Common use of Investigation Process Clause in Contracts

Investigation Process. A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigation. However, the employer may extend the investigation to a maximum of twelve (12) calendar months provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law.

Investigation Process. ‌ A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority appointing authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their bid post pending the outcome of the investigation, the Appointing Authority appointing authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigation. However, the employer Employer may extend the investigation to a maximum of twelve (12) calendar months provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section Section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agencyagency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency agency or entity;. F. The Appointing Authority appointing authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure public disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law. At the pre-disciplinary meeting, the appointing authority will inform the employee and the Union the anticipated timeframe in which disciplinary action will be issued. If that timeframe will be longer due to extenuating circumstances, the appointing authority will notify the employee and the Union.

Investigation Process. ‌ A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigation. However, the employer may extend the investigation to a maximum of twelve (12) calendar months provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law.

Investigation Process. A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigation. However, the employer may extend the investigation to a maximum of twelve (12) calendar months provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law. At the pre-disciplinary meeting, the Appointing Authority will inform the employee and the Union the anticipated timeframe in which disciplinary action will be issued. If that timeframe will be longer due to extenuating circumstances, the Appointing Authority will notify the employee and the Union.

Investigation Process. A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their his or her statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their his/her bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigationinvestigator was assigned. However, the employer may extend the investigation to a maximum of twelve (12) calendar months from the date the investigator was assigned provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs:occurs:‌ 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law.

Investigation Process. ‌ A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their his or her statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their his/her bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined outlines below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigationinvestigator was assigned. However, the employer may extend the investigation to a maximum of twelve (12) calendar months from the date the investigator was assigned provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law.Section

Investigation Process. A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation. C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their his or her statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner. D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their his/her bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined outlines below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigationinvestigator was assigned. However, the employer may extend the investigation to a maximum of twelve (12) calendar months from the date the investigator was assigned provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law.Section

Investigation Process. A. The Employer has the authority to determine the method of conducting investigations, subject to the just cause standard. B. At the time the Appointing Authority assigns an investigator, an employee who is the subject of an investigation will be informed of the nature of the alleged misconduct unless it would compromise the integrity of the investigation.investigation.‌ C. When the Department (or a consultant hired by the Department) interviews an employee and documents the conversation, the employee will review their his or her statement and submit corrections (if any) to the investigator. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement and accepts the employee’s corrections. Investigations will be completed in a timely manner.manner.‌ D. Except in cases involving alleged criminal activity, the employee may contact Human Resources and will receive a progress report and the expected date that the investigation will be completed every thirty (30) days from the date the employee was notified of the investigation. The progress report will provide information specific to the investigation such as next steps and approximate timeframe for completion. However, when the employee is temporarily reassigned from their his/her bid post pending the outcome of the investigation, the Appointing Authority will provide the employee with a progress report every thirty (30) days from the date of reassignment. E. A traditional element of just cause requires discipline to be imposed in a timely manner balancing the need for thorough investigations. Except for conditions outlined below, investigations will be completed no later than six (6) calendar months from the date an employee is notified they are the subject of an investigationinvestigator was assigned. However, the employer may extend the investigation to a maximum of twelve (12) calendar months from the date the investigator was assigned provided the Employer gives written notice to the Union and the employee explaining the reason for the extension. The time limits provided in this section shall not apply when one (1) of the following occurs: 1. The employee is unavailable or incapacitated; 2. The Union or employee waives the timelines in writing; 3. The investigation is conducted by an outside law enforcement Agency; 4. The investigation involves a criminal matter; or 5. The investigation requires coordination with another outside Agency or entity; F. The Appointing Authority determines when an investigation is complete. At the conclusion of the investigation, an employee who is the subject of an investigation will be informed of the findings in writing and receive, at the employee’s request, one (1) free copy of the investigation through Public Disclosure unless a copy is provided in accordance with Section 8.7. The copy will be redacted as required by applicable law.Section‌