetings in which discipline is anticipated or imposed. Once a request for Association representation is requested, the College will cease any proceedings at the request of a faculty member to allow him or her to obtain representation.
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Related to Investigation Interviews and Disciplinary Meetings

  • Investigatory Meetings A. An employee required to attend an investigatory meeting shall receive advance notice of such meeting. Such notice shall include:

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that they have been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that they have ceased to work for the Employer or has been notified of the suspension, as the case may be. Notwithstanding the time limits contained in Article 9.03 Step Two, the Parties will meet in an attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two.

  • Investigatory Interviews When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that the employee be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:

  • Notice of Criminal Activity and Disciplinary Actions a. Xxxxxxx shall immediately report in writing to their contract manager when Xxxxxxx has knowledge or any reason to believe that they or any person with ownership or controlling interest in the organization/business, or their agent, employee, contractor or volunteer that is providing services under this Contract has:

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.

  • Disciplinary Meeting Supervisors shall give employees a forty-eight (48) hour notice, whenever possible, of planned disciplinary meetings. If the Xxxxxxx and the employee agree, the disciplin- ary meeting can be held less than forty-eight (48) hours after notification, but the Xxxxxxx or employee cannot refuse to hold an immediate meeting if circumstances require it. Supervisors shall give employees the opportunity to have a Union Xxxxxxx present for an oral warning, a written warning, a notice of suspension, or a notice of discharge. Employees will be given an opportunity to hear the evidence and respond to the evidence supporting suspension or discharge while still in pay status. Non- supervisory co-workers, other than a Union Xxxxxxx of the employee's choice, shall not be present in another employee's disciplinary meeting. In cases of immediate suspension or discharge, the supervisor will meet with the Xxxxxxx and employee prior to the employee being required to leave the facility. However, neither the refusal of the Union Xxxxxxx to participate nor their unavailability shall abridge the Employer's right to take disciplinary action.

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

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