Investigation and Representation. As the investigator of a grievance, the Union President (or designated representative) shall be allowed reasonable time off their job, without loss of time or pay, to investigate a grievance they are to discuss, or has discussed, with the University upon having received permission from their supervisor to do so. The supervisor will grant permission as soon as reasonably possible and provide sufficient time to leave their work for these purposes, subject to necessary emergency exceptions. This privilege is subject to the understanding that the time will be devoted to the proper handling of grievances and will not be abused. These employees will perform their regularly-assigned work at all times, except when necessary to leave work to handle grievances as provided herein. Any alleged abuse of this privilege by either party may be a proper subject for a Special Conference.
Investigation and Representation. The investigator of a grievance (Local President, Chief Xxxxxxx, District Xxxxxxx or their alternate) shall be allowed time off his/her job without loss of time or pay to investigate a grievance he/she is to discuss or has discussed with the University upon having received permission from his/her supervisor to do so. If the investigator of a grievance wants to discuss the matter with an employee during working hours, the investigator must receive permission from the employee's supervisor. The supervisor will grant permission as soon as reasonably possible and provide sufficient time to leave work for these purposes, subject to necessary emergency exceptions. This privilege is subject to the understanding that the time will be devoted to the proper handling of grievances and will not be abused. These employees will perform their regularly- assigned work at all times, except when necessary to leave work to handle grievances as provided herein. Any alleged abuse of this privilege by either party may be a proper subject for a Special Conference. Upon request, the Local President, Chief Xxxxxxx, and/or District Xxxxxxx shall be allowed time off his/her job without loss of pay to attend a grievance meeting.
Investigation and Representation. Allegations or other assertions of failure of proper employee conduct or performance are not charges, but constitute a basis for appropriate investigation by the Employer. The parties agree that disciplinary action must be supported by timely and accurate investigation. For purposes of this Article, investigation to determine whether disciplinary action should be taken is timely when commenced within twenty (20) weekdays following the date on which the Employer had reasonable basis to believe that such investigation should be undertaken.
Investigation and Representation. Allegations or other assertions of failure of proper employee conduct or performance are not charges, but constitute a basis for appropriate investigation by the Employer. The parties agree that disciplinary action must be supported by timely and accurate investigation. The employee will cooperate in the investigation, to the extent possible including responding to questions related to the investigation. Such investigations must be initiated within fifteen (15) weekdays from the date that the Employer knew or could reasonably have known of the employee's improper conduct or performance. Failure of the Employer to act within the above cited time limit shall bar the Employer from taking any action against the Employee relative to the specific conduct in question. Except in unusual circumstances, such investigation shall be completed within 15 week days of the initiation of the investigation. An employee shall be entitled to a Union representative, if requested, at any meeting at which disciplinary action may or will take place, or at any investigatory interview of the employee by the Employer related to one or more specific charges of misconduct against the employee. The Employer must advise the employee if he/she is entitled to representation under the provisions of this section, and of the purpose of such meeting prior to the meeting. It shall not be the policy of the Employer to take disciplinary action in the course of an investigation unless an emergency suspension or removal from the premises as provided in this Article is warranted. If the Union Representative is to be an attorney certified by the Union, the employee or Union shall give as much notice as possible to the Employer. Investigatory conference proceedings may not be taped or electronically recorded in any other manner unless mutually agreed to by the employer and the Union representative at the conference, except in the Departments of State Police and Corrections.
Investigation and Representation. 24 Allegations or other assertions of failure of proper employee conduct or performance are 25 not charges, but constitute a basis for appropriate investigation by the Employer. The 26 parties agree that disciplinary action must be supported by timely and accurate 27 investigation. For purposes of this Article, investigation to determine whether disciplinary 28 action should be taken is timely when commenced within twenty (20) week days following 29 the date on which the Employer had reasonable basis to believe that such investigation 30 should be undertaken. The Employer will make reasonable efforts to conclude 31 investigations as soon as practicable. 32 The Employer shall provide notice in writing of the investigative conference/interview and 33 include notice of the employee's right to a Union Representative. At the beginning of the 34 investigatory conference/interview the designated Union Representative shall be given a 35 copy of any prepared investigation questions to be asked during the conference/interview. 36 This shall in no way limit the questions the Employer may ask during the 37 conference/interview. In the event the investigatory conference/interview is not 38 completed, the Union Representative shall return the copy of the investigation questions. 39 Upon reconvening the investigatory conference/interview the investigation questions will
Investigation and Representation. As the investigator of a grievance, the Local President shall be allowed reasonable time off their job, without loss of time or pay, to investigate a grievance they are to discuss, or has discussed, with the University upon having received permission from their supervisor to do so. The supervisor will grant permission as soon as reasonably possible and provide sufficient time to leave their work for these purposes, subject to necessary emergency exceptions. This privilege is subject to the understanding that the time will be devoted to the proper handling of grievances and will not be abused. These employees will perform their regularly-assigned work at all times, except when necessary to leave work to handle grievances as provided herein. Any alleged abuse of this privilege by either party may be a proper subject for a Special Conference.
