Internal Investigation. A. The employee shall be informed of the nature of the investigation prior to questioning and shall be informed to the extent known at that time, whether the investigation is focused on the member for potential disciplinary charges.
Internal Investigation. A. Procedure - General
Internal Investigation. The City agrees to abide by the current adopted internal investigation procedure and Section 600, Discipline, of the Rules and Regulations. The City will first give the Association an opportunity to review and comment on any changes in the above, and the City agrees to collectively bargain over any mandatory negotiable changes in the above, in accordance with PECBA.
Internal Investigation. The parties agree to abide by the standard operating procedure{s) set forth in the UNH Police Department Policy manual and applicable to Citizen Complaint/Internal Investigation. The parties further acknowledge that under Article 31, Management Rights and Article 29, Effect of Agreement, the University retains the authority and right to amend said standard operating procedure(s) from time to time and agree to abide by the terms of said standard operating procedure(s) as in effect at the time of application.
Internal Investigation. Internal Investigation shall be conducted in such a manner as will comply with all applicable state laws and will not infringe upon the constitutional rights of any employee. Specifically, the Employer will comply with the mandates of Xxxxxxx and Xxxxxxx. An employee may be required to take a polygraph examination if permitted by law.
Internal Investigation. An Internal Investigation is defined as a formal inquiry, pre-authorized in writing by the Chief of Police, investigating an allegation(s) that an employee or employees violated a law, policy, procedure, rule, or regulation and when the employee misconduct, if sustained, will likely lead to suspension of an employee or greater discipline. This Section does not apply to criminal investigations. Investigations such as supervisory and administrative reviews, informal discussions regarding work performance, meetings to discuss performance evaluations, and meetings to discuss performance improvement plans are not internal investigations and are not the subject to this Section. Nothing in this Section prohibits an employee from invoking his or her right to have a representative present during a preliminary investigation, discussion, or meeting if the employee reasonably believes disciplinary action might result.
Internal Investigation. The parties agree to abide by the standard operating procedure(s) set forth in the Department Policy manual and applicable to citizen complaints and internal investigations. The parties further acknowledge that under Article 31, Management Rights and Article 29, Effect of Agreement, the Employer retains the authority and right to amend said standard operating .procedure(s) from time to time, and agree to abide by the terms of said standard operating procedure(s) as in effect upon application.
Internal Investigation should commence
Internal Investigation. The Complainant may bypass the following Internal Investigation Procedure and advance their complaint directly to grievance should they so choose. They also maintain the right to pursue complaints through the applicable legislative procedure regardless of the Collective Agreement governed procedure chosen. The Employer will react promptly to any allegation under this section. The Employer will appoint one Manager at ACTRA Toronto Performers and one Manager at ACTRA National who will be the designated Investigator under this section. Should a case arise whereby the usual Investigator is somehow involved in the complaint as Complainant, Respondent (the individual alleged to have engaged in any discrimination or harassment) or Witness, the Union will inform Management and if necessary, a suitable substitute Investigator will be appointed. The Investigator must be informed in writing of the Complainant’s awareness of the circumstances giving rise to the complaint. The Investigator will immediately furnish the Union with a copy of the complaint if it has not otherwise been provided. The matter will be treated in as confidential a manner as possible. The Investigator will investigate the complaint by separately and confidentially interviewing the Complainant, Respondent and any witnesses. The Union reserves the right to have a representative present during interviews. The Respondent will be briefed by the Investigator as to the nature of the complaint. The Respondent may choose not to participate in the Internal Investigation. The Investigator may deem it appropriate to hold further interviews with the Complainant, Respondent or Witnesses. The Investigator will collect other relevant documentary evidence which may include attendance records, performance reviews, emails, etc. The Investigator will also consider whether special expertise is required to investigate (i.e. a computer expert to retrieve evidence from a computer). The Investigator must consider whether criminal charges may arise or have arisen from the alleged conduct, in which case criminal charges will not be undermined and proper authorities should be notified. Accurate records of the investigation will be kept by the Investigator, including where the interview was conducted, by whom and who was present. The investigation may be recorded in interviewer notes, by a note taker, via tape recording (upon permission of the parties), etc. Interviews will be scheduled at times and places to ensure confiden...
Internal Investigation a. By January 13, 2017, the District shall conduct an internal investigation into the Complainant’s discrimination allegations. Specifically, the District will investigate whether:
