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employment rules and regulations; to reorganize, discontinue, or enlarge any operation, <br />or division, within the Police Department; to transfer (including the assignment and <br />allocation of work operations-divisions) within or to other locations of the facility; to <br />determine the manner in which all work is to be performed; to determine the size and <br />duties of the work force, the number of shifts required, and all work schedules; to <br />establish, modify, consolidate or abolish jobs, and to determine staffing patterns, <br />including, but not limited to, assignment of employees, numbers employed, duties to be <br />performs, qualifications required, and areas worked; subject only to the restrictions and <br />regulations governing the exercise of these rights as are expressly provided herein. <br />ARTICLE XIX <br />BILL OF RIGHTS <br />19.1 Whenever an employee receives disciplinary action, where anything whatsoever <br />will be put into an employee's personnel file, such employee will be given a copy of the <br />disciplinary action or reprimand. Written reprimands will contain space for the <br />employees acknowledgment of receipt of said copy. <br />19.2 The employee shall be informed of the nature of the investigation prior to any <br />questioning and shall be informed, to the extent known at the time, whether the <br />investigation is focused on the member for a potential charge. If the officer requests it, <br />he shall be given brief time prior to any questioning to locate and review any written <br />documents he possesses regarding the event(s) being investigated in order to fully <br />prepare himself to accurately and completely respond to the questioning. An <br />investigating officer may accompany the member during his brief search and review of <br />documents. The officer shall have a reasonable time period in which to obtain legal <br />counsel or a representative of the bargaining unit. <br /> <br />27 <br />