INVESTIGATORY CONFERENCES Sample Clauses

INVESTIGATORY CONFERENCES. Whenever a conference between an Employee and an administrator is held in which there is an investigation or discussion of a potential disciplinary action (e.g., termination, dismissal, suspension, or a written reprimand that is to be part of the Employee’s personnel file), the Employee shall have the right to have an Association representative present upon request. Employees will be given notice of such conferences at least one (1) business day prior to the conference in order to arrange for Association representation. Such prior notice shall be given in writing or by e-mail and include the topic of the conference. If the Administration and the Employee agree, the conference may occur sooner than one (1) business days after notice of the conference is given to the Employee. Should an emergency necessitate less than one (1) business days’ notice, the Administrator conducting the conference will inform the Employee of his/her right to Association representation before conducting the conference and, if Association representation is requested, wait for that representation to arrive before continuing the conference. A conference to discuss an Employee’s evaluation shall not be construed as the discussion of a potential disciplinary action.
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
INVESTIGATORY CONFERENCES. The teacher shall not be required to participate in an investigatory conference with the District relative to a pending disciplinary action, non-retention, or dismissal without first being given reasonable opportunity to have a representative of the teacher’s choice present. However, if in the judgment of the District an unreasonable delay will result in arranging for a representative, the District shall not be obligated to hold an investigatory conference prior to initiating action. The teacher shall be evaluated in accordance with procedures and instruments adopted by the District and in alignment with current mandated Alaska State and Federal Statutes. The District shall confer with the Association prior to implementing any substantive changes in said procedures and/or instruments. All teachers will be notified during the beginning of the school year in-service as to the process of formal evaluations.
Sample 1Sample 2Sample 3
INVESTIGATORY CONFERENCES. When an Employee is required to meet with an Administrator for an investigatory conference from which the Employee has a reasonable belief that discipline might result, the Employee shall have the right to request to have an Association representative present.
Sample 1
INVESTIGATORY CONFERENCES. The teacher shall not be required to participate in an investigatory conference with the District relative to a pending disciplinary action, non-retention, or dismissal without first being given reasonable opportunity to have a representative of the teacher’s choice present. However, if in the judgment of the District an unreasonable delay will result in arranging for a representative, the District shall not be obligated to hold an investigatory conference prior to initiating action. The teacher shall be evaluated in accordance with procedures and instruments adopted by the District. The District shall confer with the Association prior to implementing any substantive changes in said procedures and/or instruments. All teachers will be notified by September 30 of each school year as to the deadline dates of formal evaluations.
Sample 1

Related to INVESTIGATORY CONFERENCES

  • Professional Conferences Professional conferences are those conferences sponsored by educational organizations, institutions of higher learning, and government and industry concerning teaching, learning and educational research. When a full-time or part-time faculty member’s attendance at a professional conference conflicts with his/her regular assignment, the faculty member must submit a request for attendance to the appropriate Xxxx, Director, or Supervisor. If granted, the attendance at the conference will be considered leave with pay, and a follow-up report of the conference shall be submitted to the appropriate Supervisor.

  • Investigatory Interviews ‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her 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. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • PRE-JOB CONFERENCE a) The Employer shall notify the union that a project has been awarded to the Employer following the award. Prior to the start of each project, a pre-job conference shall be held to determine all site-specific issues as outlined in the Agreement. This conference may be conducted via telephone, through a scheduled meeting or by some other practical means as agreed to by the parties. b) A copy of the pre-job conference report shall be provided to the Employer, the Union and the Job Xxxxxxx (s). A copy shall also be posted on the bulletin board(s) at the jobsite.

  • Conferences At the request of the State or the Engineer, conferences shall be provided at the Engineer's office, the office of the State, or at other locations designated by the State. These conferences shall also include evaluation of the Engineer's services and work when requested by the State.

  • SPECIAL CONFERENCES Special conferences for important matters may be arranged between the Union and the designated representative of the Board upon the request of either party.

  • Parent-Teacher Conferences A. Unit member shall be available at mutually arranged times during the regular school day to confer with parents regarding learning difficulties, student progress and/or behavioral problems a student may be experiencing. Unit members are encouraged to arrange a meeting or conference with parents before or after the regular school day if both time and place are mutually agreeable. B. In the event that a bargaining unit member does not communicate with a parent on the established date for parent unit member conferences as per the calendar adopted by the Board, a reasonable attempt to contact that parent will be made. A reasonable attempt constitutes a phone call or email. If that contact is not returned, the bargaining unit member shall not be obligated to make further contact.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.

  • Investigator Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any questions as to whether a matter is arbitrable, during the term of the collective agreement, an arbitrator agreed to by the parties shall, at the request of either party: (a) investigate the difference; (b) define the issue in the difference; and (c) make written recommendations to resolve the difference within five days of the date of receipt of the request and for those five days from that date time does not run in respect of the grievance procedure. The parties agree that this procedure will not be invoked until the grievance procedure has been completed.

  • Investigatory Leave The Appointing Authority/designee may place an employee who is the subject of a disciplinary investigation on an investigatory leave with pay provided a reasonable basis exists to warrant such leave.

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