Investigative Training Sample Clauses

Investigative Training. The Union shall appoint three (3) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training. All costs of such training shall be incurred by the Employer.
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Investigative Training. The Union shall appoint three (3) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training offered by the CAW-Canada Human Rights Department within ninety (90) days of ratification. All costs of such training shall be incurred by the Employer.
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Investigative Training. The Union shall appoint two (2) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training offered by the Unifor-Canada Human Rights Department as required. All costs of such training shall be incurred by the Employer.
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Investigative Training. The Union shall appoint two (2) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training. All costs of such training shall be incurred by the Employer. 5:01(f) REVIEW/INVESTIGATION OF COMPLAINTS Review of Complaint Upon receipt of a complaint, the Supervisor or Union representative will immediately inform the Executive Director, Academic & Staff Relations. The Executive Director, Academic & Staff Relations or their designate and a Union Committee representative will jointly interview the complainant to determine whether or not the allegation of harassment or discrimination is founded. If the review determines that the allegation is unsubstantiated, the complainant will be advised that no further action is necessary. If the parties disagree, the complaint will move forward to the investigation stage. Investigation of Complaint If the initial review indicates that the allegation of harassment or discrimination warrants investigation, the Executive Director, Academic & Staff Relations or their designate and a Union Committee representative will jointly interview the respondent, witnesses, and other persons named in the complaint. A written report will be prepared by the Executive Director, Academic & Staff Relations or their designate and reviewed by the Union Committee representative within fifteen (15) days of the investigation. Such report shall include: the background of the case, including the allegations; the response; and the steps taken to resolve the complaint. A written copy of the investigative findings will be provided to the complainant and the respondent. If the joint investigation confirms that discrimination or harassment has occurred, the Executive Director, Academic & Staff Relations or their designate will make a determination of the appropriate resolution, and immediate action will be taken to put an end to the discrimination or harassment. The Union Committee representative will be notified, prior to communicating with the complainant and respondent, regarding the action to be taken. Every effort shall be made and maintained by all parties to treat the complaint in a sensitive and confidential fashion, consistent with providing reasonable information to the complainant and the person against whom the complaint is made as to the nature of the allegation, the progress of the complaint and its resolution or disposition. It is agreed that the appropriate res...
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Investigative Training. The Union shall appoint three (3) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training. All costs of such training shall be incurred by the Employer. 5:01 (f) REVIEW/INVESTIGATION OF COMPLAINTS Review of Complaint Upon receipt of a complaint, the Supervisor or Union representative will inform the Manager, Labour Relations within five (5) working days. The Manager, Labour Relations, or designate, and a Union Committee representative will jointly interview the complainant within five (5) working days of the Manager, Labour Relations being notified to determine whether or not the allegation of harassment or discrimination meets the definition in Article 5:01(a), (b), or (c). If the review determines that the allegation does not meet the definition in Article 5:01(a), (b), or (c), the complainant will be advised that no further action is necessary. If the parties disagree, the complaint will move forward to the investigation stage and a determination will be made as to whether an external investigator is required. The Employer shall consult the Union on the choice of external investigator prior to commencing the investigation. To ensure a timely review/ investigation can occur, it is understood that a member who has brought forward a complaint or who is the respondent to a complaint under this Article will participate in any investigation and will be afforded the opportunity to be accompanied by a Union Representative to do so. If such member is absent from work due to illness, reasonable accommodations will be made to ensure their timely and ongoing participation in the process, as supported by the employee’s medical practitioner.
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Investigative Training. The District will provide annual training by a person with appropriate expertise on how to investigate and respond to allegations of racial, sexual, and disability harassment, including anti-Semitic harassment, to District and school administrators with responsibility for investigating and responding to such allegations, including the school resource officer. The instruction will include a review of the District’s harassment policies and procedures and cover, for example, how to conduct thorough investigations, how to evaluate evidence and weigh it in an impartial manner, how to make credibility determinations, and the appropriate standards for determining whether harassment has occurred; !t the District’s request, OCR may provide this training at no cost to the District; By January 30, 2015, the District will provide a written description of the proposed investigative training, including the name and qualifications of the proposed trainer, to OCR for review and approval. The District will provide the training by March 30, 2015 and confirm to OCR that it has done so.
Sample 1
Investigative Training. The Union shall appoint one (1) member who will conduct investigations on behalf of the Union. The Union and Company representatives will participate in harassment investigation training offered by the Unifor Canada Human Rights Department within ninety (90) days of ratification. All costs of such training shall be incurred by the Company.
Sample 1
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Investigative Training. The Recipient will provide investigative training to Recipient staff that are directly involved in, or supervise these staff members, investigating complaints or other reports of race, color, or national origin discrimination, including harassment. The investigative training will specifically include a review of investigative techniques for all types of discrimination complaints, including instructions on how to conduct and document reliable and impartial investigations of alleged discrimination, including harassment based on race, color, and national origin, assessment of credibility, weighing evidence, and on the appropriate legal standards to apply in such investigations. The training will be conducted by an independent qualified person(s). Only Recipient staff members who have received this training may conduct investigations or supervise these investigators.
Sample 1

Related to Investigative Training

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Formal Investigation Once the matter has been brought to the attention of the Store executive, an internal investigation of the complaint will be conducted at which time the complainant will be requested to present, in writing, the particulars of the harassment. Such internal investigation will be initiated no later than ten (10) business days of the matter being brought to the attention of the Store executive, and shall be concluded no later than thirty (30) business days of the initiation of the investigation. Any extension of the aforementioned time frames must have the agreement of the complainant and the union if the complainant has chosen to involve it. Based on the outcome of the investigation, which will be provided in writing upon the completion of the investigation, to both the complainant and the union, should the complainant consent to this disclosure, it will be determined if there has been a breach of Company policy on harassment, and the appropriate action will be taken in the event that harassment is determined to have occurred. STEP THREE - SUBSEQUENT INCIDENTS Subsequent incidents should immediately be reported and followed by a written description to the most senior store executive involved in Step Two for further investigation and disciplinary action, if confirmed, with a copy to the union Chairperson with the consent of the complainant. After all steps of the Harassment Protection Policy have been exhausted, if the incident has not been resolved to the satisfaction of the employee, the employee may file a grievance at Step 2 of the grievance procedure.

  • COMPLAINTS AND INVESTIGATIONS 1. This article applies to complaints or allegations made externally and not from normal supervisory activities.

  • Investigatory Interviews When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that he/she be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:

  • Investigative Rights From the date of this Agreement until the Closing Date, each party shall provide to the other party, and such other party's counsel, accountants, auditors and other authorized representatives, full access during normal business hours and upon reasonable advance written notice to all of each party's properties, books, contracts, commitments and records for the purpose of examining the same. Each party shall furnish the other party with all information concerning each party's affairs as the other party may reasonably request.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.

  • Cooperation with Investigations You agree to cooperate with us in the investigation of unusual transactions, poor quality transmissions, and resolution of customer claims, including by providing, upon request and without further cost, any originals or copies of items deposited through the Service in your possession and your records relating to such items and transmissions.

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.

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