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4.3 <br />5.1 <br />6.L <br />6.2 <br />6.3 <br />6.5 <br />6.6 <br />6.4 <br />G The right to take actions as may be necessary to carry out the Employer's services in emergencies. <br />The foregoing Employer prerogatives shall not be deemed to be exclusive of other Employer <br />prerogatives which are not specifically referenced herein above. <br />Past Practices: lf the Employer desires to change a past practice, it shall provide the Union with written <br />notice and opportunity to discuss the proposed change. The Union may challenge the reasonableness of <br />any proposed change which remains unresolved by appealing to an arbitration panel whose opinion or <br />decision shall be advisory and not binding on the parties. <br />ARTICIE5-UNIONRIGHTS <br />The Union does not waive its rights under applicable State laws except as those rights are affected or set <br />forth within the terms and conditions of the Collective Bargaining Agreement. <br />ARTICTE 6 - EMPTOYEE RIGHTS <br />Every employee who becomes the subject of an internal investigation shall be advised at the time of an <br />interview what the employee is suspected of: <br />A. Committing a criminal offense; <br />B Misconduct that could be grounds for termination or discharge, demotion, suspension without <br />pay or written warning; or <br />C. That the employee may not be qualified for continued employee with the Office <br />Any employee who becomes the subject of a criminal investigation may have legal counsel present during <br />all interviews. This representation by counsel is confined to counseling, and not actual participation in the <br />investigation. A criminal investigation as used herein shall be interpreted as any action which could result <br />in the filing of a criminal charge. <br />A major investigation as used herein shall be interpreted as action which could result in dismissal from the <br />Office. The employee shall be informed in writing of the nature of the major investigation if the employee <br />is a suspect before an interview commences. <br />The interview of any employee shall be at a reasonable hour; preferably when the employee is on duty, <br />unless the exigency of the interview dictates otherwise. <br />The employee, Employer, or Union may request that a major investigation interview be recorded, either <br />mechanically or by a stenographer. The party(s) requesting such recording shall pay for said recording and <br />transcription thereof. Upon request, the employee under major investigation shall be provided an exact <br />copy of any written statement the employee has signed. <br />lnterviewing shall be completed within a legally reasonable time and in a reasonable manner. ln major <br />investigation interviews, the employee shall be afforded an opportunity to contact and consult privately <br />with an attorney of their choosing, or a representative of the Union, before being interviewed. <br />IOCAL 7t0 - t,LERICAL. FlSCAL, DEPUTY; FltlE l''4A15HAL.. EMERGFI'i(:Y <br />l./1At.JA(;rf/lEl'lT /\l.Jt) TEa-HI.JOLOGY Et',lPLOYEFS - Il I/2025 - I21aU2A27 5