Preliminary Investigation. Preliminary investigation meetings may be taped or electronically recorded by either party after notification has been made to the other participants and a copy provided to the other party upon request. Live transmissions of the meeting shall be prohibited.
Preliminary Investigation. 7.1 The purpose of the preliminary investigation is to gather sufficient information to decide whether or not there are reasonable grounds to believe that the suspicion or a victim's allegation is partly/wholly true.
7.2 The individual who will carry out the preliminary investigation will usually be the Branch Manager or Head of Department. It is therefore in the interest of both the Bank and the individual against whom allegations have been made that a fair and professional process is used. This will help ensure that as much accurate information as possible is available to the decision-making authorities at the various stages of the disciplinary processes and that the rights of the individual are upheld.
7.3 If procedures have not been carried out properly, there is a strong possibility that the Bank would either be unable to continue proceedings at all, or be more restricted in the options available to Managers in a position to take disciplinary action.
7.4 The outcome of the preliminary investigation may be:
(a) The complaint is unjustified, in which case it is possible that no action will be taken.
(b) The complaint does not constitute misconduct, but may require some form of action.
(c) The allegation constitutes misconduct and requires further action. In this case, an appropriate person from the Human Resources Department will step in to handle the matter.
Preliminary Investigation. In the event there is an allegation of misconduct or unsatisfactory work performance the crew member’s Manager, or a management representative, will conduct an initial investigation to determine whether there is any substance to the allegation and, if so, the extent of it.
Preliminary Investigation. An investigator, who may be a Staff Member or officer of the University, will not have had any prior involvement in or dealings with the alleged conduct and not have any conflict of interest in investigating the matter.
Preliminary Investigation. In the event a supervisor has reason to believe an employee has not met an established work or conduct standard, it is the obligation of the supervisor to fully investigate the circumstances surrounding the alleged infraction.
Preliminary Investigation. (i) Within twenty (20) calendar days of acknowledgement of the complaint, the responsible civil rights official will review the complaint for acceptance, rejection, or referral to the appropriate Federal agency.
(ii) If the complaint is accepted, the responsible civil rights official will no- tify the complainant and the award of- ficial. The responsible civil righs offi- cial will also notify the applicant or re- cipient complained against of the alle- gations and give the applicant or re- cipient an opportunity to make a writ- ten submission responding to, rebut- ting, or denying the allegations raised in the complaint.
(iii) The party complained against may send the responsible civil rights official a response to the notice of com- plaint within thirty (30) calendar days of receiving it. With leave of the re- sponsible civil rights official, an an- swer may be amended at any time. The responsible civil rights official will per- mit answers to be amended for good cause shown.
Preliminary Investigation. Management conducts its preliminary investigation. Depending on the circumstances, this could be a nearly completed investigation or it could be no investigation at all. Note that further investigation can occur at step 5. This preliminary investigation could be conducted jointly by Management and Union representatives.
Preliminary Investigation. Except in cases of possible gross misconduct where there is a requirement for the precautionary suspension of an employee under paragraph 5.1 where either a complaint has been received or where an employee’s conduct or performance has given cause for concern, a brief, preliminary investigation should take place to determine whether or not the formal procedure should be instigated. This preliminary investigation should take place as soon as the incident is brought to the attention of the manager or Head Teacher and should be conducted by a member of the senior management team, other than the Head Teacher, or an appropriate nominee. The employee should be advised of the nature of the complaint and of the preliminary investigation. The preliminary investigation should be concluded within a few working days unless there are exceptional circumstances. Care should be taken not to prejudice any formal investigation which may follow pursuant to this agreement. Following this preliminary investigation the Head Teacher may: • Take no further action • Have a management discussion with the teacher • Initiate the formal procedure as outlined in 5.9
Preliminary Investigation. 23.4.1 Prior to any Disciplinary Hearing being convened, the Company shall first conduct a Preliminary Investigation and be satisfied that there is a case to answer.
23.4.2 A member of the Flight Operations Management team shall be nominated by the Chief Pilot to act as the Investigating Manager to conduct Preliminary Investigations.
23.4.3 As part of the Preliminary Investigation the Company should, except in exceptional circumstances, contact the Officer concerned, inform him in general terms of the nature of the Preliminary Investigation and give him the opportunity to explain his actions or involvement in the event in question. At this stage the Officer has the right to involve a representative as defined in Section 23.2. The Preliminary Investigation shall take place as soon as practicable from when the Company becomes aware of an alleged offence.
23.4.4 Once it has been established that there is a case to answer, the Officer, and his nominated representative, if any, shall be notified of this in writing within three (3) days and the procedures outlined in Section 23.5, shall be followed. Such written notification shall include the details by which the officer shall be contactable and available to the company.
23.4.5 Where the Preliminary Investigation concludes that the Officer has no case to answer, the Officer, and his nominated representative, if any, shall be immediately informed of this decision in writing and his Personnel Records shall be cleared of all the allegations or complaints that gave rise to this Preliminary Investigation.
Preliminary Investigation. Prior to issuing an oral admonishment, a letter of reprimand or a proposed notice of disciplinary action, the immediate supervisor will undertake preliminary investigations to determine the facts. Employees of the unit are entitled to union representation at formal discussions, in which discipline may result, or the employee reasonable believes discipline may result, and will be notified of this right to representation before the discussion begins. If the employee desires such representation, it will be granted before further action occurs. Disciplinary action will be initiated within a reasonable amount of time.
