Common use of Probable cause determination; minor discipline only Clause in Contracts

Probable cause determination; minor discipline only. In the course of determining whether probable cause exists to conduct an investigation, in cases that could result only in minor discipline (a written warning or written reprimand), an investigator (or other designated management representative) may conduct an informal interview with the employee(s) about whom a complaint has been made. The purpose of the interview is to assist in the determination of probable cause for an investigation under this article. a. Prior to being interviewed with respect to a determination of probable cause, the employee shall be informed in writing of the nature of the allegation and the purpose of the interview, and be afforded a reasonable opportunity to contact and consult privately with a union xxxxxxx or other union representative. b. The interview shall be conducted at a reasonable time and, when practicable, on the department’s premises when the employee is on duty. A union representative may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the allegation(s). The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained. d. Upon completion or termination of the interview, the remaining sections set forth in this article shall be followed. e. An interview of an employee under this section is not required in order to proceed under sections 4 or 5 below.

Probable cause determination; minor discipline only. In the course of determining whether probable cause exists to conduct an investigation, in cases that could result only in minor discipline (a written warning or written reprimand), an investigator (or other designated management representative) may conduct an informal interview with the employee(s) about whom a complaint has been mademade under this article. The purpose of the interview is to assist in the determination of probable cause for an investigation under this article. a. Prior to being interviewed with respect to a determination of probable cause, the employee shall be informed in writing of the nature of the allegation and the purpose of the interview, and be afforded a reasonable opportunity to contact and consult privately with a union xxxxxxx or other union representative. b. The interview shall be conducted at a reasonable time and, when practicable, on the department’s premises when the employee is on duty. A union representative may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the allegation(s). The employee shall not be subjected to any offensive language language, nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained. d. Upon completion or termination of the interview, the remaining sections set forth in this article shall be followed. e. An interview of an employee under this section is not required in order to proceed under sections 4 or 5 below. e. Upon completion or termination of the interview, the remaining sections set forth in this article shall be followed.

Probable cause determination; minor discipline only. In the course of determining whether probable cause exists to conduct an investigation, in cases that could result only in minor discipline (a written warning or written reprimand), an investigator (or other designated management representative) may conduct an informal interview with the employee(s) about whom a complaint has been mademade under this article. The purpose of the interview is to assist in the determination of probable cause for an investigation under this article. a. Prior to being interviewed with respect to a determination of probable cause, the employee shall be informed in writing of the nature of the allegation and the purpose of the interview, and be afforded a reasonable opportunity to contact and consult privately with a union xxxxxxx or other union representative. b. The interview shall be conducted at a reasonable time and, when practicable, on the department’s premises when the employee is on duty. A union representative may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the allegation(s)allegation. The employee shall not be subjected to any offensive language language, nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained. d. Upon completion or termination of the interview, the remaining sections set forth in this article shall be followed. e. An interview of an employee under this section is not required in order to proceed under sections 4 or 5 below.