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.
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.
Investigatory Leaves a. Any employee who is required to discharge a weapon in line of duty shall forthwith be placed on administrative leave with pay pending investigation of the incident by the Sheriff or his duly appointed incident officer or committee. If the investigation requires more than three (3) days Sheriff may assign the employee to other duties where carrying or use of a weapon is not required until completion of the investigation. If Sheriff or his incident officer 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.
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.
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.
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
