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NALC Contract Talk: Investigatory interviews rights and warnings It is important to understand your rights in these situations, but it is also critical to understand the different types of warnings a postal inspector or an OIG agent may issue you when an investigatory interview crosses over into the realm of a possible criminal investigation
Failure to Follow Instructions Charge for Federal Employees One common issue that can arise in federal workplaces is the failure to follow instructions This article explores what constitutes a failure to follow instructions, its potential consequences, and how federal employees can respond to such allegations
PDI vs. I I: Are They the Same Thing? - NAPS By definition, an investigative interview is when: “ (1) management questions an employee to obtain information; and (2) the employee has a reasonable belief that discipline or other adverse consequences may result ”
The 5 Biggest Mistakes Made in Investigative Interviews - Polonious In contrast, a poorly conducted investigative interview that is not procedurally fair or thoughtfully planned can cause serious harm to the company’s reputation, negatively impact the employee culture or result in potential lawsuits
LOW - From A to Arbitration Your failure to follow instructions and workplace rules will not be tolerated Your actions constitute a violation of USPS Standards of Conduct as expressed in the Employee and Labor Relations Manual (ELM)
Board Opinion and Order ¶1 The appellant has filed a petition for review of the initial decision, which upheld his removal for failure to follow instructions and delay of mail
Union Representation During Investigatory Interviews When an employee believes they may be subject to discipline during investigatory interviews, they should request a steward or a union representative and remain silent until they have consulted with them
Employee Rights in Workplace Investigations - Shaw Law Group When conducting investigations, employers should ensure they follow all applicable laws and regulations For example, if a union representative requests a copy of the complaint, employers cannot just say “no ” Instead, they must negotiate with the representative and provide the information necessary and relevant to the union’s representation