Investigative Interview. When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge, the employee and their 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, including the time frame and nature of the conduct. All time spent in an investigative interview by any employee shall be considered time worked.
Investigative Interview. When any eligible employee is under investigation for conduct that may lead to discipline, the investigation shall be conducted under the following conditions. Prior to any interview with the eligible employee accused of misconduct, the eligible employee shall be advised of the following: • The nature of the complaint, and the specific allegation(s) of misconduct. • The approximate date(s), time(s), and location(s) of the incident that gave rise to the allegation(s). • The eligible employee’s right to have representation as provided in Article IV. • The investigative interview shall specifically and narrowly focus on the eligible employee’s conduct. A recording of the investigative interview session with the eligible employee may be made. The City, Local 81 or the eligible employee may make a recording of the interview session, provided however, that no recording shall take place without the knowledge of all parties present. Any such recording(s) shall be provided to the City, Local 81 or the eligible employee upon request. • Subject an eligible employee to offensive language or threaten disciplinary action, except an eligible employee refusing to respond to questions or submit to interviews shall be informed that failure to answer questions narrowly and directly related to the eligible employee’s conduct may result in disciplinary action; • Make any promise of reward or leniency as an inducement for the eligible employee to answer any questions. The eligible employee shall be notified, in writing, of the disposition of any investigation, including a disposition of each allegation, and the action to be administered, if applicable. If the eligible employee has not been informed regarding the disposition of any investigation within sixty (60) calendar days after the investigative interview with the employee accused of misconduct, the eligible employee may request a status report from the SLCFD’s HR Consultant of the investigation and any disposition of charges. Within seven (7) calendar days after receiving the request, the City shall inform the eligible employee of the status of the investigation and the likely time required to resolve the charges.
Investigative Interview a meeting between an employee and one (1) or more representatives of management for the purpose of obtaining facts regarding an allegation of misconduct. Employees must cooperate by answering questions asked during the interview. An employee who is the subject of an investigation is informed of their right to representation before any questioning takes place or any signed statements are taken. Other employees questioned in connection with the incident have the right to Union representation upon request.
Investigative Interview. When any Eligible Employee is under investigation for conduct that may lead to formal disciplinary action, the investigation shall be conducted under the following conditions. Prior to any investigative interview that may lead to formal discipline with the Eligible Employee accused of misconduct, the Eligible Employee shall be advised of the following: • The nature of the complaint, and the specific allegation(s) of misconduct. • The approximate date(s), time(s), and location(s) of the incident that gave rise to the allegation(s). • Written notice that the Eligible Employee has the right to have a Local 81 representative and/or legal representative, not to exceed two representatives present. Such representation will not unduly interfere with the interview, however, at the end of the interview, the representative will be afforded a brief opportunity to ask the employee any follow up questions. The representative is not permitted to answer questions on behalf of the employee. • The City will make best efforts to provide at least 24 hours’ notice of an investigatory interview. For the interview, the following will be adhered to: • The investigative interview shall specifically and narrowly focus on the Eligible Employee’s conduct as alleged. • The interview will provide for reasonable breaks. • The City will audio record the interview. A copy will be provided if a pre- determination hearing is scheduled or, upon request by the employee or Local 81 after completion of the interview. Upon such request, the recording will be provided within 24 hours or the next business day (M-F). Persons conducting the investigation may not: • Subject an Eligible Employee to offensive language or threaten disciplinary action, except an Eligible Employee refusing to respond to questions or submit to interviews shall be informed that failure to answer questions narrowly and directly related to the Eligible Employee’s conduct may result in disciplinary action; • Make any promise of reward or leniency as an inducement for the Eligible Employee to answer any questions.
Investigative Interview. The City will investigate an eligible employee’s alleged misconduct as follows:
1. Before any investigative interview with an eligible employee who may have engaged in misconduct, the City will provide the eligible employee the following information:
a. The nature of the complaint, and the specific allegations of misconduct;
b. The approximate date, time, and location of the incident related to the allegation(s) of misconduct; and
c. The eligible employee’s right to have representation present during the investigative interview. The City will provide an eligible employees a reasonable amount of time, not to exceed two (2) of the eligible employee’s work shifts, to obtain representation without threat of retaliation. The eligible employee must inform his or her supervisor before the investigative interview if the employee will be represented and provide the name of the representative.
2. An investigative interview will specifically and narrowly focus on the alleged act of misconduct.
3. The City will record the investigate interview of the eligible employee and will provide the eligible employee a copy if the eligible employee requests.
4. Anyone conducting the investigation may not:
a. Subject the eligible employee under investigation to offensive language or threaten disciplinary action, except an eligible employee refusing to truthfully respond to questions or to submit to interviews will be told that his or her failure to truthfully answer questions may result in disciplinary action.
b. Make any promises which might encourage the eligible employee to answer any questions.
5. The City’s and the eligible employee’s representatives may not delay, interfere with, or otherwise obstruct any investigation conducted by the City.
6. The City will provide an eligible employee with a written result of any investigation including a finding of each allegation and any action the City may take as a result of the investigation.
7. If an eligible employee has not received a written result within sixty (60) calendar days after the investigative interview, the eligible employee may request a status report of the investigation and any disposition of charges against the eligible employee. Within seven (7) calendar days after receiving the request the City will inform the eligible employee of the investigation’s status and the likely time required to make a determination.
Investigative Interview. Whenever an employee is called before an administrator or the Board concerning any matter which may have an adverse effect on continuation in position or employment, the employee and Organization shall, whenever possible, receive twenty-four (24) hours prior written notice of the reasons for such meeting or interview an HCSSO member shall be entitled to representation by the Organization for advice and representation during such meeting or interview. Any and all notices by an administrator or the Board’s desire to hold a conference with an employee shall include the subject of the conference. (9/17)
Investigative Interview i. When the employee under investigation is to be interviewed concerning the alleged conduct which could result in dismissal, the employee and their representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview, including the time frame and nature of the conduct. All time spent in an investigative interview by any employee shall be considered time worked.
ii. Investigative interviews of subject employees shall be conducted at a reasonable time and, when practicable, on Middle Seat’s premises when the employee is on duty. A union representative may participate in the interview. The employee shall have the right to request a bargaining unit employee’s presence during the interview. The union shall be notified of any investigative interview of an employee where it is anticipated that discipline might result to that employee.
iii. The interview shall be limited to questions that relate to the allegation(s) and the employee’s fitness for duty in their assignment. Confidentiality of the interview shall be maintained.
