Investigatory Discussion Sample Clauses

Investigatory Discussion. When necessary, a supervisor will hold an investigatory discussion with the Employee. A BMTC representative may be present in accordance with 5 USC 7114 (a)(2)(B) and referenced in Section 0303 a(1) and a(2). The Employee will provide truthful and complete information when presenting their side of the issue and when answering questions during the investigatory discussion. The pertinent facts presented in the discussion will be documented. Investigations by the Employer should be conducted as promptly as possible to ensure effectiveness of the corrective action (if warranted) and shall at all times be complete and fair. The corrective action imposed shall be that which can reasonably be expected to correct the affected Employee and maintain discipline and morale among other Employees. If no disciplinary action is to be taken, the Employee should be informed as soon as possible. If the Employee has designated a representative during this process the representative shall be present at the discussion. Any Employee covered by this Agreement has the right to be represented, as noted above, at the following discussions during the disciplinary process: Investigatory, any informal follow up discussions to that investigation, and during any response to a proposed action.
Sample 1
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Related to Investigatory Discussion

  • 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.

  • 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 the employee 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 Meetings A. An employee required to attend an investigatory meeting shall receive advance notice of such meeting. Such notice shall include:

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Justification and Anticipated Results The Privacy Act requires that each matching agreement specify the justification for the program and the anticipated results, including a specific estimate of any savings. 5 U.S.C. § 552a(o)(1)(B).

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Settlement Discussions This Agreement is part of a proposed settlement of matters that could otherwise be the subject of litigation among the Parties hereto. Nothing herein shall be deemed an admission of any kind. Pursuant to Federal Rule of Evidence 408 and any applicable state rules of evidence, this Agreement and all negotiations relating thereto shall not be admissible into evidence in any proceeding other than to prove the existence of this Agreement or in a proceeding to enforce the terms of this Agreement.

  • 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.

  • 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:

  • Study An application for leave of absence for professional study must be supported by a written statement indicating what study or research is to be undertaken, or, if applicable, what subjects are to be studied and at what institutions.

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