Investigation of Employees Sample Clauses

Investigation of Employees. Any unit employee who becomes the subject of an administrative investigation conducted by his/her agency shall be afforded, as a minimum, the following rights: a. The agency head or designee shall inform the subject employee in writing within ten (10) calendar days of the date the investigation commences that an investigation of that employee has commenced and the reason(s) for the investigation. b. The agency head or designee shall inform the subject employee bi-weekly or more often in writing or by email as to the status of the investigation and the probable date of completion. c. During the investigation, the status, schedule, and assignment of the subject employee shall remain unchanged unless the agency head or designee determines that, for good cause, the subject employee’s status, schedule, assignment, or other conditions of employment should be changed. In such a circumstance, every possible effort shall be made to keep the subject employee on the same shift and the same regular days off. d. If the investigation results in an exoneration of the subject employee, that employee shall be informed of that result in writing and all reports and documents pertaining to the investigation shall be sealed and stored separately from the employee’s personnel records and files. e. Any change undertaken pursuant to sub-section “c.” above shall be immediately and completely reversed if the investigation results in an exoneration of the subject employee. f. For the purposes of this provision, an investigation is defined as an inquiry into an allegation or allegations against a unit employee which, if founded, could possibly result in serious discipline including suspension without pay and dismissal. g. No unit employee shall suffer loss of state-paid benefits during a suspension with or without pay pending investigation.
Sample 1Sample 2Sample 3See All (28)
AutoNDA by SimpleDocs
Investigation of Employees. Employees shall cooperate fully in any investigation of misconduct, operational difficulties, etc. made by the District, subject to the provisions of the grievance/discipline procedure. Failure on the part of employees to cooperate during such investigation may result in disciplinary action. The District shall not initiate any investigations of its employees without reasonable cause. District lockers may be periodically inspected as determined by the District, but such routine locker checks will not be initiated without prior notification to a Union representative to include an offer to be present during such inspection. Inspections deemed necessary as part of an investigation to determine a violation of criminal law shall not be subject to restriction. The District shall not utilize or involve Police Services in the investigation of any personnel matter or workers compensation claims unless after an initial investigation a violation of criminal law is indicated.
Sample 1Sample 2Sample 3See All (5)
Investigation of Employees. Any unit employee against whom a complaint is made from any source shall be afforded, as a minimum, the following rights: a. In every case when the Employer determines that an investigation of the facts or circumstances behind the complaint is to be undertaken, the employee shall be so notified in writing within seven (7) workdays. Notification shall include the reason(s) and/or cause(s) for the investigation. b. All investigations shall be completed and the final report thereof shall be filed with the Commissioner within forty five (45) workdays. This deadline may only be extended by the Commissioner and then only for exceptional reasons. Notice of any extension shall be in writing to the employee before the expiration of the 45-day period, and shall include all of the reasons for the extension and its duration. c. During any investigation the employee shall retain his/her current status, schedule, assignment, and like rights unless the Commissioner determines that, for the good of the complainant or of the employee being investigated, the employee should be removed from his/her current status, schedule, assignment, etc. In such a circumstance, every possible effort shall be made to keep the employee on the same shift and the same regular days off. d. In all cases where the investigation determines that the allegation(s) in a complaint are unfounded, all reports and documents pertaining thereto shall be labeled as "UNFOUNDED" then sealed and stored by the Commissioner separate from the employee's personnel records and files. e. Any transfer or reassignment undertaken pursuant to sub-section "d" above shall be immediately and completely reversed upon a determination that a complaint was unfounded. f. The foregoing provisions will apply until the time that formal disciplinary action is taken.
Sample 1Sample 2
Investigation of Employees. Employees shall cooperate fully in any investigation of misconduct, operational difficulties, etc. made by Management, subject to the provisions of the grievance/discipline procedure. Failure on the part of employees to cooperate during such investigation may result in disciplinary action. The District shall not initiate any investigations of its employees without reasonable cause. The District reserves the right to conduct District-wide investigations. The District shall seek the prior cooperation and assistance of the Union and the Union shall, in such cases, cooperate fully and take whatever action necessary to bring about a cessation of the activity that gave rise to the investigation. District lockers may be periodically inspected as determined by Management, but such routine locker checks will not be initiated without prior notification to a Union representative to include an offer to be present during such inspection. Inspections deemed necessary as part of an investigation to determine a violation of criminal law shall not be subject to restriction. The District shall not utilize or involve Police Services in the investigation of any incidents initially involving industrial relations, including accidents of an industrial nature. However, after an initial investigation of an incident involving industrial relations or such accidents, Police Services may be utilized if and when a violation of criminal law is indicated.
Sample 1
Investigation of Employees. Any unit employee against whom a complaint is made from any source shall be afforded, as a minimum, the following rights: a. In every case when the Employer determines that an investigation of the facts or circumstances behind the complaint is to be undertaken, the employee shall be so notified in writing within seven (7) workdays. Notification shall include the reason(s) and/or cause(s) for the investigation. b. The agency head or designee shall inform the subject employee bi-weekly or more often in writing or by email as to the status of the investigation and probable date of completion.
Sample 1Sample 2
Investigation of Employees. Employees shall cooperate fully in any investigation of misconduct, operational difficulties, etc. made by Management, subject to the provisions of the grievance/discipline procedure. Failure on the part of employees to cooperate during such investigation may result in disciplinary action. The District shall not initiate any investigations of its employees without reasonable cause. The District reserves the right to conduct District-wide investigations. The District shall seek the prior cooperation and assistance of the Union and must provide all the findings that relate to Union Members to the Union no later than five (5) days after completion of said investigations. The Union shall, in such cases, cooperate fully and take whatever action necessary to bring about a cessation of the activity that gave rise to the investigation. District lockers may be periodically inspected as determined by Management, but such routine locker checks will not be initiated without prior notification to a Union representative to include an offer to be present during such inspection. Inspections deemed necessary as part of an investigation to determine a violation of criminal law shall not be subject to restriction. The District shall not utilize or involve Police Services in the investigation of any incidents initially involving industrial relations, including accidents of an industrial nature. However, after an initial investigation of an incident involving industrial relations or such accidents, Police Services may be utilized if and when a violation of criminal law is indicated.
Sample 1Sample 2
Investigation of Employees. Any unit employee against whom a complaint is made from any sourc afforded, as a minimum, the following rights:
Sample 1
AutoNDA by SimpleDocs
Investigation of Employees. The City agrees that, except in those cases of criminal conduct, an employee shall be notified within a reasonable time frame, in writing, of the initiation of any investigation by the City or Department regarding alleged misconduct. The employee shall be advised of the nature of the complaint and will be told of what the disposition of the case is, in writing, by the Chief of Police or designee. Except in cases of extreme complexity, no investigation shall continue beyond sixty (60) days without further notifying the employee involved of the reasons for the continuation of the investigation. The investigation can be continued for an additional fifteen (15) days up to a maximum of ninety (90) days. At the conclusion of ninety (90) days, the disposition of the case must be decided, unless criminal proceedings take precedent.
Sample 1
Investigation of Employees. In any meeting called by command or supervisory personnel, in which an Employee reasonably believes that discipline will result from the meeting, the Employee may request that a Union representative be present. The Uniform Peace Officers Disciplinary Act (50 ILCS 725/1) is hereby incorporated herein by reference.
Sample 1

