Refusal to Answer Questions Sample Clauses

Refusal to Answer Questions. Before a Member may be charged with insubordination or like offense for refusing to answer questions or participate in an investigation, the Member shall be advised that such conduct, if continued, may be made the basis for such a charge. No Member shall be charged with insubordination where such refusal is based on the Member’s exercise of the rights afforded the Member in regard to a criminal investigation. However, if a Member is provided “Xxxxxxx Rights”, and is informed by the Investigating Officer that the Member’s responses to questions will not result in any criminal proceeding against the Member, and the Member is ordered to answer the questions, a Member’s refusal to answer questions or refusal to participate in the investigation may form the basis for a charge of insubordination.
Sample 1Sample 2Sample 3See All (7)
AutoNDA by SimpleDocs
Refusal to Answer Questions. An officer accused of violating Ohio University or Department Policy and Procedure and who refuses to answer questions or fully cooperate during an administrative investigation may be charged with insubordination or like offense. Before such charge, the officer must be advised that such conduct, if continued, may be the basis for such charges and corrective action up to and including termination. An officer accused of violating Ohio University or Department Policy and Procedure will be provided with a Xxxxxxx Warning before being ordered to answer questions. An officer refusing to answer questions after being provided Xxxxxxx may face the charge of insubordination or like offense and attendant corrective action up to and including termination.
Sample 1Sample 2Sample 3See All (4)
Refusal to Answer Questions. A lieutenant accused of violating Ohio University or Department Policy and Procedure and who refuses to answer questions or fully cooperate during an administrative investigation may be charged with insubordination or like offense. Before such charge, the lieutenant must be advised that such conduct, if continued, may be the basis for such charges and corrective action up to and including termination. A lieutenant accused of violating Ohio University or Department Policy and Procedure will be provided with a Xxxxxxx Warning before being ordered to answer questions. A lieutenant refusing to answer questions after being provided Xxxxxxx may face the charge of insubordination or like offense and attendant corrective action up to and including termination.
Sample 1Sample 2Sample 3
Refusal to Answer Questions. In the case of an administrative investigation, before an employee may be charged with insubordination or like offense for refusing to answer questions or participate in an investigation, the employee shall be advised that such conduct, if continued, may be made the basis for such a charge. Except as set forth below, no employee shall be charged with insubordination where such refusal is based on the employee’s exercise of the rights afforded the employee in regard to a criminal investigation. However, if an employee is informed in writing by the investigating officer that his or her responses to questions will not result in criminal charges against the employee, and the employee is ordered to answer the questions, an employee’s refusal to answer questions or refusal to participate in the investigation may form the basis for a charge of insubordination.
Sample 1Sample 2
Refusal to Answer Questions. The refusal of an officer to answer questions concerning non-criminal matters may result in disciplinary action. The interview shall be conducted with as much confidentiality as possible. The interview of a member suspected of violating Department rules and regulations or other violations shall be limited to questions which are directly, narrowly and specifically related to the member's performance as it relates to the alleged violation. If the member is under arrest or is likely to be, that is, if he is a suspect or the target of a criminal investigation, he/she shall be afforded all rights granted under such circumstances to other persons. In all cases in which a member is interviewed concerning a serious violation of Departmental rules and regulations, which if proven could result in his/her removal from the department, he/she shall be afforded a reasonable opportunity and facilities to contact and consult privately with an attorney of his/her own choosing and/or Association Counsel before being interviewed, and his/her attorney and/or counsel may be present during the interview. The investigation will be conducted without unreasonable delay and the member will be advised of the final outcome of the investigation. Recognizing that the formality of this process is intended to ensure member rights are adhered to, any member wishing to waive this process for oral or written reprimands may do so. If based on the information provided at the time of the allegation, the Chief of Police feels that, if sustained, the employee will only face discipline less than suspension, the Chief can advise the union representative and president. After discussing with the member that is under investigation, the member can choose to waive the process. If at any time during this process, including after the member has waived Article 19, the Chief of Police receives information that, if sustained, could lead to a suspension, demotion or potential termination, the Chief will adhere to the full provisions of Article 19.
Sample 1
Refusal to Answer Questions. An officer accused of violating Ohio University or Department Policy and Procedure and who refuses to answer questions or fully cooperate during an administrative investigation may be charged with insubordination or like offense.
Sample 1

