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 Interviews. When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that the employee be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:
X. Xxxxx the employee's request, or
B. Deny the employee's request but, in doing so, stop and/or cancel the investigatory interview.
14.8.1 In construing this Section, it is understood that:
A. The City is not required to conduct an investigatory interview before discipline or discharging an employee.
B. The City does not have to grant an employee's request for Union representation when the meeting between the City and the employee is not investigatory, but is solely for the purpose of informing an employee of a disciplinary/discharge decision that the City has already made relative to that employee.
C. The employee must make immediate arrangements for Union representation when their request for representation is granted.
D. An employee shall attend investigatory interviews scheduled by the City at reasonable times and reasonable places.
Investigatory Interviews.
A. The Employer will notify the employee in advance of an investigatory interview and the nature of the interview.
B. 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. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article must not interfere with the Employer’s right to conduct the investigation.
C. Employees have a duty to cooperate with an Agency investigation. Employees retain the rights afforded to them by the Constitution of the United States and the State of Washington, as well as all of the protections of the statutes of Washington and this collective bargaining agreement.
D. The Employer will allow a reasonable break for an employee participating in an investigatory interview.
Investigatory Interviews. (a) The employee’s Union Xxxxxxx shall be granted paid time off during regularly scheduled working hours at a mutually agreed upon time to represent the employee in the investigatory interview (See Article 10, Sections 10 and 11).
(b) The Employer’s notification to the employee of the investigatory interview shall include the nature of the investigation.
(c) Both the Employer and the Union shall have the right to record investigatory interviews.
Investigatory Interviews. (a) Before taking a formal statement from any employee, the MPRB shall provide to the employee from whom the formal statement is sought a written summary of the events to which the statement relates. To the extent known to the MPRB, such summary shall include: the date and time (or period of time if relating to multiple events) and the location(s) of the alleged events; a summary of the alleged acts or omissions at issue; and the policies, rules or regulations allegedly violated. Except where impractical due to the immediacy of the investigation, the summary shall be provided to the employee not less than two (2) days prior to the taking of his/her statement. If the summary is provided to the employee just prior to the taking of the statement, he/she shall be given a reasonable opportunity to consult with a Federation representative before proceeding with the scheduled statement.
(b) In cases where the MPRB believes that providing the pre-statement summary would cause a violation of the Minnesota Government Data Practices Act or cause undue risk of endangering a person, jeopardizing an ongoing criminal investigation or creating civil liability for the MPRB, the MPRB shall notify the Federation’s President or attorneys of the reasons it believes that the pre-statement summary should not be given.
(c) Nothing herein shall preclude an investigator, whether during or subsequent to the taking of a formal statement, from soliciting information which is beyond the scope of the pre-statement summary but which relates to information provided during the taking of the statement and which could form the basis of a disciplinary action.
(d) An employee from whom a formal statement is requested is entitled to have a Federation representative present during the taking of such statement.
(e) For the purpose of this Section 4.4, a “formal statement” is a written, recorded or transcribed record, whether in a narrative form or in response to questions, which is requested to be provided by any sworn employee as part of an investigation of alleged acts or omissions by a sworn employee(s) which may result in the imposition of discipline against any sworn employee(s).
Investigatory Interviews. Upon request, an employee shall have the right to Association representation during an investigatory interview that an employee reasonably believes will result in disciplinary action. The employee will have the opportunity to consult with a local Association Representative before the interview, but such request shall not cause an undue delay.
Investigatory Interviews.
A. The Employer will notify the employee in writing, no less than seventy-two
Investigatory Interviews.
A. Upon request, an employee has the right to a union representative at an investigatory interview. Investigatory interviews will be identified as such. A meeting with a supervisor that includes discussion with a supervisor of about performance is not an investigatory interview. If the requested representative is not reasonably available, the employee will select another representative who is available and not delay the meeting. Employees seeking representation are responsible for contacting their representative.
B. The role of the union representative in regard to Employer-initiated investigations is to provide assistance and counsel to the employee and not interfere with the Employer’s right to conduct the investigation. Every effort will be made to cooperate with the investigation. The Union representative may call for a recess during the interview to consult with the employee for representational purposes.
C. Employees who are the subject of an investigatory interview will be informed of the general nature of the allegation(s) before the employee is asked to respond to questions concerning the allegation(s).
D. If an investigator requests that an employee sign a statement, the employee may review the statement and submit corrections, if any. The employee will sign the statement to acknowledge its accuracy when no corrections are necessary or when the investigator revises the statement to accept the employee’s corrections.
Investigatory Interviews. When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that he/she be accompanied at the investigatory interview by a Xxxxxxx or Representative. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may either: (1) grant the employee's request, or (2) deny the employee's request, but in doing so also stop and/or cancel the investigatory interview.
4.4.1 In construing Section 4. 4, it is understood that:
(a) The City is not required to conduct an investigatory interview before discipline or discharging an employee;
(b) The City may cancel a scheduled interview at any time. The City will make its best effort to notify the parties of canceled interviews;
(c) The City does not have to grant an employee's request for Union representation when the meeting between the City and the employee is not investigatory, but is solely for the purpose of informing an employee of a disciplinary/discharge decision that the City has already made relative to that employee;
(d) The employee must make arrangements for Union representation when his/her request for representation is granted. The investigatory interview must be held within a reasonable period of time following the employee’s request for representation; and
(e) An employee shall attend investigatory interviews scheduled by the City at reasonable times and reasonable places.
4.4.2 Employees located in remote workplace locations (e.g., at Skagit or Boundary Projects) will be permitted a reasonable period of time to make arrangements for Union representation or to travel to an investigatory interview.
Investigatory Interviews. When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request union representation at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:
(1) Grant the employee's request, or
(2) Deny the employee's request but, in doing so, stop and/or cancel the investigatory interview. City Light employees located at the Skagit will be permitted forty-eight (48) hours, from the time the request is made to the City, to obtain Union representation.
15.6.1 In construing this Section, it is understood that:
(1) The City is not required to conduct an investigatory interview before discipline or discharging an employee.
(2) The City may cancel a scheduled interview at any time. The City will make its best effort to notify the parties of canceled interviews.
(3) The City does not have to grant an employee's request for Union representation when the meeting between the City and the employee is not investigatory, but is solely for the purpose of informing an employee of a disciplinary/discharge decision that the City has already made relative to that employee.
(4) The employee must make arrangements for Union representation when the employee’s request for representation is granted. The investigatory interview must be held within a reasonable period of time following the employee’s request for representation.
(5) An employee shall attend investigatory interviews scheduled by the City at reasonable times and reasonable places.
