Investigation Procedure. 1. A Party shall only apply a bilateral safeguard measure following an investigation by the competent authorities of that Party in accordance with Article 3 of the Agreement on Safeguards, and to this end, that Article is incorporated into and made an integral part of this Agreement, mutatis mutandis.
Investigation Procedure. Upon receipt of a request for extension, the District Representative shall conduct an investigation of the facts asserted by Contractor to constitute good cause for an extension. District Representative shall report the results of this investigation, as well as the propriety of the time extension requested, to Contractor in writing within ten (10) days of receipt of the request and shall indicate whether it will recommend for or against the extension. Upon receiving the District Representative’s recommendation, Contractor may either concur in the recommendation, or reject the recommendation and proceed with a claim as provided for in Sections 21 and 23 of these General Conditions.
Investigation Procedure. A. At any time an inquiry concerning an employee occurs when the Employer believes that disciplinary action of record (reprimand of record, suspension, reduction, or removal) will or may result, the employee will be notified when he is first questioned, that such result is possible.
Investigation Procedure. 5.01 If a complaint is made, management will ensure that an investigation will be conducted promptly.
Investigation Procedure a. When any teacher is required to appear before the Board of Education, district or building administrator concerning any matter which could result in disciplinary action, the teacher shall be given twenty-four (24) hours’ notice of the meeting or interview whenever possible, prior written notice of the reasons for such meeting or interview whenever possible, and a representative of the Association present to advise him/her and represent him/her during such meeting or interview if agreed upon by the Association and the person requesting the interview.
Investigation Procedure. Once a member of management has been informed of the threat or incidence of violence, the claim will be promptly and thoroughly investigated, in as confidential a manner as possible. The complainant will be kept informed as to the status of the investigation and its outcome as much as is permitted by law or legal strategy. Employees found to have engaged in misconduct constituting violence will receive appropriate corrective action, up to and including termination. Nothing in this policy prevents the U.C. from placing the accused on administrative leave pending investigation.
Investigation Procedure. All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, the county will inform the reporting individual of the results of the investigation. To the greatest extent possible, the county will maintain the confidentiality of the reporting individual and of the investigation, but it may be necessary to disclose results in appropriate circumstances, for example, in order to protect the safety of the person(s) involved. The county will not tolerate retaliation against any employee who reports potential or actual workplace violence.
Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First , request a stop of the unwanted behavior. Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome. It is advisable to document these events, complete with times, dates, location, witnesses and details. However it is understood that some victims of harassment or discrimination are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisors or others. The employee should bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. The parties will designate independent representatives from the Company and the Union and the Company will pay for their lost time, when necessary. The Company agrees to provide and pay CAW training for three (3) days for two (2) Management and two (2) Union representatives. All employees will receive four (4) hours of training or up-date training during the life of the contract. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues The Joint Committee will conduct an investigation of the complaint. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. It ...
Investigation Procedure. .1 Upon receipt of a request for Contract Time extension, the Project Manager shall conduct an investigation of the facts asserted by the Contractor to constitute grounds for an extension. The results of this investigation shall be reported by the Project Manager to the Contractor and shall indicate whether he/she will recommend for or against such extension to the County’s representative. The performance of this investigation by the Project Manager shall not be construed in any way as direction or recommendation to the Contractor regarding scheduling of the work. Scheduling this work is the sole responsibility of the Contractor.
Investigation Procedure. If an allegation of bullying/harassment or sexual harassment is reported to any member of management, they are committed to treating it seriously and confidentially. They will take the following steps.
