CONDUCTING AN INVESTIGATIVE INTERVIEW Sample Clauses

CONDUCTING AN INVESTIGATIVE INTERVIEW. The Investigative Interview is a formal meeting in which the supervisor and the Battalion Chief or next level supervisor and employee discuss the problem at hand. The supervisors identify the problem and discuss facts, evidence, etc., obtained during the information gathering phase. Section I of the HFD Disciplinary Action Form is completed to document the Investigative Interview. During the Investigative Interview, the employee is afforded the opportunity to provide an explanation. This explanation may be given during the meeting or the employee may elect to submit a written response to the supervisor who is conducting the investigation up to 48 hours later (or at a mutually agreed upon time). The Investigative Interview should be conducted by the immediate supervisor and the Battalion Chief or may be conducted by the Fire Chief and/or their designee, depending upon the nature and seriousness of the event leading to the meeting. Important points to remember during any meeting between supervisors and employees are: Privacy: Meetings should always be held in private. When problems are discussed openly in front of others, people tend to become defensive and try to save face.
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CONDUCTING AN INVESTIGATIVE INTERVIEW. 18 The Investigative Interview is a formal meeting in which the Assistant Fire Chief 19 or Fire Chief level supervisor and employee discuss the problem at hand. The 20 supervisor(s) identify the problem and discuss facts, evidence, etc., obtained 21 during the information gathering phase. Section I of the NLVFD Disciplinary 22 Action Form (Appendix B) is completed to document the Investigative Interview 24 During the Investigative Interview, the employee is afforded the opportunity to 25 provide an explanation. This explanation may be given during the meeting or the 26 employee may elect to submit a written response to the supervisor who is 27 conducting the investigation up to 48 hours later (or at a mutually agreed upon 28 time). 30 The Investigative Interview should be conducted by the Fire Chief and/or 31 designee, depending upon the nature and seriousness of the event leading to the 32 meeting. Important points to remember during any meeting between supervisors 33 and employees are: 34 35 Privacy: Meetings should always be held in private. When problems are 36 discussed openly in front of others, people tend to become defensive and try to 37 save face. 38
Sample 1Sample 2
CONDUCTING AN INVESTIGATIVE INTERVIEW. The Investigative Interview is a formal meeting in which the supervisor and the Battalion Chief or next level supervisor and employee discuss the problem at hand. The supervisors identify the problem and discuss facts, evidence, etc., obtained during the information gathering phase. Section I of the HFD Disciplinary Action Form (Appendix B) is completed to document the Investigative Interview During the Investigative Interview, the employee is afforded the opportunity to provide an explanation. This explanation may be given during the meeting or the employee may elect to submit a written response to the supervisor who is conducting the investigation up to 48 hours later (or at a mutually agreed upon time). The Investigative Interview should be conducted by the immediate supervisor and the Battalion Chief or may be conducted by the Fire Chief and/or his designee, depending upon the nature and seriousness of the event leading to the meeting. Important points to remember during any meeting between supervisors and employees are:
Sample 1
CONDUCTING AN INVESTIGATIVE INTERVIEW. The Investigative Interview is a formal meeting in which the Assistant Fire Chief or Fire Chief level supervisor and employee discuss the problem at hand. The supervisor(s) identify the problem and discuss facts, evidence, etc., obtained during the information gathering phase. Section I of the NLVFD Disciplinary Action Form (Appendix B) is completed to document the Investigative Interview During the Investigative Interview, the employee is afforded the opportunity to provide an explanation. This explanation may be given during the meeting or the employee may elect to submit a written response to the supervisor who is conducting the investigation up to 48 hours later (or at a mutually agreed upon time). The Investigative Interview should be conducted by the Fire Chief and/or designee, depending upon the nature and seriousness of the event leading to the meeting. Important points to remember during any meeting between supervisors and employees are: Privacy: Meetings should always be held in private. When problems are discussed openly in front of others, people tend to become defensive and try to save face.
Sample 1

Related to CONDUCTING AN INVESTIGATIVE INTERVIEW

  • Background Investigation The BOARD is prohibited from knowingly employing a person who has been convicted of committing or attempting to commit certain criminal offenses. If the required criminal background investigation is not completed at the time this Contract is signed, and the subsequent investigation report reveals that there has been a prohibited conviction, this Contract shall immediately become null and void.

  • Investigative Rights From the date of this Agreement until the Closing Date, each party shall provide to the other party, and such other party's counsel, accountants, auditors and other authorized representatives, full access during normal business hours and upon reasonable advance written notice to all of each party's properties, books, contracts, commitments and records for the purpose of examining the same. Each party shall furnish the other party with all information concerning each party's affairs as the other party may reasonably request.

  • Investigatory Interviews When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that he/she be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.

  • Investigation Period The first sentence of Section 4.1 of the Purchase Agreement is hereby deleted in its entirety and the following is hereby substituted in lieu thereof: “During the time period commencing upon the Effective Date of this Agreement, and terminating at 11:59 p.m. on October 18, 2012 (the “Investigation Period”), Buyer shall have the right to conduct and complete an investigation of all matters pertaining to the Property and Buyer’s purchase thereof including, without limitation, the matters described in this Section 4.1.”

  • Site Investigation Developer has made a careful investigation of the Site and is familiar with the requirements of the Contract Documents and has accepted the readily observable, existing conditions of the Site.

  • Geotechnical Investigation Perform in accordance with the City Design Manual and other City requirements as designated in writing by the Director.

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Cooperation with Investigations You agree to cooperate with us in the investigation of unusual transactions, poor quality transmissions, and resolution of customer claims, including by providing, upon request and without further cost, any originals or copies of items deposited through the Service in your possession and your records relating to such items and transmissions.

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