Investigation Protocol. When a teacher is alleged to have committed misconduct that could lead to discipline, the teacher must be allowed to have an Education Minnesota – OSSEO representative with them at any meeting related to the alleged misconduct. The investigation process must be conducted in an expeditious manner once representation has been established. The administrator in charge of the investigation will make every effort to complete the investigation within 30 calendar days; however, circumstances surrounding an allegation may result in an extended investigation. The staff member must be given timely progress reports. Teachers placed on administrative leave of absence during an investigation will receive full pay and benefits except for long-term disability, which will continue up to the limits provided in the carrier’s contract. Data resulting from an investigation will be handled according to applicable School Board policy and the Minnesota Government Data Practices Act.
Investigation Protocol. A. A teacher facing allegations of misconduct as defined above and pursuant to SDCL 13-43-6.1 will be notified of such allegations before any disciplinary action is taken. Any suspension from work during an investigation will be with pay. The administrative leave with pay will not be deducted from any accrued leave.
Investigation Protocol. The parties agree to implement the following Protocol within thirty (30) days of ratification of the Collective Agreement; The parties further agree to meet to develop and implement a joint training program for up to twenty (20) Local 79 members as determined by Local 79, and management personnel. The Protocol will continue for one (1) calendar year from the date of implementation. At the end of the one (1) year the parties agree to meet and discuss the continuation or the termination of the Protocol. Should there be agreement amongst the parties to continue to utilize the protocol, the parties agree to meet to develop and implement a joint training program. Any disputes arising out of the Protocol will be referred to the President of Local 79 and the Director of Employee and Labour Relations who will discuss and attempt to resolve the issues. Should the parties be unable to find resolution the Protocol may be terminated by mutual agreement.
Investigation Protocol. The District will make every effort to begin the 11 investigation as quickly as possible after placing the employee on leave. 12 Interviewees will be advised that they are obligated to cooperate with an 13 investigation and are expected to refrain from sharing their testimony with 14 other employees, students, or parents while the investigation is pending. 15 Interviewees will be advised that their statements are subject to disclosure 16 requests to the Association for the purpose of the Association representing 17 the employee on administrative leave. In addition, their statements are 18 subject to requests under the Washington Public Records Act following 19 conclusion of the investigation. The District’s intention is to engage 20 sufficient investigatory resources to begin and complete investigations in a 21 timely fashion. SEA-represented employees interviewed as witnesses will 22 be contacted directly and, when possible, allowed to schedule their interview 23 at a time and location convenient to them, and may have representation or 24 assistance by a person of their choice present in the interview. In all 25 interviews, the investigator will identify him or herself and the purpose of 26 the interview.
Investigation Protocol. The District will make every effort to begin the investigation as quickly as possible after placing the employee on leave. Interviewees will be advised that they are obligated to cooperate with an investigation and are expected to refrain from sharing their testimony with other employees, students, or parents while the investigation is pending. Interviewees will be advised that their statements are subject to disclosure requests to the Association for the purpose of the Association representing the employee on administrative leave. In addition, their statements are subject to requests under the Washington Public Records Act following conclusion of the investigation. The District’s intention is to engage sufficient investigatory resources to begin and complete investigations in a timely fashion. SEA-represented employees interviewed as witnesses will be contacted directly and, when possible, allowed to schedule their interview at a time and location convenient to them, and may have representation or assistance by a person of their choice present in the interview. In all interviews, the investigator will identify him or herself and the purpose of the interview.
Investigation Protocol. When a teacher is alleged to have committed misconduct, the teacher must be allowed to have an Education Minnesota – OSSEO representative with him/her at any meeting related to the alleged misconduct. The investigation process must be conducted in an expeditious manner once representation has been established. The administrator in charge of the investigation will make every effort to complete the investigation within 30 calendar days; however, circumstances surrounding an allegation may result in an extended investigation. The staff member must be given timely progress reports. Teachers placed on administrative leave of absence during an investigation will receive full pay and benefits. Data resulting from an investigation will be handled according to applicable School Board policy and the Minnesota Government Data Practices Act.
Investigation Protocol. The District will make every effort to begin the 38 investigation as quickly as possible after placing the employee on leave. 39 Interviewees will be advised that they are obligated to cooperate with an 40 investigation and are expected to refrain from sharing their testimony with other 41 employees, students, or parents while the investigation is pending. Interviewees 42 will be advised that their statements are subject to disclosure requests to the 43 Association for the purpose of the Association representing the employee on 44 administrative leave. In addition, their statements are subject to disclosure requests 45 under the Washington Public Disclosure Act following conclusion of the 46 investigation. The District’s intention is to engage sufficient investigatory 1 resources to begin and complete investigations in a timely fashion. SESPA- 2 represented employees interviewed as witnesses will be contacted directly and, 3 when possible, allowed to schedule their interview at a time and location 4 convenient to them, and may have representation or assistance by a person of their 5 choice present in the interview. In all interviews, the investigator will identify him 6 or herself and the purpose of the interview. 7
