Common use of Investigatory Interviews Clause in Contracts

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 that he/she union representation to be accompanied present 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 a 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 that he/she union representation to be accompanied present 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: (aA) The City is not required to conduct an investigatory interview before discipline or discharging an employee; (bB) The City may cancel a scheduled interview at any time. The City will make its best effort to notify the parties of canceled interviews; (cC) 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; (dD) The employee must make arrangements for Union representation when a 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 (eE) 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 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 xxxxx 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 that he/she union representation to be accompanied present 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. 44.4, 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 a 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.