Investigation of alleged misconduct. (a) Where an investigation is required, the Employer will appoint a person to conduct an investigation into the alleged misconduct. Where appropriate, the investigation may be conducted by the Employee’s immediate manager. The appointed person must not have any prior personal involvement in the matter.
Investigation of alleged misconduct. Section 10.1.1 The Chief of Police will be responsible for assigning investigations of alleged employee misconduct. The employee’s immediate supervisor, another supervisor, the Lieutenant, or the Chief may conduct investigations. The Chief may elect to have an outside agency investigate allegations of gross misconduct or major incidents involving employees if he believes the department would benefit from an objective outside investigation.
Investigation of alleged misconduct. Where an investigation is required, the Employer will appoint a person to conduct an investigation into the alleged misconduct. Where appropriate, the investigation may be conducted by the Employee’s immediate manager. The appointed person must not have any prior personal involvement in the matter. The Employer will provide the Employee with an opportunity to speak to the investigator if the Employee wishes to do so. The investigation may include: collecting any relevant materials; speaking with the Employee; speaking with any relevant witnesses; providing the Employee with specific particulars to allow the Employee to properly respond to the alleged misconduct; seeking an explanation from the Employee; and investigating any explanation made by the Employee for the purposes of verifying the explanation so far as possible. In relation to each allegation of misconduct, the investigator will make findings as to whether: the allegation is substantiated; or the allegation is not substantiated. Where the investigator makes a finding that an allegation is not substantiated, which is accepted by the Employer, the misconduct process will conclude in relation to any such allegation and the Employee will be informed accordingly. Where the investigator makes a finding that the allegation is substantiated, the Employer will consider this information and propose a discipline outcome.
Investigation of alleged misconduct. 29.8.1 As soon as practicable after an allegation of misconduct has been made and the Library has determined in accordance with this clause 29 that an investigation is required, the Library will advise the Employee of the alleged misconduct in writing.
Investigation of alleged misconduct. The individual assigned to the investigation of an alleged act of misconduct on the part of a Member or Employee of the Department shall conduct a thorough and accurate investigation. Such an investigation shall include formal statements from all parties concerned when necessary and pertinent to the gathering and preservation of physical evidence pertaining to the case and all other information bearing on the matter.
Investigation of alleged misconduct. (a) Where an investigation is required, the Library will appoint a person to conduct an investigation into the alleged misconduct. Where appropriate, the investigation may be conducted by the Employee’s immediate manager. The appointed person must not have any prior personal involvement in the matter.
Investigation of alleged misconduct. 4.12.9(a) As soon as practicable after an allegation of misconduct has been made and Museums Victoria has determined in accordance with Clause 4.12.8(a)(i) or Clause 4.12.8(a)(ii) that an investigation is required, Museums Victoria will advise the employee of the alleged misconduct in writing.
