Common use of Investigative procedure Clause in Contracts

Investigative procedure. (a) The purpose of an investigative procedure is to conclude whether, on balance, concerns regarding conduct or performance are well-founded and supported by evidence. An investigation procedure must be fair including proper regard to procedural fairness. (b) The Employer will: (i) advise the Employee of the concerns and allegations in writing; (ii) provide the Employee with any material which forms the basis of the concerns; (iii) ensure the Employee is provided a reasonable opportunity to answer any concerns including a reasonable time to respond; (iv) advise the Employee of their right to have a representative, including a Union representative; (v) ensure that the reason for any interview is explained; and (vi) take reasonable steps to investigate the Employee’s response.

Investigative procedure. (a) The purpose of an investigative procedure is to conclude whether, on balance, concerns regarding conduct Conduct or performance Performance are well-founded and supported by evidence. An investigation procedure must be fair including proper regard to procedural fairness. (b) The Employer will: (i) advise the Employee of the concerns and allegations in writing; (ii) provide the Employee with any material which forms the basis of the concerns; (iii) ensure the Employee is provided a reasonable opportunity to answer any concerns including a reasonable time to respond; (iv) advise the Employee of their right to have a representative, including a Union representative; (v) ensure that the reason for any interview is explained; and (vi) take reasonable steps to investigate the Employee’s response.

Investigative procedure. (a) 30.3.1. The purpose of an investigative procedure is to conclude whether, on balance, concerns regarding conduct Conduct or performance Performance are well-founded and supported by evidence. An investigation procedure must be fair including proper regard to procedural fairness. (b) 30.3.2. The Employer will: (ia) advise the Employee of the concerns and allegations in writing; (iib) provide the Employee with any material which forms the basis of the concernsconcerns before seeking a response; (iiic) ensure the Employee is provided a reasonable opportunity to answer any concerns including a reasonable time to respond; (ivd) advise the Employee of their right to have a representative, including a Union Association representative; (ve) ensure that the reason for any interview is explained; and (vif) take reasonable steps to investigate the Employee’s 's response.