Investigatory Leaves Sample Clauses

Investigatory Leaves a. Any employee who uses deadly force in the line of duty may be placed on administrative leave with pay pending investigation of the incident by the Sheriff or his designee(s). If the investigation requires more than three (3) days, the Sheriff may assign the employee to other duties where carrying or use of a weapon is not required until completion of the investigation. If the Sheriff or his designee determines that the weapon use was justified the employee shall be restored to regular duty. If the investigation indicates that the weapon use was not justified the employee shall be placed on unpaid leave pending final disposition of the matter. If the employee finally is found not culpable, the employee shall be restored to regular duty with back pay to the date of suspension. b. Any employee charged with any criminal act may be placed on paid or unpaid administrative leave forthwith pending final disposition of the matter at the discretion of the Sheriff. If the employee's innocence is found the employee shall be restored to regular duty with back pay to the date of suspension.
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Investigatory Leaves. Any employee charged with any Class A, B or C Felonies or Acts of Violence, may be placed on unpaid leave pending final disposition of the matter. If the employee is found not guilty, the employee may be restored to regular duty if no administrative action is pending at the City’s discretion. If administrative action is taken against the employee, restoration of back pay for the duration of the administrative action may occur only after final disposition. Such restoration shall not include back pay for any period assessed as discipline.
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Investigatory Leaves. An employee may be placed on an investigatory leave without pay up to five (5) days pending the conclusion of an investigation. The Employer will consider any investigatory leave over three (3) days as days worked by the employee and will pay the employee his/her usual wages for scheduled days missed. If the Employer does not discipline, suspend or terminate the employee, they shall be compensated for all scheduled time missed. In cases of abuse and neglect in which the State must conduct its own investigation the Employer will notify the Union. In this circumstance the paragraph above shall be waived and the employee will be placed on an unpaid leave of absence until the conclusion and decision by the State. If the Employer does not suspend or terminate the employee, the employee shall be compensated for all normally scheduled time missed. The employee will be returned to their previous position.
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Investigatory Leaves. City of West Wendover & Local 4041 Agreement Effective Date July 1, 2015 Page 2018 Any employee charged with any Class A, B or C Felonies or Acts of Violence, may be placed on unpaid leave pending final disposition of the matter. If the employee is found not guilty, the employee shall be restored to regular duty with back pay to the date of suspension if no administrative action is pending. If administrative action is taken against the employee, restoration of back pay may occur only after final disposition. Such restoration shall not include back pay for any period assessed as discipline.
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Investigatory Leaves. Any employee may be placed on an investigatory leave without pay up to five (5) days pending the conclusion of an investigation. The Employer will consider any investigatory leave over three
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Related to Investigatory Leaves

  • 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.

  • Study Leave Credits for study leave will be given for educational commitments falling due between an employee's nominated starting and finishing times.

  • Labor Cooperation The Parties shall enhance their communication and cooperation on labor, social security and environment issues through Memorandum of Understanding on Labor Cooperation between the Government of the People's Republic of China and the Government of the Republic of Peru.

  • Professional Improvement Leave A teacher may be granted leave to be used for the teacher's professional improvement. Professional improvement days may be approved by the superintendent and used for the purpose of: 1. Visitation to view other instructional techniques or programs. 2. Conferences, workshops, or seminars conducted by colleges, universities, or vocational schools. The teacher planning to use a professional improvement day shall notify the principal at least one week in advance of the proposed absence. The teacher shall be required to file a written report with the principal within one (1) week of attendance at such event. Also, the teacher may/shall be requested to return with materials and/or information to be shared with other teachers. The expense of attending such visitation, conference, workshop, or seminar will be paid by the Board when the proper reimbursement applications are sent to the district office. In cases where attendance at a convention, workshop, seminar, or other educational activity is deemed to be of value only to the individual teacher, leave may be granted for attendance with either no expenses or limited expenses being underwritten by the district. In these cases, no written or verbal reports will be required.

  • Labor-Management Cooperation When an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Local Union during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Local Union shall enter into negotiations regarding a Memoranda of Understanding upon request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following: • Length of layoff notice; • Job and retraining opportunities; • Alternative placement methods; • Early retirement options pursuant to M.S. 43A.24, Subd. 2(i); • Bumping/vacancy options for part-time employees to preserve their insurance eligibility or contribution; and • Other methods of mitigating layoff or their effect on employees.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Investigation of Accidents The Occupational Health and Safety Committees, as provided in Clause 22.2, shall be notified of each accident or injury and shall investigate and report to the Union and Employer on the nature and cause of the accident or injury. In the event of a fatality the Employer shall immediately notify the President of the nature and circumstances of the accident.

  • Study An application for leave of absence for professional study must be supported by a written statement indicating what study or research is to be undertaken, or, if applicable, what subjects are to be studied and at what institutions.

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

  • Complaints Investigation The employee who complains of harassment under the provisions of the Human Rights Code must first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.

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