Was the length of service and past performance record of the employee taken into consideration?
7. Timeline of the incident and investigation Investigations must be complete and timely. Your timeline should include: a. Date of complaint/initiation of investigation b. Date of subject and witness interviews c. Date of discipline d. Dates that document delays in the investigation due to leave taken by subject or witnesses, letter of suspension with pay pending investigation if applicable, and any other relevant dates regarding the investigation process. 8. Other items for inclusion, if applicable: a. Discovery requests and documents If the union or noncontract-covered grievant requested copies of any documents during the course of the grievance, maintain a copy of the request and the materials furnished to the union or noncontract-covered grievant and share a copy of the request with DAS-HRE, if appropriate. b. Job description c. Organization chart d. Performance evaluations e. Maps or diagrams of incident * The materials gathered in the course of the investigation should be well or
Related Questions
- Does an employee have to have a performance rating or a rating of record of Unacceptable before a performance-based action can be taken?
- May a new Maltese fund use the past performance record of its sponsor or investment manager in connection with marketing its shares?
- Can an agency use a close-out performance rating brought by an employee transferring in from another agency as a rating of record?
