2024-069 Resolution - Laserfiche WebLink

Home Browse Search

The employee will be apprised of possible disciplinary action to be taken by the Employer if the complaint is sustained. deFived fism O"eh alsweFs, will b@ used in a Gmnimtl,�, he empleyes shall he completely iftlemad 8; his Gaffify Rigk4s MAISF his Mifafi4ft Rigms -- - to the eOMM@H8@MeHt 8F- -2i-9,.23.03. Insubordination/RefusaltoAnswer Ouestions. Before an employee maybe charged with insubordination or like offense for refusing to answer questions or participate in an investigation, he shall be advised that such conduct, if continued, may be basis for a charge against him. No member shall be charged with insubordination where such refusal is premised upon the exercise of Constitutional rights afforded him in the case of a criminal investigation, if he has not first been issued a Garrity Warning, XW 23.04. ComnlaintsQdentification of Complainant An employee shall be informed of the names and addresses of any individual initiating a complaint, if known. Should the complainant be another employee, upon request, the employee may be informed of the names of the employee filing the complaint. In such instance, where the complainant is unknown, the investigation officer of the complaint may be the complainant for purpose of investigating the complaint. under investigation and the investigator No promise of reward shall be made. The employee not be subjected to abusive or threatening language. .21.0423.05. Employee Interview/Document Review. If the employee requests, he shall be given a brief period of time prior to questioning to locate and review any written documents he possesses regarding the event(s) being investigated in order to fully prepare himself to accurately and completely respond to the questioning. An investigating officer may accompany the employee during his brief search and review of documents. In the case of an administrative investigation that is running parallel to a criminal investigation, the City Law Director or the appropriate prosecutor's office shall make any legal determination regarding furnishing a copy of the employee's statement to the employee or his representative. (Note: from below) 23.06. Representation. In the event that an employee is to be interviewed and the subject matter of the interview will reasonably implicate disciplinary action against the employee, the employee shall have a reasonable time period in which to obtain legal counsel or a representative of the bargaining unit. .21-45 23.07. Disciplinary Records/Coyies. In the event an employee receives disciplinary action where an entry will be made in the employee's file, the employee will be given a copy of the disciplinary action or reprimand. Written reprimands will contain space for an employee's acknowledgement of receipt of said copy. (Relocated above) 27 488315625151, v. 3