Results of Investigation. There may be three outcomes of an investigation:
1. The concern/allegation is proven to be false so no disciplinary action is taken;
2. The evidence is inconclusive regarding whether the concern/allegation is true or false and thus no disciplinary action is taken; or
3. Disciplinary action may be taken in accordance with paragraph G, below. If the outcome of an investigation is either 1, or 2, above, a brief letter will be written to the employee indicating the result of the investigation was either that the allegations were shown to be false or that the evidence was inconclusive. In either event, the letter will also state that no disciplinary action will be taken. A copy of the letter will be maintained in the employee’s personnel file but is subject to purging as identified in Article IV, Section 5 of this Agreement when requested by the employee.
Results of Investigation. In cases alleging discrimination or harassment by an employee, and in which no finding of discrimination or harassment is made, no record of the complaint shall be placed in the employee’s evaluation file, unless the employee requests otherwise. The employee may request that a copy of the complete investigation file be placed in the employee’s evaluation file. Where a finding of discrimination or harassment is made, a record of the complete findings shall be placed in the employee’s evaluation file.
Results of Investigation. If any investigation conducted by Buyer with respect to the Property identifies issues which require maintenance or repair or that cause Buyer to want to terminate this Agreement, Buyer and Seller shall act in good faith to discuss possible resolutions to the problem, which will be agreeable to both parties. The resolution period shall not extend past the Closing Date, unless agreed upon in writing by both parties.
Results of Investigation. Celcor shall have determined in good faith that the results of its investigation do not show any losses, liabilities, commitments, contingencies or other conditions of or relating to Northeast which are not set forth or reflected in the financial statements of Northeast previously delivered to Celcor or have not been otherwise disclosed to Celcor and which in the aggregate materially and adversely affect the business, financial condition, properties, results of operations, forecasts or prospects of Northeast (as defined in SEC regulations).
Results of Investigation. If the investigation results in a finding that bullying occurred, the appointing authority or agency head/Secretary, as appropriate, shall: ➢ Consider any mitigating circumstances; ➢ Determine the appropriate disciplinary action, if any, to be imposed; and ➢ Give the employee a written notice of the disciplinary action to be taken and the employee’s appeal rights. The appointing authority or agency head/Secretary, as appropriate, must investigate and take appropriate disciplinary action, if any, within 30 days of gaining knowledge of the alleged bullying, except that if a suspension without pay is imposed the suspension must be imposed no later than 5 workdays following the close of the employee’s next shift after the appointing authority acquires knowledge of the misconduct for which the suspension is imposed, in accordance with State Personnel and Pensions Article §11-106(c).
Results of Investigation. TTIS and Subsidiary shall be satisfied with the results of any investigation of the business and affairs of Inventory undertaken by them pursuant to Subsection 5.1 hereof.
Results of Investigation. At the conclusion of any investigation the Company will determine and take a suitable course of action to manage the situation. In identifying the specific action to be taken the results of the investigation should be considered. The following actions should be considered: providing counselling services commencing disciplinary processes in line with the employee counselling and discipline procedure assistance during a rehabilitation process. If the cause is shown not to be related to drugs or alcohol, the manager will use all available resources to address the issue including referral to the EAP or the OHS Committee. The following is the procedure to be followed:
Results of Investigation. Olas and Subsidiary shall be satisfied with the results of any investigation of the business and affairs of eDiets undertaken by them pursuant to section 5.1 hereof.
Results of Investigation. At the conclusion of any investigation, the Company will determine and take a suitable course of action to manage the situation. In identifying the specific action to be taken the results of the investigation should be considered. The following actions should be considered: • providing counselling services; • commencing disciplinary processes, in line with the employee counselling and discipline procedure; • assistance during a rehabilitation process. If the cause is shown not to be related to drugs or alcohol, the manager will use all available resources to address the issue, including referral to the EAP or the OHS Committee. The following is the procedure to be followed: An employee who has been assessed in accordance with this procedure as being affected by alcohol or other drugs must present to their Manager on the following work day to discuss: • The requirements of this procedure; • Risks to safety the behaviour creates; • Unacceptability of the behaviour; • The employee's performance in relation to the adherence of this procedure will be monitored; • Employee access to the EAP. The employee's Manager may issue either:
a. counselling and explain to the employee, both verbally,, and in writing, that further breaches of this procedure may lead to a further disciplinary action;.
b. a warning and explain to the employee, both verbally, and in writing, that further breaches of this procedure may lead to a further disciplinary action. Where the breach is associated with serious misconduct, the employee's employment may be terminated. An employee who has been assessed in accordance with this procedure as being affected by alcohol or other drugs must present to their Manager on the following work day to discuss: • The ongoing requirements of this procedure; • Risks to safety the behaviour creates; • Unacceptability of the behaviour; • The fact that the level of their performance in relation to the adherence of this procedure will be monitored on a weekly basis; • Discuss if the employee has accessed the EAP. The employee's Manager will issue a written warning and explain to the employee, both verbally and in writing, that further breaches of this procedure will lead to a further warning or termination. Where the breach is associated with serious misconduct, the employee's employment may be terminated. An employee who has been assessed for the third time in a 12-month period, in accordance with this procedure, as being affected by alcohol or other drugs, wil...
Results of Investigation. BUYC shall have determined in good faith that the results of its investigation do not show any losses, liabilities, commitments, contingencies or other conditions of or relating to Northeast which are not set forth or reflected in the financial statements of Northeast previously delivered to BUYC or have not been otherwise disclosed in writing to BUYC and which in the aggregate materially and adversely affect the business, financial condition, properties, results of operations, forecasts or prospects of Northeast.