Related to Investigation of Employees

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • Termination of Employees Agent may in its discretion stop using any Retained Employee at any time during the Sale, subject to the conditions provided for herein. In the event that Agent desires to cease using any Retained Employee, Agent shall notify Merchant at least seven (7) days prior thereto, so that Merchant may coordinate the termination of such employee; provided, however, that, in the event that Agent determines to cease using an employee “for cause” (which shall consist of dishonesty, fraud or breach of employee duties), the seven (7) day notice period shall not apply, provided further, however, that Agent shall immediately notify Merchant of the basis for such “cause” so that Merchant can arrange for termination of such employee. From and after the date of this Agreement and until the Sale Termination Date, Merchant shall not transfer or dismiss Retained Employees except “for cause” without Agent’s prior consent. Notwithstanding the foregoing, Agent shall not have the right to terminate the actual employment of any Retained Employee, but rather may only cease using such employee in the Sale and paying any Expenses with respect to such employee.

  • PROTECTION OF EMPLOYEES Any Employee who in good faith reports a suspected or actual violation of law, regulation, University policy or procedure, or ethical or professional standards, will be protected from retaliation as a result of such reporting, regardless of whether or not, after investigation, a violation is found to have occurred.

  • VERIFICATION OF EMPLOYMENT STATUS The Contractor is required to be registered with the U.S. Department of Homeland Security’s E-Verify system prior to entering into a contract with Orange County. The Contractor shall use the E-Verify system to verify the employment eligibility of all new employees hired by the Contractor during the contract term. The Contractor shall include an express provision in all of its subcontracts requiring subcontractors, who perform work or provide services pursuant to the contract, to use the E-Verify system to verify the employment eligibility of all new employees hired by the subcontractor during the contract term. For more information on this process, please refer to United States Citizenship and Immigration Service site at: xxxx://xxx.xxxxx.xxx/portal/site/uscis. Only those employees determined eligible to work within the United States shall be employed under this contract. By submission of a bid in response to this solicitation, the Contractor affirms that all employees in the above categories shall undergo e-verification before placement on this contract. The Contractor shall commit to comply with this requirement by completing the E-Verification certification, attached to this solicitation. A public employer, contractor, or subcontractor who has a good faith belief that a person or entity with which it is contracting has knowingly violated Section 448.09(1), Florida Statutes is obligated to terminate the contract with the person or entity pursuant to Section 448.095(2)(c)1, Florida Statutes. If Orange County terminates the contract for the foregoing reason, the contractor may not be awarded a public contract for at least one (1) year after the date on which the contract was terminated, and the contractor will be liable for any additional costs incurred by Orange County as a result of the termination of the contract.

  • Hiring of Employees Company and Shareholders shall cooperate with all requests made by Pentegra for the purpose of allowing Pentegra to hire those non-dentist employees of Company designated by Pentegra, such employment to be effective as of the Closing Date. Notwithstanding the above, Company and Shareholders shall remain liable under any Company Plans for any claims incurred by any employees or their spouses or dependents, and for all compensation, bonuses, benefits and other such items and other liabilities related to Company's employees incurred by Company prior to the Closing Date.

  • Compensation of Employees Compensate its employees for services rendered at an hourly rate at least equal to the minimum hourly rate prescribed by any applicable federal or state law or regulation.

  • Cooperation With Company After Termination of Employment Following termination of Executive’s employment for any reason, Executive shall fully cooperate with the Company in all matters relating to the winding up of Executive’s pending work including, but not limited to, any litigation in which the Company is involved, and the orderly transfer of any such pending work to such other employees as may be designated by the Company.

  • Removal of Employees City may request Contractor immediately remove from assignment to the City any employee found unfit to perform duties at the City. Contractor shall comply with all such requests.

  • Definition of Employees a) A Full-Time Employee is a person employed by the Day Care who regularly works the full time hours as specified in Article 17.

  • Condition of Employment The Employee acknowledges that his/her employment and the continuance of that employment with the Company is contingent upon his/her agreement to sign and adhere to the provisions of this Agreement. The Employee further acknowledges that the nature of the Company’s business is such that protection of its proprietary and confidential information is critical to its survival and success.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!