Related to Refusal to Answer Questions

  • CAFA Notice Pursuant to 28 U.S.C. § 1715, not later than ten (10) days after the Agreement is filed with the Court, the Settlement Administrator shall cause to be served upon the Attorneys General of each U.S. State in which Settlement Class members reside, the Attorney General of the United States, and other required government officials, notice of the proposed settlement as required by law, subject to Paragraph 5.1 below.

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: xxx.xxxx.xxx/xxxxxxxx/xxxxxxxxxx.xxx A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. Conduct interviews with candidates (interviews may occur in closed session pursuant to 5 ILCS 120/2(c)(3)). Interview Plan Explanation In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Assist the appointed Board member in filing his or her statement of economic interest (5 ILCS 420/4A-105(c). Announce the appointment to District staff and community. Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. Administer the Oath of Office and begin orientation. Guidelines Explanation See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: xxx.xxxx.xxx/xxxxxxxxxx_xxxxx.xxx. Inform IASB of the newly appointed Board member's name and directory information. DATED : December 16, 2019 Ottawa THSD 140

  • IN CASE OF ERRORS OR QUESTIONS ABOUT YOUR ELECTRONIC TRANSFERS In the event that you believe there has been an error with respect to any original check or image thereof transmitted to the Credit Union for deposit or a breach of this Agreement and Disclosure, you will immediately contact the Credit Union regarding such error or breach as set forth below. • By calling the Credit Union at: 000-000-0000; • By emailing the Credit Union at: xxxxxxxxxx@xxxxxxxxxxx.xxx; or • By writing a letter and sending it to P.O. Box 60890, Los Angeles, CA 00000-0000. Contact us as soon as you can if you think your statement or receipt is wrong or if you need more information about a transfer listed on the statement or receipt. We must hear from you no later than 60 days after we sent the FIRST statement on which the problem or error appeared. • Tell us your name and Account number. • Describe the error or the transfer you are unsure about, and explain as clearly as you can why you believe it is an error or why you need more information. • Tell us the dollar amount of the suspected error. If you tell us orally, we may require that you send us your complaint or question in writing within ten (10) business days. We will tell you the results of our investigation within ten (10)* business days after we hear from you and will correct any error promptly. If we need more time, however, we may take up to 45** days to investigate your complaint or question. If we decide to do this, we will provisionally credit your Account within ten (10)* business days for the amount you think is in error, so that you will have the use of the money during the time it takes us to complete our investigation. If we ask you to put your complaint or question in writing and we do not receive it within ten (10) business days, we may not credit your Account. If we decide that there was no error, we will send you a written explanation within three (3) business days after we finish our investigation. You may ask for copies of the documents that we used in our investigation. * If you assert an error within 30 days after you make the first deposit to your Account, we will have 20 business days instead of ten (10) business days. ** If you give notice of an error within 30 days after you make the first deposit to your Account, or notice of an error involving a transaction initiated outside the United States, its possessions and territories, we will have 90 days instead of 45 days to investigate. In accordance with Visa Operating Rules and Regulations, you will receive a provisional credit for Visa Check Card losses for unauthorized use within five (5) business days after you have notified us of the loss. This does not apply to ATM transactions using a PIN(s).

  • Request for Quotes 9.1 Customers needing information technology staff augmentation services will create a Request for Quote eQuote event in MFMP Sourcing, each time they desire to solicit information technology staff augmentation services. The Customer shall issue a detailed RFQ that includes a term, service levels, educational qualifications and experience needed.

Time is Money Join Law Insider Premium to draft better contracts faster.