Human Resources Administrative Practice Manual:
Employee Relations
Cooperation in Internal Investigation
| Citation Reference | |
|---|---|
| Official Title | Policy on Cooperation in Internal Investigations |
| Abbreviated Title | Internal Investigations |
| Volume | Human Resources |
| Responsible Office | Human Resources |
| Originally issued | July 1, 1983 |
| Revised | December 2007 |
Policy Statement
An employee of the University System of Georgia shall cooperate to the fullest extent possible in any internal investigation conducted by the Board of Regents or any institution thereof when directed to do so by persons who have been given investigative authority by the President of the institution.
Reason for Policy
To ensure that the employees of the University System of Georgia are informed of their responsibility to participate in investigative activities.
Entities Affected By This Policy
All employees and units of the University System of Georgia are covered by this policy.
Who Should Read This Policy
All employees within the University System of Georgia should be aware of this policy.
Contacts
| Contact | Phone | Email/URL |
|---|---|---|
| Office of Human Resources | 404-962-3235 | usg-hr@usg.edu |
| Institution Chief Human Resources Officers | See University System HR Officer Listing at http://www.usg.edu/hr/officers/ | |
| Institution Chief Public Safety Officer | Refer to institution directory | |
| Institution Chief Internal Audit Officer | Refer to institution directory | |
| Institution AA/EEO | Refer to institution directory | |
| Institution Legal Affairs | Refer to institution directory |
Website Address for This Policy
None
Related Documents/Resources
- http://www.usg.edu/policymanual/section8/
- http://www.dol.gov/esa/ofccp/
- http://www.eeoc.gov/atlanta/area.html
- http://www.eeoc.gov/
Definitions
These definitions apply to terms as they are used in this policy:
- Board of Regents: The governing body of the University System of Georgia
Overview
An employee of the University System of Georgia shall cooperate to the fullest extent possible in any internal investigation conducted by his or her employment unit when directed to do so by persons who have been given the investigative authority by the President of the institution. Failure to cooperate fully shall be grounds for adverse personnel action, including possible termination of employment.
Suggested Process/Procedures (institutions may determine their own procedures)
In conducting an Internal Investigation, the investigator will notify only the appropriate administrators or individuals with a need to know. In addition to acting in the best interest of the institution, the investigator must assure that the investigation provides for due process.
Once a complaint or allegation is received, the investigator should notify the accused as soon as practical. The time frame of the notification will vary depending on the necessity to gather and/or clarify facts prior to the accused being approached. Additionally, the notification could be delayed in order to protect everyone involved, evidence, etc.
The accused should be given an opportunity to present his/her position relating to the allegation(s). At times, it may be necessary for this to occur in more than one sitting.
The investigator should gather as many facts and other forms of evidence as will allow the investigator to make a reasonable conclusion regarding the allegation(s).
Responsibilities
The responsibilities each party has in connection with the Policy on Internal Investigations are:
| Party | Responsibility |
|---|---|
| Institution | Provide advice and guidance to campus officials regarding this policy; coordinate with the office of legal affairs as necessary regarding use of and updates to policy. |
| Institution Chief Human Resources Officers or other institution designated official | Ensure compliance with policy and consistent application. |
Forms
None
Appendices
None
Dispute Resolution