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A. A "disciplinary interview" shall mean questioning by a person in <br />authority over an employee when the interviewer either knows or <br />reasonably should know that the questioning concerns a matter that <br />could lead to suspension, demotion, termination, as opposed to <br />routine inquiries. <br />B. Every employee who becomes the subject of a disciplinary interview <br />shall be advised, in writing, a minimum of 48 hours prior to the time <br />of the interview that he/she is suspected of: <br />1. Committing a criminal offense; <br />2. Misconduct that would be grounds for termination, <br />suspension, or demotion; and, <br />3. That he/she has the right to Association representation during <br />the interview. <br />4. The general scope of the interview including the nature of <br />the matter in sufficient detail to reasonably apprise the <br />employee of the matter under investigation. <br />C. Any employee who becomes the subject of a criminal investigation <br />may have legal Counsel present during all interviews. Nothing in this <br />agreement, however, shall be deemed a waiver of an employee's <br />right to Union representation. A criminal investigation as used herein <br />shall be interpreted as any action which could result in the filing of a <br />criminal charge. <br />D. In criminal matters, employees will either be ordered to answer <br />questions or informed that they are not required to answer the <br />employer's questions as a condition of employment. <br />E. The employee shall be informed in writing as to whether he/she is a <br />witness or suspect before any interview commences. <br />33 <br />207 <br />