Investigatory Suspension. An employee who is under investigation for misconduct, charged with, criminal activity or for other reasons at the discretion of the President or designee, shall be suspended with pay, until such time as it is possible to determine if disciplinary action should be taken. Investigatory suspensions are non-grievable.
Investigatory Suspension. 7.5.1 A supervisor shall meet with a bargaining unit employee prior to the bargaining unit employee being placed on investigatory suspension. At such a meeting, the supervisor shall inform the bargaining unit employee of the reason for the investigatory suspension and the date and time the suspension shall commence and that the bargaining unit employee is not required to answer any questions.
7.5.2 Investigatory suspensions shall be reduced to writing as soon as practical after the meeting with the supervisor.
7.5.3 When the Employer determines that an employee must be removed from a current work assignment pending the completion of an investigation and the administrative processing of the case, the object of which is to determine if disciplinary action is warranted, the Employer may:
a. Reassign the employee to another work assignment at their current rate of pay until the investigation is completed.
b. Suspend the employee from work without pay until the investigation is completed or until twenty (20) work days have elapsed, whichever occurs first. However, the investigation may continue after the suspended employee returns to a paid status. The Employer agrees to pay the Employer’s portion for group insurance during the period of suspension without pay.
c. Suspend the employee from work with pay until the investigation is completed.
Investigatory Suspension. Suspension of a faculty member, with pay, during the investigation of a potential sanction is based on the severity of the allegation or if immediate harm to the member or others is threatened by the member’s continuance. Notice of this action shall be provided to the faculty member in writing at the time of the suspension outlining the reasons for the suspension and proposed length.
Investigatory Suspension. 29.5.1 A supervisor shall meet with a bargaining unit member prior to the bargaining unit member being placed on investigatory suspension. At such a meeting, the supervisor shall inform the bargaining unit member of the reason for the investigatory suspension and the date and time the suspension shall commence and that the bargaining unit member is not required to answer any questions.
29.5.2 Investigatory suspensions shall be reduced to writing as soon as practical after the meeting with the supervisor.
29.5.3 No employee under investigation shall be loaned or reassigned to the Internal Affairs Section, except when such employee is to be interviewed, and then only for such time as is reasonably necessary to conduct such interview.
29.5.4 When the Employer determines that an employee must be removed from a current work assignment pending the completion of an investigation and the administrative processing of the case, the object of which is to determine if disciplinary action is warranted, the Employer may:
a. Reassign the employee to another work assignment at their current rate of pay until the investigation is completed.
b. Suspend the employee from work without pay until the investigation is completed or until twenty (20) work days have elapsed, whichever occurs first. However, the investigation may continue after the suspended employee returns to a paid status. The Employer agrees to pay the Employer’s portion for group insurance during the period of suspension without pay.
c. Suspend the employee from work with pay until the investigation is completed. The status of an employee suspended with pay may subsequently be changed to a reassignment under Section 29.5.4(a) or a suspension without pay subject to the twenty (20) work day limitation in 29.5.4(b) if the investigation circumstances warrants such a change in status.
Investigatory Suspension. Employees shall be paid while on investigatory suspension for the employees’ scheduled hours, including any differentials that would have applied if the employee had worked such scheduled hours.
Investigatory Suspension. The Employer may place an employee who is the subject of an investigation on an investigatory suspension. The employee shall be fully informed that the investigation will be completed within seventy-two (72) hours of the time of suspension (unless the employee and Union are notified that the investigation time needs to be extended). If a disciplinary suspension or termination does not occur, the employee will be made whole for lost pay and benefits.
Investigatory Suspension. No employee will be held in unpaid investigatory suspension to include all benefits, vacation and sick leave accruals and all other fringe benefits employees earn on worked hours.
Investigatory Suspension. If the nurse is discharged for just cause, the 6 nurse will not receive EIB accrual for the suspension period.
Investigatory Suspension. No employee shall be held in investigatory suspension for more than five (5) calendar days without notice to the Union and the employee. If the investigatory suspension extends beyond five (5) calendar days, employee shall be paid his/her base rate of pay and any differential that is included as part of their regular scheduled hours, after the five
Investigatory Suspension. No Employee shall be held in unpaid investigatory suspension for more than seven (7) calendar days.
