Investigatory Sample Clauses

Investigatory. Suspensions
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Investigatory. Leave The University may place an employee on investigatory leave without prior notice in order to review or investigate allegations of conduct. If upon conclusion of the investigation neither suspension without pay nor dismissal is determined to be appropriate, the employee shall be paid for the leave. If suspension without pay or dismissal is determined to be appropriate, up to fifteen (15) work days of the investigatory leave period may be without pay, provided the notice provisions and the employee response provisions in Sections D and E have been followed. Notice Written notice of intent to suspend for more than five (5) working days, demote, or dismiss shall be given to the employee by hand delivery or first class mail. (Proof of Service Required) The date on which the notice of intent was personally delivered or mailed shall constitute the "date of issuance" of the notice of intent. The notice of intent shall: a. Inform the employee of the disciplinary action which the University intends to take, the reason for the disciplinary action, and the effective date of the disciplinary action; b. Inform the employee that he or she has a right to respond either orally or in writing, to whom to respond, and that the response must be received within ten (10) calendar days of the date of the issuance of the notice of intent in accordance with section E. below; c. Include a copy of the charge and material upon which the charge is based. A copy of the notice of intent shall be sent to AFSCME. Employee Response Employee response to the notice of intent must be received within 10 calendar days from date of issuance (Respond orally or in writing).
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Investigatory. Leave The University may place an employee on investigatory leave with pay in order to review or investigate allegations of conduct which, in the University's view, would warrant relieving the employee immediately from all work duties. An investigatory leave with pay shall not be considered corrective action or discipline as defined in this Article. Notice Written notice of intent to suspend for more than five days, reduce an employee’s salary for more than thirty (30) working days, demote, or dismiss shall be given to the employee, either by hand delivery or by first class mail. (Proof of Service Required). The date mailed/hand delivered constitutes the "date of issuance" of the notice of intent (Copy to UPTE). The notice shall: a. Inform the employee of the action intended, the reason for the disciplinary action and the effective date of the action; b. Include a copy of the charge and material upon which the charge is based; and c. Inform the employee of the right to respond and to whom to respond within the time limit in Section F., below, either orally or in writing in accordance with Section F. Employee Response Employee response to the notice of intent must be received within 10 calendar days from date of issuance (Respond orally or in writing). University Response After review of the employee's timely response, if any, the University shall notify the employee of any action to be taken. Such action to be taken may not include discipline more severe than that described in the notice of intent; however, the University may reduce such discipline without the issuance of a further notice of intent. When such action includes a suspension without pay for five (5) days or longer, a copy of the letter of discipline/suspension will be sent concurrently to UPTE.
Sample 1
Investigatory. Leave The University may place an employee on investigatory leave without prior notice in order to review or investigate allegations of conduct. If upon conclusion of the investigation neither suspension without pay nor dismissal is determined to be appropriate, the employee shall be paid for the leave. If suspension without pay or dismissal is determined to be appropriate, up to 15 work days (120 hours) of the investigatory leave period may be without pay. Notice Written notice of intent to suspend for more than five working days, demote, or dismiss shall be given to the employee, either by hand delivery or first class mail. Proof of Service Required. The date mailed/hand delivered constitutes the "date of issuance" of the notice of intent. (Copy to FUPOA) Employee Response Employee response to notice of intent must be received within 15 calendars from the date of issuance of such notice (Repond orally or in writing).
Sample 1

Related to Investigatory

  • Investigatory Leave The Appointing Authority/designee may place an employee who is the subject of a disciplinary investigation on an investigatory leave with pay provided a reasonable basis exists to warrant such leave.

  • 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:

  • 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.

  • 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.

  • 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.

  • 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:

  • Investigation of Accidents The Occupational Health and Safety Committees, as provided in Clause 22.2, shall be notified of each accident or injury and shall investigate and report to the Union and Employer on the nature and cause of the accident or injury. In the event of a fatality the Employer shall immediately notify the President of the nature and circumstances of the accident.

  • Investigator Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any questions as to whether a matter is arbitrable, during the term of the collective agreement, an arbitrator agreed to by the parties shall, at the request of either party:

  • Investigations; Litigation There is no investigation or review pending (or, to the knowledge of Parent, threatened) by any Governmental Entity with respect to Parent or any of its Subsidiaries which would have, individually or in the aggregate, a Parent Material Adverse Effect, and there are no actions, suits, inquiries, investigations or proceedings pending (or, to Parent’s knowledge, threatened) against or affecting Parent or its Subsidiaries, or any of their respective properties at law or in equity before, and there are no orders, judgments or decrees of, or before, any Governmental Entity, in each case which would have, individually or in the aggregate, a Parent Material Adverse Effect.

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

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