Polygraphs. No employee shall be required to take a polygraph examination as a condition of retaining employment with the Employer, nor shall he/she be subject to discipline for the refusal to take a polygraph. Should an employee choose to take a polygraph ex- amination, both parties agree to abide by the applicable laws concerning the use and admissibility of polygraphs and their results.
Polygraphs. No worker shall be asked by the University to submit to a polygraph or similar test; provided that this prohibition shall not extend to requests from members of the University Department of Public Safety while acting in their capacity as peace officers.
Polygraphs. No polygraph, VSA, or other stress measuring device shall be used during investigatory interviews.
Polygraphs. The Employer shall not use a polygraph machine or voice stress evaluations to investigate the truth of statements made by an employee, unless the employee consents.
Polygraphs. No Employer shall demand, allow or require any applicant for employment or prospective employment or any employee to submit to or take a polygraph (lie detector) test or similar test or examination as a condition of employment or continued employment.
Polygraphs. An employee may be requested to take a polygraph test but shall have the right to refuse. Neither the request nor the refusal shall be admissible in any form as evidence in a proceeding under this Article. Polygraph test results are designed as an aid in the investigative process; accordingly, such results may not be admitted as evidence in disciplinary proceedings unless the employee has waived the confidentiality of the results, in writing.
Polygraphs. 39.01 If a member of the Division of Fire is required to take a polygraph test due to charges brought from an outside source, that individual making the charge will first be required to take a polygraph. If the individual making the charge is found to be lying, the City will attempt to prosecute.
Polygraphs. An employee may be requested to take a polygraph test but shall have the right to refuse. Neither the request nor the refusal shall be admissible in any form as evidence in a proceeding under this Article. Polygraph test results are designed as an aid in the investigative process; accordingly, such results may not be admitted as evidence in disciplinary proceedings unless the employee has waived the confidentiality of the results, in writing. Section Eleven. Investigation of Any Complaint (Internal and/or External). Any Complaints about the performance or conduct of a Trooper shall be encouraged to (1) identify themselves, and (2) reduce their complaint to a written, signed, sworn and notarized statement promptly, normally within ten days. An oral complaint which is not promptly reduced to writing either through a written complaint or the filing of an investigative report which is the Complaint Against Personnel or the (DPS- 678-(c)(1) or DPS 678(c) corroborating the oral complaint shall not be investigated unless it involves a charge of criminal behavior or a charge which the Department is otherwise required by law to investigate. In the case of noncriminal conduct, a copy of the complaint or initial investigative report will be furnished to the employee at the outset of the investigation, together with the time, if known, of filing the oral complaint, if any. The identity of the complainant requesting anonymity will not be disclosed, except that if the testimony of such complainant is a critical element of the employer's burden to establish just cause for discipline, such identity will be disclosed during the course of informal proceedings prior to formal notice of discipline. The underlying nature of a complaint will be made known to the affected employee without modification of any existing language in this article. Internal Affairs investigations with a disposition of 'Exonerated, unfounded or Not Sustained' will be excluded from the employee's official personnel file. This will include DPS- 678-C.
Polygraphs. No employee may be required to take polygraph examination as a condition of retaining employment with the Employer nor shall be subject to discipline for refusal to take such. A Union representative may accompany a bargaining unit employee to a polygraph examination and may review the polygraph questions, but may not be present during the actual administration of a polygraph examination. The employee shall be provided with a copy of the results of the report of that polygraph examination and a copy of the conclusions reached by the examiner following the conclusion of the investigation.
Polygraphs. The current practice concerning the use of polygraphs in internal investigations shall be maintained during the current collective bargaining agreement.
