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.
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. 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. 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. 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. The City will investigate an eligible employee’s alleged misconduct as follows:
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.
