Employee Investigations. (a) The Parties agree that in certain situations it may be in the best interest of both clients and employees that employees be reassigned or removed from all job sites during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence without loss of pay until the Employer has determined there is a prima facie case for imposing discipline.
Employee Investigations. 16.1 The University has the right to investigate all allegations of faculty misconduct.
Employee Investigations. The parties agree that in certain situations it may be in the best interest of both clients and employees that employees be reassigned or removed from all job sites during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee will be considered to be on leave of absence without loss of pay until the Employer has determined there is a prima facie case for imposing discipline. The Employer will make every effort to complete its investigation within 14 days. The Employer will provide the Union with a summary of the investigation report. This summary sheet is on a "without prejudice" basis and will not be referred to by either party in any third-party proceedings. The Employer will notify the union designate when an investigation of conduct has been initiated. Any employee who is interviewed in the course of an investigation will have the right to union representation at such an interview.
Employee Investigations. 1. The District will reserve the right to investigate allegations of employee misconduct in accordance with the procedures set forth by the District.
Employee Investigations. The parties agree that in certain situations it may be in the best interest of both clients and employees that employees be reassigned or removed from all job sites during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence without loss of pay until the University has determined there is a prima facie case for imposing discipline. The University will make every effort to complete its investigation within 14 days. The University will notify the President of the Union or their designate when an investigation of conduct has been initiated. Any employee who is interviewed in the course of an investigation shall have the right to union representation at such an interview.
Employee Investigations. A. The employee shall be informed prior to an investigatory interview of the purpose of the interview and whether the employee is a subject of the investigation or a witness in the investigation.
Employee Investigations. The parties agree that it may be in the best interests of both students and employees that employees be reassigned or removed from York House School during an investigation of conduct. In the event that it is necessary to remove an employee during an investigation of conduct:
Employee Investigations. The Employer shall provide Employees with a fact sheet on the investigative process as agreed upon by the parties.
Employee Investigations. The parties agree that in certain situations it may be in the best interest of both clients and employees that employees be reassigned or removed from all job sites during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence without loss of pay until the Employer has determined there is a prima facie case for imposing discipline. The Employer will make every effort to complete its investigation within fourteen (14) working days. The Employer will notify the President of the Union or his/her designate when an investigation of conduct has been initiated. Any employee who is interviewed in the course of an investigation shall have the right to union representation at such an interview.
Employee Investigations. 26.01 Minor incidents may be handled without the necessity of a formal investigation. Such incidents will be reviewed as quickly as possible by the proper officer of the Company with the employee concerned. Note: See Appendix H
