Investigatory Meeting. A. An Employee required to attend an investigation meeting shall receive advance notice of such meeting. Such notice shall include:
1. A statement of the reasons for such meeting, including the subject matter and the fact that the meeting could lead to discipline, and
2. A statement of the employee’s right to representation.
B. All investigatory meetings shall be scheduled to allow an employee a reasonable opportunity to obtain representation. Whenever practicable, such notice shall be given at least three (3) working days prior to the meeting.
C. An employee may represent himself or herself or may be represented by OCMA in an investigatory meeting.
Investigatory Meeting. Twenty-four (24) hours notice of investigatory meetings shall be given to the employee whenever possible. Seventy-two (72) hours notice will be provided to the Local Union, when practicable, for investigatory meetings outside the Metropolitan area. Upon request, the employee is entitled to a Union representative at an investigatory meeting which may result in disciplinary action against the employee. The communication to employees regarding the investigatory meeting shall include a statement about the right to Union representation. However, neither the refusal of the employee's Union Xxxxxxx or Union representative to participate nor their unavailability shall abridge the Employer's right to conduct an investigation. The Employer shall provide a written summary of the investigation results to the employee, and the Union if it is involved in representing the employee during the investigation within seven (7) days of the conclusion of the investigation. Investigation results may include, but are not limited to, exoneration of the employee or the conclusion that disciplinary action is not to be taken at this time. Where a change in policy or procedure is made as a result of the investigation, the Employer will provide written notification of the change to all affected employees.
Investigatory Meeting. Twenty-four (24) hours notice of investigatory meetings shall be given to the employee whenever possible. Supervisors are encouraged to give such notice in writing. The employee is entitled to a Union representative at an investigatory meeting which may result in disciplinary action against the employee. However, neither the refusal of the employee's Union Xxxxxxx or Union representative to participate nor their unavailability shall abridge the Employer's right to conduct an investigation. The Employer shall provide a written summary of the investigation results to the employee, and the Union if it is involved in representing the employee during the investigation, within seven (7) calendar days of the conclusion of the investigation. Investigation results may include, but are not limited to, exoneration of the employee or the conclusion that disciplinary action is not to be taken at this time. Where a change in policy or procedure is made as a result of the investigation, the Employer will provide written notification of the change to all affected employees.
Investigatory Meeting. In an investigatory meeting, the UAF Local 1324 Unit Member shall be permitted to respond to questions and to provide information or evidence relevant to the allegations under investigation. A UAF Local 1324 Unit Member who elects not to attend, or who refuses to answer questions during the investigatory meeting, shall be considered to have waived the right to respond to the allegations prior to potential disciplinary action.
Investigatory Meeting. An employee shall, upon request, have an Association representative present during a meeting with representatives of the employing agency held for the purpose of obtaining information which might reasonably lead to disciplinary action against that employee. The Employer shall not interfere with, restrain or coerce employees in the exercise of their rights to representation pursuant to this Section of the Agreement. The employee shall be required to respond to the allegations unless he/she is subject to criminal penalties. The right to representation does not extend to day-to-day communications which occur between an employee and the Employer, such as: performance evaluations, training, job audits, counseling sessions, work-related instructions, or to inform an employee of the disciplinary action.
Investigatory Meeting. When the Board is contemplating administering discipline, a pre-disciplinary fact- finding meeting will be held. This includes written (dated and signed) complaints by a parent of a student or by a student. In the event of a recommendation for suspension without pay or dismissal, the employee has the right to a hearing before the Board of Education.
Investigatory Meeting. 4.1 A trigger event must first occur. The Investigatory meeting must be held within the first five (5) regularly scheduled working days (excluding days the employee is on approved leave), from which Management knows of the trigger event. The purpose of the Investigatory meeting is to allow the Supervisor and Xxxxxxx to investigate the alleged violation of the rules of conduct.
Investigatory Meeting. Twenty-four (24) hours notice of investigatory meetings shall be given to the employee whenever possible. Upon request, the employee is entitled to a Union representative at an investigatory meeting which may result in disciplinary action against the employee. However, neither the refusal of the employee's Union Xxxxxxx or Union representative to participate nor their unavailability shall abridge the Employer's right to conduct an investigation. The Employer shall provide a written summary of the investigation results to the employee, and the Union if it is involved in representing the employee during the investigation within seven
Investigatory Meeting. As soon as practicable, based upon the nature of the complaint, the Department Head and/or the City Administrator shall notify the covered Employee that he/she has received a complaint and schedule a meeting with the employee in investigate the complaint. The covered Employee is entitled to have a Union Representative with him/her at this investigatory meeting, if he/she so chooses. The Employee and the Union Representative shall have the right to know what the Employee is being accused of and allow the Employee to explain their actions regarding the events leading up to and subsequent (if applicable) to the alleged incident. The Union Representative mayshall attend the Investigatory Meeting upon the Union’s request to ensure the Employee's Rights are preserved, but shall not be allowed to answer questions or speak on behalf of the Employee. During the investigatory meeting, the Union Representative shall have the right to ask follow up questions pertaining to the investigation. An Employee's refusal to attend the Investigatory Meeting shall be deemed insubordination, potentially subjecting the Employee to additional disciplinary action. If the Employee is required to return to the City of Xxx to attend an Investigatory Meeting after his/her shift or on a day off, he/she shall be paid for all time spent with the Department Head and/or City Administrator.
Investigatory Meeting. A nurse may ask to have a representative 19 of the Association accompany them to meeting with the Employer 20 when they reasonably believes that such meeting may result in a 21 disciplinary action. The nurse will make their own arrangements for 22 representation. Whenever the employer wishes to schedule a 23 meeting to research or investigate an issue involving a nurse, the 24 nurse will be given advance notice of the subject matter of the 25 meeting.
