INVESTIGATION, DISCIPLINE PROCEDURES, PERSONNEL RECORDS Sample Clauses

INVESTIGATION, DISCIPLINE PROCEDURES, PERSONNEL RECORDS. Section 20.1 Criminal Investigations A bargaining unit member who is to be questioned as a suspect in any investigation where criminal charges may result, shall be advised of his constitutional rights in accordance with law.
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INVESTIGATION, DISCIPLINE PROCEDURES, PERSONNEL RECORDS. 26 Section 27.1 – Criminal Investigations 26 Section 27.2 – Internal Investigations 26 Section 27.3 – Complaints 26 Section 27.4 – Corrective Action 27 Section 27.5 – Progressive Action 27 Section 27.6 – Predisciplinary Meetings 28 Section 27.7 – Discipline Records 28 Section 27.8 – Appeal of Discipline 29 Section 27.9 – Seniority 29 Section 27.10 – Conduct of Investigation 29 Section 27.11 – Prior Discipline 29 Section 27.12 – Use of Polygraphs 29 Section 27.13 – Union Representation 29
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INVESTIGATION, DISCIPLINE PROCEDURES, PERSONNEL RECORDS. Section 9.1 Internal Investigations. Bargaining unit members required to respond to questions during internal investigations shall be informed of their constitutional rights and responsibilities. Before a bargaining unit member may be charged with insubordination or like offense for refusing to answer questions or participate in an investigation, he shall be advised that such conduct, if continued, may be the basis for such a charge. All members shall be obligated to cooperate in any investigation conducted by the Hocking County 911. At any time a formal investigation concerning a bargaining unit member occurs wherein disciplinary action of record (reprimand of record, suspension, reduction, or removal) will or may result, the member will be notified when he is first questioned, that such result is possible. When a bargaining unit member suspected of a violation is being interviewed, such interview shall be recorded at the request of either party by the requesting party. No recording of interviews or interrogations shall be made without the knowledge of the bargaining unit member and/or the Employer. If recordings are made, the other party shall be provided a copy. Any complaints of violation of rules and regulations or of improper conduct that could not result in criminal charge shall be filed within thirty (30) days of the conclusion of the investigation. In the absence of extenuating circumstances, all investigations pursued under this section shall be completed within sixty (60) days of complaint. The member under investigation shall receive written notice of the date of the beginning of the investigation and shall also receive written notice of any required extensions to complete. Nothing herein shall be construed as restricting members of the bargaining unit from reporting violations of Departmental rules or policy committed by other members of the bargaining unit. Excluding matters involving criminal investigations, any member who is charged with violating the Department rules and regulations will be provided access to transcripts, records, written statements, and tapes pertinent to the case. The information shall be provided within a reasonable time, but not later than the pre-disciplinary conference, to allow the member and/or the Union to conduct an independent investigation of the matter. In the event a bargaining unit member is relieved of duty at the direction of the Employer with regard to an internal investigation, the member shall be placed...
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INVESTIGATION, DISCIPLINE PROCEDURES, PERSONNEL RECORDS. Investigations
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Related to INVESTIGATION, DISCIPLINE PROCEDURES, PERSONNEL RECORDS

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Discipline Records An employee who goes for a period of twenty-four (24) working months without any disciplinary action shall be considered to have a clear record for the purpose of substantiating future disciplinary action or for use in arbitration hearings. At the written request of an employee, any report in his/her personnel file, excluding assessments or observations, that may be considered or construed by the employee to be reprimanding, disciplinary or derogatory will be placed in an envelope and labeled “not relevant for disciplinary purposes” and returned to the personnel file. This would be done only after two consecutive years (24 months) with no disciplinary action. Any record of disciplinary action or derogatory report which has been in the file longer than two years, or any reference in the file to an incident that occurred more than two years ago, may not be used as evidence or testimony against the employee. Cases of disciplinary action which was the result of moral turpitude (gross violation of standards of moral conduct, vileness—an act involving moral turpitude is considered intentionally evil, making the act a crime) or a pattern of allegations of child endangerment that results in disciplinary action by the district are exempted from the two year moratorium.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Contractor Sensitive Information 17.1 The Authority must:

  • Evaluation of Teaching 1. All reports on a teacher shall be in writing.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • Information Safeguards Business Associate will develop, document, implement, maintain and use appropriate administrative, technical and physical safeguards to preserve the integrity and confidentiality of and to prevent non-permitted use or disclosure of PHI created for or received from Recipient or its Subsidiaries. These safeguards must be appropriate to the size and complexity of Business Associate’s operations and the nature and scope of its activities. Business Associate agrees that these safeguards will meet any applicable requirements set forth by the U.S. Department of Health and Human Services, including (as of the effective date or as of the compliance date, whichever is applicable) any requirements set forth in the final HIPAA security regulations. Business Associate agrees to mitigate, to the extent practicable, any harmful effect that is known to Business Associate resulting from a use or disclosure of PHI by Business Associate in violation of the requirements of this Addendum.

  • Handling Sensitive Personal Information and Breach Notification A. As part of its contract with HHSC Contractor may receive or create sensitive personal information, as section 521.002 of the Business and Commerce Code defines that phrase. Contractor must use appropriate safeguards to protect this sensitive personal information. These safeguards must include maintaining the sensitive personal information in a form that is unusable, unreadable, or indecipherable to unauthorized persons. Contractor may consult the “Guidance to Render Unsecured Protected Health Information Unusable, Unreadable, or Indecipherable to Unauthorized Individuals” issued by the U.S. Department of Health and Human Services to determine ways to meet this standard.

  • Investigation of Grievances The investigation of grievances shall not interfere with the orderly process of education in District 281.

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