Appearances Before the Employer. An employee, at the employee’s request, is entitled to have an Association representative present during any investigation meeting which the employee could reasonably believe could result in disciplinary action. An employee shall be entitled to have present a representative of the Association during any appearance before the Board or its agents in which discipline is to be administered. An employee shall be given prior written notice of the reason for such a discipline meeting and shall be advised in advance of the right to have representation.
Appearances Before the Employer. An employee shall be entitled to have a Union representative or its agents present during any required appearances before the Board or its agents concerning any matter the employee reasonably believes could adversely affect the conditions of the employee’s employment. The employee will be given reasonable written notice of the reason for such meeting or appearance and of the right to Union representation.
Appearances Before the Employer. Before an employee is called into an investigatory meeting with the Board or its agents, and when information gathered during such meeting may be adverse to the employee, the District will advise the employee of his/ her right to have a representative present. In addition to the above, the employer or its representative will notify the employee in writing of the purpose of the meeting at least twenty- four (24) hours in advance of the meeting. This right shall be governed by the Xxxxxxxxxx decision and its progeny.
Appearances Before the Employer. All employees shall, at his/her request, be entitled to the presence of a Federation Representative during any appearance required by the District which concerns any matter that could adversely affect his/her position, employment, salary or benefits.
Appearances Before the Employer. Upon request by an employee, an Association representative will be allowed during any required appearances before the employer or its agents concerning any matter which the employee reasonably believes could lead to discipline or where discipline is to be meted out. It is understood this representation does not apply to instructions regarding work performance unless as part of a plan of assistance.
