Potential Discipline Situations. Any employee who will be interviewed at a disciplinary interview concerning an act which, if proven, could reasonably result in disciplinary action involving loss of pay or dismissal, will be afforded the following safeguards:
1. The employee and the Association will be informed that a formal investigation is commencing, unless the employee is under investigation for violation of the Controlled Substance Act, or violations which are punishable as felonies or misdemeanors under law, or if doing so would jeopardize either the criminal or administrative investigation.
2. At least seventy-two (72) hours prior to a disciplinary interview by the City of an employee, the result of which could be that the City may impose an economic sanction upon the employee as a result of the underlying incident, the employee and the Association will be informed, in writing, of the nature of the investigation and the specific allegations, policies, procedures and/or laws which form the basis for the investigation at that time; the employee will be afforded the opportunity to consult with an Association representative; and the employee and the Association will be provided all available materials the City possesses related to the investigation, unless the City elects to provide a written statement of essential facts which would support any contemplated basis of discipline. When releasing information to the employee and the Association, the City may place conditions on disclosure of witness statements under circumstances where the conditions are warranted in order to limit risk of claims or aggravation of difficult circumstances in the work place or in the City’s relationship with a victim. In such event, the City and the Association shall cooperate to meet appropriate investigative and due process needs. The employee shall be allowed the right to have an Association representative present during the interview. The opportunity to have the Association representative present at the interview shall not delay the interview more than four (4) hours, except for minor complaints (incidents for which no more than a verbal warning may result) which may be handled immediately when a representative is not readily available. However, if in the course of the interview it appears as if a more serious disciplinary problem has developed, the employee will be allowed up to four (4) hours to obtain a representative to be present at the interview.
3. All interviews shall take place at Department faci...
Potential Discipline Situations. Any employee who will be interviewed at a disciplinary interview concerning an act which, if proven, could reasonably result in disciplinary action involving loss of pay or dismissal, untruthfulness, unlawful use of force, and/or a violation of civil rights will be afforded the following safeguards:
1. The employee and the Association will be informed that a formal investigation is commencing, unless the employee is under investigation for violation of the Controlled Substance Act, or violations which are punishable as felonies or misdemeanors under law, or if doing so would jeopardize either the criminal or administrative investigation.
Potential Discipline Situations. Any employee who becomes subject to an investigation concerning an act which, if proven, could reasonably result in disciplinary action involving loss of pay or dismissal, will be afforded the following safeguards:
1. The employee and the Association will be informed that a formal investigation is commencing within seventy-two (72) hours of the County's initiation of the formal investigation, unless the employee is under investigation for violation of the Controlled Substance Act, or violations which are punishable as felonies or misdemeanors under law, or if doing so would jeopardize either the criminal or administrative investigation.
2. At least seventy-two (72) hours prior to a disciplinary interview by the County of an employee, the result of which could be that the County may impose an economic sanction upon the employee as a result of the underlying incident, the employee and the Association will be informed, in writing, of the nature of the investigation and the specific allegations, policies, procedures and/or laws which form the basis for the investigation at that time (See Exhibit C which is an example); the employee will be afforded the opportunity to consult with an Association representative; and the employee and the Association will be provided all available materials the County possesses, at that time, related to the investigation.
3. With regard to Section 6.A. numbers 1 and 2 above, when releasing information to the employee and the Association, the County may place conditions on disclosure of witness statements under circumstances where the conditions are warranted in order to limit risk of claims or aggravation of difficult circumstances in the work place or in the County’s relationship with a victim. In such event, the County and the Association shall cooperate to meet appropriate investigative and due process needs.
4. The employee shall be allowed the right to have an Association representative present during the interview and any meeting(s) with the employee related to the investigation. The opportunity to have the Association representative present at the interview shall not delay the interview more than twenty-four (24) hours.
5. All interviews shall take place at Sheriff’s Office/Community Corrections facilities, or elsewhere if mutually agreed, unless an emergency exists which requires the interview to be conducted elsewhere.
6. The County shall make a reasonable good faith effort to conduct these interviews during the employee’...
Potential Discipline Situations. Any police officer who will be interviewed at a disciplinary interview concerning an act, which if proven, could reasonably result in disciplinary action against them will be afforded the following safeguards:
1) The police officer will be informed prior to the interview if the University believes the officer is a subject of the investigation. At least twenty-four (24) hours prior to any interview where the University may impose discipline of an officer as a result of the underlying incident, the officer and the Union will be informed, in writing of the nature of the investigation and the specific allegations, policies, procedures and/or law which form the basis for the investigation at that time. The officer may consult with a Union representative. The officer will not be notified if doing so may jeopardize either the criminal or administrative investigation.
2) The police officer shall be allowed the right to have a Union representative present during the interview. The opportunity to have a Union representative present shall not unduly delay the interview.
3) The University shall make a reasonable good faith effort to conduct these interviews during the police officer’s regularly scheduled shift, except for emergencies. If the interview is held outside the officer’s regularly scheduled shift, the appropriate overtime payments shall be made. Where an officer is working on a graveyard shift, the University shall endeavor to conduct the interview contiguously to the officer’s shift, and the appropriate overtime payments shall be made to the officer. The officer shall be entitled to attend to physical needs.
4) The police officer will be afforded all rights and privileges to which they are entitled under the laws of the State of Oregon or the United States of America including required warnings and notices per state and federal laws (e.g., ORS 659.840).
5) All interviews shall be limited in scope to activities, circumstances, events, conduct or acts which pertain to the incident which is the subject of the investigation. Nothing in this section shall prohibit the University from questioning the police officer about information which is developed during the course of the interview.
6) If the University audio or video records the interview, a copy of the complete interview of the police officer, noting all recess periods, shall be furnished, upon request. The officer may at their choice record the interview. If the interviewed officer is subsequently charged ...
Potential Discipline Situations. Any employee who will be interviewed at a disciplinary interview concerning an act that, if proven, could reasonably result in disciplinary action, will be afforded the following safeguards:
1. The employee and the Guild will be informed that a disciplinary investigation is commencing, unless the employee is under criminal investigation, or if doing so would jeopardize either the criminal or administrative investigation.
2. At least forty-eight (48) hours prior to an administrative investigatory interview by the County of the affected employee, the result of which could be economic discipline, the employee and the Guild will be informed, in writing, of the nature of the investigation and the specific allegations, policies, procedures and/or laws that form the basis for the investigation at that time; the employee will be afforded the opportunity to consult with a Guild representative; and the employee and the Guild will be provided with a copy of all available material the County possesses related to the investigation, unless the County elects to provide a written statement of essential facts.
3. When releasing information to the employee and the Guild, the County may place conditions on disclosure of witness statements under circumstances where the conditions are warranted in order to limit risk of claims or aggravation of difficult circumstances in the work place or in the County’s relationship with a victim. In such event, the County and the Guild shall cooperate to meet appropriate investigative and due process needs.
4. The employee shall be allowed the right to have a Guild representative present during the administrative investigatory interview. The opportunity to have the Guild representative present at the interview shall not delay the interview more than four (4) hours, except for minor complaints (incidents for which no more than a verbal reprimand may result) which may be handled immediately when a representative is not readily available. However, if in the course of the interview it appears as if a more serious disciplinary problem has developed, the employee will be allowed up to four (4) hours to obtain a Guild representative to be present at the interview.
5. The County shall make a reasonable good faith effort to conduct these interviews during the employee’s regularly scheduled work shift, except for emergencies. However, the County may schedule the interview outside the employee’s regular working hours as long as the appropriate overtime...
