Common use of Staff Interviews Clause in Contracts

Staff Interviews. 49.2.1 When the Company is trying to discover whether, or by whom, an offence or breach of Company security has been committed, the Company is entitled to question any employee, whether suspected or not, from whom the Company thinks that useful information may be obtained. 49.2.2 As soon as the Company has reasonable grounds for suspicion that an employee has committed an offence the Company will ask such employee whether the employee will agree to be questioned in connection to the matter and upon such agreement being forthcoming the Company shall caution the employee before putting any further questions, or further questioning relating to that offence. 49.2.3 The Company may object to the presence of any particular person as a witness at such interview if there is reason to believe that the witness may be in some way involved in the subject matter of the interview. The attendance of an employee as a witness at a security interview shall be on the understanding that the witness will not reveal to any person not involved in the interview what has taken place or been said in the course of such interview and that the witness shall not interrupt or frustrate the course of the interview. 49.2.4 During the course of any such interview, Company personnel shall conduct themselves in a courteous manner toward the employee being interviewed. 49.2.5 Where a security investigation involves an employee remaining on the premises or elsewhere at the Company's direction, outside of the employee's working time, the employee shall be paid overtime, for all time so spent. 49.2.6 As a general principle, employees who have been interviewed with regard to a security matter should not be transferred to another work place, have a change of duties or sustain any disciplinary action until the security investigation has been completed. However, it is acknowledged

Staff Interviews. 49.2.1 48.2.1 When the Company is trying to discover whether, or by whom, an offence or breach of Company security has been committed, the Company is entitled to question any employee, whether suspected or not, from whom the Company thinks that useful information may be obtained. 49.2.2 48.2.2 As soon as the Company has reasonable grounds for suspicion that an employee has committed an offence the Company will ask such employee whether the employee will agree to be questioned in connection to the matter and upon such agreement being forthcoming the Company shall caution the employee before putting any further questions, or further questioning relating to that offence. 49.2.3 48.2.3 The Company may object to the presence of any particular person as a witness at such interview if there is reason to believe that the witness may be in some way involved in the subject matter of the interview. The attendance of an employee as a witness at a security interview shall be on the understanding that the witness will not reveal to any person not involved in the interview what has taken place or been said in the course of such interview and that the witness shall not interrupt or frustrate the course of the interview. 49.2.4 48.2.4 During the course of any such interview, Company personnel shall conduct themselves in a courteous manner toward the employee being interviewed. 49.2.5 48.2.5 Where a security investigation involves an employee remaining on the premises or elsewhere at the Company's direction, outside of the employee's working time, the employee shall be paid overtime, for all time so spent. 49.2.6 48.2.6 As a general principle, employees who have been interviewed with regard to a security matter should not be transferred to another work place, have a change of duties or sustain any disciplinary action until the security investigation has been completed. However, it is acknowledgedacknowledged that there may be circumstances in which it may be desirable to transfer an employee, or change the employee's duties. In such a case maximum care is to be exercised by the Company so as to prevent any odium attaching to the employee as a result of the transfer or change in duties. In such cases the Union shall be advised of such transfer, change of duties or disciplinary action.

Staff Interviews. 49.2.1 50.2.1 When the Company is trying to discover whether, or by whom, an offence or breach of Company security has been committed, the Company is entitled to question any employee, whether suspected or not, from whom the Company thinks that useful information may be obtained. 49.2.2 50.2.2 As soon as the Company has reasonable grounds for suspicion that an employee has committed an offence the Company will ask such employee whether the employee will agree to be questioned in connection to the matter and upon such agreement being forthcoming the Company shall caution the employee before putting any further questions, or further questioning relating to that offence. 49.2.3 50.2.3 The Company may object to the presence of any particular person as a witness at such interview if there is reason to believe that the witness may be in some way involved in the subject matter of the interview. The attendance of an employee as a witness at a security interview shall be on the understanding that the witness will not reveal to any person not involved in the interview what has taken place or been said in the course of such interview and that the witness shall not interrupt or frustrate the course of the interview. 49.2.4 50.2.4 During the course of any such interview, Company personnel shall conduct themselves in a courteous manner toward the employee being interviewed. 49.2.5 50.2.5 Where a security investigation involves an employee remaining on the premises or elsewhere at the Company's direction, outside of the employee's working time, the employee shall be paid overtime, for all time so spent. 49.2.6 50.2.6 As a general principle, employees who have been interviewed with regard to a security matter should not be transferred to another work place, have a change of duties or sustain any disciplinary action until the security investigation has been completed. However, it is acknowledgedacknowledged that there may be circumstances in which it may be desirable to transfer an employee, or change the employee's duties. In such a case maximum care is to be exercised by the Company so as to prevent any odium attaching to the employee as a result of the transfer or change in duties. In such cases the Union shall be advised of such transfer, change of duties or disciplinary action.