Investigation and Representation. 2 Allegations or other assertions of failure of proper employee conduct or 3 performance are not charges, but constitute a basis for appropriate investigation 4 by the Employer. The parties agree that disciplinary action must be supported by 5 timely and accurate investigation. The employee will cooperate in the 6 investigation, to the extent possible including responding to questions related to 7 the investigation. Such investigations must be initiated within fifteen (15) 8 weekdays from the date that the Employer knew or could reasonably have known 9 of the employee's improper conduct or performance. Failure of the Employer to 10 act within the above cited time limit shall bar the Employer from taking any action 11 against the Employee relative to the specific conduct in question. Except in 12 unusual circumstances, such investigation shall be completed within 15 week 13 days of the initiation of the investigation. 14
Investigation and Representation. 28 Allegations or other assertions of failure of proper employee conduct or performance 29 are not charges, but constitute a basis for appropriate investigation by the Employer. 30 The parties agree that disciplinary action must be supported by timely and accurate 31 investigation. The employee will cooperate in the investigation, to the extent possible 32 including responding to questions related to the investigation. Such investigations must 33 be initiated within fifteen (15) weekdays from the date that the Employer knew or could 34 reasonably have known of the employee's improper conduct or performance. Failure of 35 the Employer to act within the above cited time limit shall bar the Employer from taking 36 any action against the Employee relative to the specific conduct in question. Except in 37 unusual circumstances, such investigation shall be completed within 15 week days of 38 the initiation of the investigation. 39 40 An employee shall be entitled to a Union representative, if requested, at any meeting at 41 which disciplinary action may or will take place, or at any investigatory interview of the 42 employee by the Employer related to one or more specific charges of misconduct 43 against the employee. The Employer must advise the employee if he/she is entitled to 44 representation under the provisions of this section, and of the purpose of such meeting 45 prior to the meeting. It shall not be the policy of the Employer to take disciplinary action 1 in the course of an investigation unless an emergency suspension or removal from the 2 premises as provided in this Article is warranted. 4 If the Union Representative is to be an attorney certified by the Union, the employee or 5 Union shall give as much notice as possible to the Employer.
Investigation and Representation. Allegations or other assertions of failure of proper employee conduct or performance are not charges, but constitute a basis for appropriate investigation by the Employer. The parties agree that disciplinary action must be supported by timely and accurate investigation. For purposes of this Article, investigation to determine whether disciplinary action should be taken is timely when commenced within twenty (20) week days following the date on which the Employer had reasonable basis to believe that such investigation should be undertaken. The employer shall provide notice in writing of the investigative conference/interview. The employee shall not be subjected to questioning by more than one supervisor/investigator at a time. An employee is required to give prompt, full and accurate answers, to the extent possible, to questions put to him/her by the Employer concerning any matter regulated by the Employer, related to conduct or performance, or which may have a bearing upon the employee's fitness, availability or performance of duty. During the course of an investigation, the Employer will avoid duplicating questions unless necessary to clarify the employee’s response. Written questionnaires may be used to initiate or further an investigation. The Employer will avoid duplicating questions contained on the initial questionnaire on any follow-up questionnaire given to the employee under investigation. If the employee’s own conduct is the direct subject of the investigation and a written statement or completion of a questionnaire is required, at the time it is turned in the employee shall be provided a copy of the questionnaire and a copy of the response. The employee shall then have the opportunity to review, amend, or correct the statement prior to the end of their next regularly scheduled shift. An employee shall be entitled upon request to the presence of a Union Representative at a disciplinary conference at which discipline or a less than satisfactory service rating may or will take place, or at an investigative interview of the employee by the Employer regarding allegations or charges of misconduct against the employee which if substantiated could result in any disciplinary action. During the course of an investigatory interview, if it is determined that the employee being interviewed could become the subject of an investigation, the interview will immediately be stopped and the employee will be offered the opportunity to obtain representation before th...
Investigation and Representation. 29 Allegations or other assertions of failure of proper employee conduct or performance are 30 not charges, but constitute a basis for appropriate investigation by the Employer. The 31 parties agree that disciplinary action must be supported by timely and accurate 32 investigation. For purposes of this Article, investigation to determine whether disciplinary 33 action should be taken is timely when commenced within twenty (20) week days following 34 the date on which the Employer had reasonable basis to believe that such investigation 35 should be undertaken. The Employer will make reasonable efforts to conclude 36 investigations as soon as practicable. 37 The Employer shall provide notice in writing of the investigative conference/interview, at 38 the beginning of the investigatory conference/interview the designated Union 39 Representative shall be given a copy of any prepared investigation questions to be asked
