Common use of Research Integrity Policy Clause in Contracts

Research Integrity Policy. The provisions of this Article 10 and Article 11 do not apply in circumstances that fall under the Research Integrity Policy (the “Policy”)., subject to the following understandings: (a) The Employer will afford members of the bargaining unit the opportunity to be included in the consultation process conducted by the University in the event that changes to the Policy are proposed; (b) The Union may vest in its National body, Canadian Union of Public Employees, its role in any of the capacities provided for in the Policy; (c) At the time the employee/respondent is provided, in writing, the details of the allegation, the employee/respondent shall be provided with a copy of the Policy and will be informed of their right to be accompanied by a friend, colleague, or legal representative which includes a Union representative, during an investigation; (d) During the course of an investigation, the University will take reasonable steps to avoid loss of wages to non-respondent employees; (e) If procedures for removal are initiated under Policy, procedures under Article 11 of this Collective Agreement will be followed; (f) For the purposes of Appendix A of the Policy, the Union is recognized as “the appropriate staff association” for employees in this bargaining unit; (g) An employee/respondent may choose to have the Union represent them before a Research Misconduct Hearings Panel. Regardless of whether the employee exercises this right, the Union retains the right to send an Observer to the hearing, subject to the limitation set forth in the Policy. The employee’s Union representative, if any, and the Union’s Observer, if any, shall not be the same person;

Research Integrity Policy. The provisions of this Article 10 and Article 11 do not apply in circumstances that fall under the Research Integrity Policy (the “Policy”)., subject to the following understandings: (a) The Employer will afford members of the bargaining unit the opportunity to be included in the consultation process conducted by the University in the event that changes to the Policy are proposed; (b) The Union may vest in its National body, Canadian Union of Public Employees, its role in any of the capacities provided for in the Policy; (c) At the time the employee/respondent is provided, in writing, the details of the allegationInquiry stage, the employee/respondent shall be provided with a copy of the Policy and will be informed of their his/her right to be accompanied by a friend, colleague, or legal representative which includes a Union representative, during an investigation;the Inquiry Stage (d) During the course of an investigationInquiry stage, the University will take Xxxx’x responsibilities pursuant to Paragraph 10(h)(iii) of the Policy include taking reasonable steps to avoid loss of wages to non-respondent employees; (e) If procedures for removal are initiated under PolicyParagraph 11(iv) in the policy, procedures under Article 11 of this Collective Agreement will be followed; (f) For the purposes of Appendix A Paragraph 16 of the Policy, the Union is recognized as “the appropriate staff association” for employees in this bargaining unit; (g) An employee/respondent may choose to have the Union represent them him/her before a Research Misconduct Hearings PanelCommittee. Regardless of whether the employee exercises this right, the Union retains the right to send an Observer to the hearing, subject to the limitation set forth in Paragraph 20 of the Policy. The employee’s Union representative, if any, and the Union’s Observer, if any, shall not be the same person;.

Research Integrity Policy. The provisions of this Article 10 and Article 11 do not apply in circumstances that fall under the Research Integrity Policy (the “Policy”)., subject to the following understandings: (a) The Employer will afford members of the bargaining unit the opportunity to be included in the consultation process conducted by the University in the event that changes to the Policy are proposed;in (b) The Union may vest in its National body, Canadian Union of Public Employees, its role in any of the capacities provided for in the Policy; (c) At the time the employee/respondent is provided, in writing, the details of the allegation, the employee/respondent shall be provided with a copy of the Policy and will be informed of their right to be accompanied by a friend, colleague, or legal representative which includes a Union representative, during an investigation; (d) During the course of an investigation, the University will take reasonable steps to avoid loss of wages to non-respondent employees; (e) If procedures for removal are initiated under Policy, procedures under Article 11 of this Collective Agreement will be followed; (f) For the purposes of Appendix A of the Policy, the Union is recognized as “the appropriate staff association” for employees in this bargaining unit; (g) An employee/respondent may choose to have the Union represent them before a Research Misconduct Hearings Panel. Regardless of whether the employee exercises this right, the Union retains the right to send an Observer to the hearing, subject to the limitation set forth in the Policy. The employee’s Union representative, if any, and the Union’s Observer, if any, shall not be the same person;

Research Integrity Policy. The provisions of this Article 10 and Article 11 do not apply in circumstances that fall under the Research Integrity Policy (the “Policy”)., subject to the following understandings: (a) The Employer will afford members of the bargaining unit the opportunity to be included in the consultation process conducted by the University in the event that changes to the Policy are proposed; (b) The Union may vest in its National body, Canadian Union of Public Employees, its role in any of the capacities provided for in the Policy; (c) At the Inquiry stage, time the employee/respondent is provided, in writing, the details of the allegation, the employee/respondent shall be provided with a copy of the Policy and will be informed of his/her their right to be accompanied by a friend, colleague, or legal representative which includes a Union representative, during an investigationinvestigation the Inquiry Stage; (d) During the Inquiry stage course of an investigation, the University Xxxx’x responsibilities pursuant to Paragraph 10(h)(iii) of the Policy include will take takeing reasonable steps to avoid loss of wages to non-respondent employees; (e) If procedures for removal are initiated under PolicyParagraph 11(iv) in the pPolicy, procedures under Article 11 of this Collective Agreement will be followed; (f) For the purposes of Paragraph 16 Appendix A of the Policy, the Union is recognized as “the appropriate staff association” for employees in this bargaining unit; (g) An employee/respondent may choose to have the Union represent him/her them before a Research Misconduct Hearings Committee Panel. Regardless of whether the employee exercises this right, the Union retains the right to send an Observer to the hearing, subject to the limitation set forth in Paragraph 20 of the Policy. The employee’s Union representative, if any, and the Union’s Observer, if any, shall not be the same person; (h) Pursuant to Paragraph 25 of the Policy: (i) in the case of exoneration the employee/respondent will have the right, if he/she they so chooses, to involve a Union Representative in the consultation process regarding the issuance of statements of exoneration (ii) In the event that the Hearings Committee determines that misconduct has occurred, the Union, with written consent from the employee/respondent, will be provided with a list of the recipient(s) of any communications that the Vice- President (Research) provides to granting agencies, coauthors, collaborators, editors of journals, professional societies, appropriate University officers, etc. (iii) Notwithstanding the provision of the Policy that decisions of the Hearings Committee are binding and cannot be appealed, an employee/respondent may, following the issuance of the Hearings Committee decision, file a grievance alleging that the Policy was invoked in violation of Article 6 of this Collective Agreement. The parties agree a grievance filed pursuant to this Article 10.13(h)