Investigation Protocol Sample Clauses

Investigation Protocol. When a teacher is alleged to have committed misconduct that could lead to discipline, the teacher must be allowed to have an Education Minnesota – OSSEO representative with them at any meeting related to the alleged misconduct. The investigation process must be conducted in an expeditious manner once representation has been established. The administrator in charge of the investigation will make every effort to complete the investigation within 30 calendar days; however, circumstances surrounding an allegation may result in an extended investigation. The staff member must be given timely progress reports. Teachers placed on administrative leave of absence during an investigation will receive full pay and benefits except for long-term disability, which will continue up to the limits provided in the carrier’s contract. Data resulting from an investigation will be handled according to applicable School Board policy and the Minnesota Government Data Practices Act.
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Investigation Protocol. The parties agree to implement the following Protocol within thirty (30) days of ratification of the Collective Agreement; The parties further agree to meet to develop and implement a joint training program for up to twenty (20) Local 79 members as determined by Local 79, and management personnel. The Protocol will continue for one (1) calendar year from the date of implementation. At the end of the one (1) year the parties agree to meet and discuss the continuation or the termination of the Protocol. Should there be agreement amongst the parties to continue to utilize the protocol, the parties agree to meet to develop and implement a joint training program. Any disputes arising out of the Protocol will be referred to the President of Local 79 and the Director of Employee and Labour Relations who will discuss and attempt to resolve the issues. Should the parties be unable to find resolution the Protocol may be terminated by mutual agreement.
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Investigation Protocol. The District will make every effort to begin the 11 investigation as quickly as possible after placing the employee on leave. 12 Interviewees will be advised that they are obligated to cooperate with an 13 investigation and are expected to refrain from sharing their testimony with 14 other employees, students, or parents while the investigation is pending. 15 Interviewees will be advised that their statements are subject to disclosure 16 requests to the Association for the purpose of the Association representing 17 the employee on administrative leave. In addition, their statements are 18 subject to requests under the Washington Public Records Act following 19 conclusion of the investigation. The District’s intention is to engage 20 sufficient investigatory resources to begin and complete investigations in a 21 timely fashion. SEA-represented employees interviewed as witnesses will 22 be contacted directly and, when possible, allowed to schedule their interview 23 at a time and location convenient to them, and may have representation or 24 assistance by a person of their choice present in the interview. In all 25 interviews, the investigator will identify him or herself and the purpose of 26 the interview.
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Investigation Protocol. A. A teacher facing allegations of misconduct as defined above and pursuant to SDCL 13-43-6.1 will be notified of such allegations before any disciplinary action is taken. Any suspension from work during an investigation will be with pay. The administrative leave with pay will not be deducted from any accrued leave. B. A teacher subject to an investigation of alleged misconduct will receive the following information from the District: i. the allegation(s) that have been made, including a specific description of the alleged incident(s): ii. where the alleged incident(s) took place; and iii. the dates of the alleged incident(s).
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Investigation Protocol. The District will make every effort to begin the investigation as quickly as possible after placing the employee on leave. Interviewees will be advised that they are obligated to cooperate with an investigation and are expected to refrain from sharing their testimony with other employees, students, or parents while the investigation is pending. Interviewees will be advised that their statements are subject to disclosure requests to the Association for the purpose of the Association representing the employee on administrative leave. In addition, their statements are subject to requests under the Washington Public Records Act following conclusion of the investigation. The District’s intention is to engage sufficient investigatory resources to begin and complete investigations in a timely fashion. SEA-represented employees interviewed as witnesses will be contacted directly and, when possible, allowed to schedule their interview at a time and location convenient to them, and may have representation or assistance by a person of their choice present in the interview. In all interviews, the investigator will identify him or herself and the purpose of the interview.
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Investigation Protocol. A. A teacher facing allegations of misconduct as defined above and pursuant to SDCL 13-43-6.1 will be notified of such allegations before any disciplinary action is taken. Any suspension from work during an investigation will be with pay. The administrative leave with pay will not be deducted from any accrued leave. B. A teacher subject to an investigation of alleged misconduct will receive the following information from the District: i. the allegation(s) that have been made, including a specific description of the alleged incident(s): ii. where the alleged incident(s) took place; and iii. the dates of the alleged incident(s). 1. Reduction in Force (RIF) No teacher shall be discharged or laid off pursuant to a reduction in personnel unless the requirements of Federal programs, student needs, or priority of programs necessitates the same, or there is a termination of a job sharing position, decrease in the number of students enrolled in the school district, and/or there is a decrease in the funding capabilities necessitating a reduction in personnel. If normal attrition does not result in sufficient reduction, then teachers shall be laid off according to the following procedures.
Sample 1
Investigation Protocol. When a teacher is alleged to have committed misconduct, the teacher must be allowed to have an Education Minnesota – OSSEO representative with him/her at any meeting related to the alleged misconduct. The investigation process must be conducted in an expeditious manner once representation has been established. The administrator in charge of the investigation will make every effort to complete the investigation within 30 calendar days; however, circumstances surrounding an allegation may result in an extended investigation. The staff member must be given timely progress reports. Teachers placed on administrative leave of absence during an investigation will receive full pay and benefits. Data resulting from an investigation will be handled according to applicable School Board policy and the Minnesota Government Data Practices Act.
Sample 1
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Investigation Protocol. The District will make every effort to begin the 38 investigation as quickly as possible after placing the employee on leave. 39 Interviewees will be advised that they are obligated to cooperate with an 40 investigation and are expected to refrain from sharing their testimony with other 41 employees, students, or parents while the investigation is pending. Interviewees 42 will be advised that their statements are subject to disclosure requests to the 43 Association for the purpose of the Association representing the employee on 44 administrative leave. In addition, their statements are subject to disclosure requests 45 under the Washington Public Disclosure Act following conclusion of the 46 investigation. The District’s intention is to engage sufficient investigatory 1 resources to begin and complete investigations in a timely fashion. SESPA- 2 represented employees interviewed as witnesses will be contacted directly and, 3 when possible, allowed to schedule their interview at a time and location 4 convenient to them, and may have representation or assistance by a person of their 5 choice present in the interview. In all interviews, the investigator will identify him 6 or herself and the purpose of the interview. 7
Sample 1

