Internal Administrative Investigation Sample Clauses

Internal Administrative Investigation. It is recognized that as a condition of employment, it is the duty of employees to cooperate with internal administrative investigations. In many instances an inquiry may be initiated without an individual employee as the target of the investigation. During the investigation when the College believes that disciplinary action will result or may result in relation to an individual employee, that employee will be notified prior to any further questioning. At any stage of the investigation, if the employee involved believes that he/she is the subject of the investigation and that the investigation could lead to or could reasonably lead to discipline, then the employee has the right to ask for Lodge representation during the questioning. The bargaining unit employee shall be allowed reasonable time of not less than twenty-four (24) hours to contact a Lodge Representative and/or attorney prior to any interview, and to have the Lodge Representative and/or attorney present during all interview sessions. A member or a Lodge Representative may make a request for an extension and it shall not be unreasonably denied. Bargaining unit employees shall be informed by the Chief of Police/Designee of the nature of the investigation prior to questioning. An employee suspected of having committed a criminal offense shall be assured the same rights as any other citizen regarding police inquiry. If the investigation is criminal in nature, the employee shall be given a “Miranda” warning and shall be afforded all rights thereunder. If the investigation is administrative in nature, the employee shall be given the “Xxxxxxx” warning and shall be afforded all rights thereunder. Before an employee may be charged with insubordination or like offense for refusing to answer questions or participate in any investigation, the employee shall be advised that such conduct, if continued, may be made the basis for such a charge;, except that an employee who refused to answer questions or participate in a criminal investigation shall not be charged with insubordination or like offense where such refusal is premised on the exercise of the rights and advice afforded under the “Miranda” warning. Any questioning or interviewing of an employee will be conducted at hours during the employee’s shift, or immediately before or after the employee’s working hours. Such sessions shall be for a reasonable period of time. Interview sessions shall be for reasonable periods of time, and time shall be allowed du...
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Internal Administrative Investigation. It is recognized that as a condition of employment, it is the duty of Facilities Management employees to cooperate with internal administrative investigations. In many instances an inquiry may be initiated without an individual employee as the target of the investigation. During the investigation when the College believes that disciplinary action will result or may result in relation to an individual employee, that employee will be notified prior to any further questioning. At any stage of the investigation, if the employee involved believes that they are the subject of the investigation and that the investigation could reasonably lead to discipline, then the employee has the right to ask for Union representation during the questioning. Any questioning or interviewing of an employee will be conducted at hours during the employee’s shift, or immediately before or after the employee’s working hours. Such sessions shall be for a reasonable period of time. Any employee who has been under internal administrative investigation shall be informed of the outcome of the investigation within fourteen (14) days of the completion of the investigation. If the Union agrees to permit/waive the right to representation to another representative chosen by the employee, that representative shall be bound by the process negotiated herein. If circumstances warrant, the accused employee may be placed on suspension of duties for up to ten (10) work days without pay by the College where it is necessary to carry out an effective investigation. The President must approve a suspension of duties for more than ten (10) work days during the investigation. When the employee is placed on administrative leave, the Director of Facilities Management shall provide the employee with the specific allegations and a listing of evidence. If the President decides that discipline is warranted, then the suspension during the investigation phase will be taken into account when serving a formal disciplinary suspension. If the President gives no discipline, then the time served without pay during the investigation will be given back to the accused employee. If the employee is removed from their position, there shall be no compensation for the time off during the investigation.
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Related to Internal Administrative Investigation

  • 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:

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Xxxxxxxx-Xxxxx; Internal Accounting Controls The Company and the Subsidiaries are in compliance with any and all applicable requirements of the Xxxxxxxx-Xxxxx Act of 2002 that are effective as of the date hereof, and any and all applicable rules and regulations promulgated by the Commission thereunder that are effective as of the date hereof and as of the Closing Date. The Company and the Subsidiaries maintain a system of internal accounting controls sufficient to provide reasonable assurance that: (i) transactions are executed in accordance with management’s general or specific authorizations, (ii) transactions are recorded as necessary to permit preparation of financial statements in conformity with GAAP and to maintain asset accountability, (iii) access to assets is permitted only in accordance with management’s general or specific authorization, and (iv) the recorded accountability for assets is compared with the existing assets at reasonable intervals and appropriate action is taken with respect to any differences. The Company and the Subsidiaries have established disclosure controls and procedures (as defined in Exchange Act Rules 13a-15(e) and 15d-15(e)) for the Company and the Subsidiaries and designed such disclosure controls and procedures to ensure that information required to be disclosed by the Company in the reports it files or submits under the Exchange Act is recorded, processed, summarized and reported, within the time periods specified in the Commission’s rules and forms. The Company’s certifying officers have evaluated the effectiveness of the disclosure controls and procedures of the Company and the Subsidiaries as of the end of the period covered by the most recently filed periodic report under the Exchange Act (such date, the “Evaluation Date”). The Company presented in its most recently filed periodic report under the Exchange Act the conclusions of the certifying officers about the effectiveness of the disclosure controls and procedures based on their evaluations as of the Evaluation Date. Since the Evaluation Date, there have been no changes in the internal control over financial reporting (as such term is defined in the Exchange Act) of the Company and its Subsidiaries that have materially affected, or is reasonably likely to materially affect, the internal control over financial reporting of the Company and its Subsidiaries.

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