POLICE OFFICER BILL OF RIGHTS Sample Clauses

POLICE OFFICER BILL OF RIGHTS. A. The Chief of Police shall establish and put into operation a system for the receipt, investigation, and determination of complaints against Police Officers received by such Chief of Police from any person. B. Whenever an Officer is under investigation and is subject to interrogation by members of his agency, for any reason which could lead to disciplinary action, demotion, or dismissal, such interrogation shall be conducted under the following conditions: If it is determined by the Chief that so informing the officer will not compromise the investigation in any way, the investigator will notify the employee, through the chain of command when a complaint is received and describe the allegations in the complaint. 1. Interrogation: When an Officer is under investigation by the Tulsa Police Department for a complaint received, and is to be interrogated in respect to such complaint by other members of the department when there is a logical possibility that suspension, demotion, or dismissal may result, such interrogation shall be conducted as follows: a) The Officer may be informed of the name of all complainants, if known if it is determined by the Chief that so informing the officer will not compromise the investigation in any way. b) Preliminary discussions with supervisory personnel within the Police Department, in relation to a complaint received, shall not be considered as interrogation as used herein. c) The Officer under investigation shall be informed of the rank, name, and command of the Officer in charge of the investigation, the interrogating Officer, and all persons present during the interrogation. All questions directed to the Officer under interrogation shall be asked by and through one interrogator at any one time. d) The Officer under investigation shall be informed of the nature of the investigation prior to any interrogation. e) Interrogating sessions shall be for reasonable periods and shall be timed to allow for such personal necessities and rest periods as are reasonably necessary. f) The Officer under interrogation shall not be subjected to offensive language or threatened with transfer, dismissal, or disciplinary action. No promise or reward shall be made as an inducement to obtain testimony or evidence. g) The Officer under interrogation shall be completely informed of all his rights pursuant to this procedure prior to the commencement of the interrogation and of his responsibility to answer all questions, and this notification shal...
Sample 1Sample 2See All (5)
AutoNDA by SimpleDocs
POLICE OFFICER BILL OF RIGHTS. Section 1. The Chief of Police will establish and put into operation a system for the receipt, investigation, and determination of all complaints against Police Officers received by the Chief of Police from any person, as provided for in Article IX Disciplinary Procedures.
Sample 1Sample 2See All (4)
POLICE OFFICER BILL OF RIGHTS. 32.1 The City of Vancouver and the Vancouver Police Officer's Guild recognize the importance of a cooperative effort to ensure fairness to employees without unduly limiting the rights of management. 32.2 The Vancouver Police Officer's Guild believes that effective law enforcement depends upon the maintenance of stable employer- employee relations between police officers and their employers. In order to assure that stable relations are continued throughout the city and to 32.3 Except as otherwise provided by law, or whenever on duty or in uniform, no police officer shall be prohibited from engaging, or be coerced or required to engage in political activity. 32.4 For the purpose of this Article, disciplinary actions means written reprimand, suspension, demotion or discharge as specified in Section
Sample 1
POLICE OFFICER BILL OF RIGHTS. All members are protected by the provisions of Florida State Statutes, including those concerning police officer rights. F.S. sections 112.531-112.535. 3.3 NO STRIKE 3.3
Sample 1
POLICE OFFICER BILL OF RIGHTS. When any police officer is under formal investigation for any act which may result in a disciplinary action such that the officer is subjected to formal interrogation by a commanding officer, or any other representative of the Employer, such interrogation shall be conducted under the conditions prescribed by the Police Officer Bill of Rights. For the purpose of this article, disciplinary action is defined as an action which may lead to a written reprimand, transfer, suspension, demotion, reduction in salary or dismissal for disciplinary purposes. Nothing in this Section shall apply to any interrogation of a police officer in the normal course of duty, counseling, instruction, or informal verbal admonishment by, or other routine or unplanned contact with, a supervisor or any other police officer, nor shall this Section apply to an investigation concerned solely and directly with alleged criminal activities. Informal discussion between supervisor and employee shall be exempt from the provisions of this article. A formal action is any action where an officer is informed by a supervisor or other representative of the Employer that a formal investigation has been initiated. When such formal notification occurs, the following conditions shall apply:
Sample 1
POLICE OFFICER BILL OF RIGHTS. When any police officer is under formal investigation for any act which may result in a disciplinary action such that the officer is subjected to formal interrogation by a commanding officer, or
Sample 1

Related to POLICE OFFICER BILL OF RIGHTS

  • Criminal Background Checks Provider and College reserve the right to conduct criminal background checks on Resident to determine Resident’s suitability to live in Residence Facility, and Resident consents and agrees that Provider and College has permission to conduct criminal background checks on Resident.

  • Criminal Background Check The Academy shall comply with all sections 1230a of the Code and all applicable law concerning criminal background checks. In the event the Academy contracts with an ESP, the ESP shall comply with this section as if it were the Academy and certify such compliance to the Academy and the University President.

  • President and Chief Executive Officer The president shall be the chief executive officer of the Trust, unless the Board of Trustees designates the chairman as chief executive officer. The chief executive officer shall see that all orders and resolutions of the Board of Trustees are carried into effect. The chief executive officer shall also be the chief administrative officer of the Trust and shall perform such other duties and have such other powers as the Board of Trustees may from time to time prescribe.

  • What To Do If You Find A Mistake On Your Statement If you think there is an error on your statement, write to us at the address(es) listed on your statement. In your letter, give us the following information:

  • Job Postings and Applications ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!