Related to Investigation Protocol

  • Complaints Investigation The employee who complains of harassment under the provisions of the Human Rights Code must first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.

  • Investigation and Prevention DST shall reasonably assist Fund in investigating of any such unauthorized access and shall use commercially reasonable efforts to: (A) cooperate with Fund in its efforts to comply with statutory notice or other legal obligations applicable to Fund or its clients arising out of unauthorized access and to seek injunctive or other equitable relief; (B) cooperate with Fund in litigation and investigations against third parties reasonably necessary to protect its proprietary rights; and (C) take reasonable actions necessary to mitigate loss from any such authorized access.

  • Search, Enquiry, Investigation, Examination And Verification a. The Property is sold on an “as is where is basis” subject to all the necessary inspection, search (including but not limited to the status of title), enquiry (including but not limited to the terms of consent to transfer and/or assignment and outstanding charges), investigation, examination and verification of which the Purchaser is already advised to conduct prior to the auction and which the Purchaser warrants to the Assignee has been conducted by the Purchaser’s independent legal advisors at the time of execution of the Memorandum. b. The intending bidder or the Purchaser is responsible at own costs and expenses to make and shall be deemed to have carried out own search, enquiry, investigation, examination and verification on all liabilities and encumbrances affecting the Property, the title particulars as well as the accuracy and correctness of the particulars and information provided. c. The Purchaser shall be deemed to purchase the Property in all respects subject thereto and shall also be deemed to have full knowledge of the state and condition of the Property regardless of whether or not the said search, enquiry, investigation, examination and verification have been conducted. d. The Purchaser shall be deemed to have read, understood and accepted these Conditions of Sale prior to the auction and to have knowledge of all matters which would have been disclosed thereby and the Purchaser expressly warrants to the Assignee that the Purchaser has sought independent legal advice on all matters pertaining to this sale and has been advised by his/her/its independent legal advisor of the effect of all the Conditions of Sale. e. Neither the Assignee nor the Auctioneer shall be required or bound to inform the Purchaser of any such matters whether known to them or not and the Purchaser shall raise no enquiry, requisition or objection thereon or thereto.

  • Background Investigation The BOARD is prohibited from knowingly employing a person who has been convicted of committing or attempting to commit certain criminal offenses. If the required criminal background investigation is not completed at the time this Contract is signed, and the subsequent investigation report reveals that there has been a prohibited conviction, this Contract shall immediately become null and void.

  • Investigational Services This plan covers certain experimental or investigational services as described in this section. This plan covers clinical trials as required under R.I. General Law § 27-20-60. An approved clinical trial is a phase I, phase II, phase III, or phase IV clinical trial that is being performed to prevent, detect or treat cancer or a life-threatening disease or condition. In order to qualify, the clinical trial must be: • federally funded; • conducted under an investigational new drug application reviewed by the Food and Drug Administration (FDA); or • a drug trial that is exempt from having such an investigational new drug application. To qualify to participate in a clinical trial: • you must be determined to be eligible, according to the trial protocol; • a network provider must have concluded that your participation would be appropriate; and • medical and scientific information must have been provided establishing that your participation in the clinical trial would be appropriate. If a network provider is participating in a clinical trial, and the trial is being conducted in the state in which you reside, you may be required to participate in the trial through the network provider. Coverage under this plan includes routine patient costs for covered healthcare services furnished in connection with participation in a clinical trial. The amount you pay is based on the type of service you receive. Coverage for clinical trials does not include: • the investigational item, device, or service itself; • items or services provided solely to satisfy data collection and that are not used in the direct clinical management; or • a service that is clearly inconsistent with widely accepted standards of care.

  • Geotechnical Investigation Perform in accordance with the City Design Manual and other City requirements as designated in writing by the Director.

  • Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • Study An application for leave of absence for professional study must be supported by a written statement indicating what study or research is to be undertaken, or, if applicable, what subjects are to be studied and at what institutions.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

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