Disciplinary Meetings Clause Samples
The Disciplinary Meetings clause establishes the procedures and requirements for convening meetings to address alleged employee misconduct or breaches of workplace policy. Typically, this clause outlines who may call such meetings, the notice period required, the right of the employee to be accompanied, and the process for presenting evidence or responding to allegations. Its core function is to ensure that disciplinary actions are conducted fairly and transparently, providing both the employer and employee with a structured opportunity to address concerns and defend their positions.
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Disciplinary Meetings. Employees shall be notified, prior to the beginning of any meeting called for disciplinary purposes with that employee that the meeting could lead to disciplinary action and the possible nature of such action. If the employee is not notified, or if the employee comes to reasonably believe that a meeting or interview might lead to disciplinary action against him/her, the employee shall be given an opportunity to request, and adequate time to secure, the presence of a representative at such meeting, inquiry, or investigation. Employees shall be questioned during their regular working hours or shall be compensated for the time spent in questioning as specified in this contract. Employees shall be provided with at least twenty-four (24) hours advance notice of any scheduled disciplinary meeting which is likely to result in a written reprimand or other more severe discipline. The employee shall be provided with the name of the person conducting the meeting, the date, time, location, and topic of discussion of the meeting.
Disciplinary Meetings. 7.6.1 When the College requests an employee to meet, the employee will have the right to choose an available Union Representative of their own choice to be present.
7.6.2 When the College meets with employees to reprimand or discipline them, the College will advise them in advance that the meeting is intended to be disciplinary, and will advise them of their right to choose an available Union Representative of their choice to be present.
7.6.3 If an employee waives their right to representation for a disciplinary meeting, the Union will be notified, and a Union Representative will be present at the meeting as a Union observer.
7.6.4 Where a meeting, without notice, becomes a disciplinary meeting, the meeting will be temporarily adjourned, and Clause 7.6.2 and Clause 7.6.3 will apply.
7.6.5 Subject to Clause 7.6.6, the term available in Article 7.6 Disciplinary Meetings means that the Union Representative must be available within 2 working days or another mutually agreed upon period.
7.6.6 When there is a “culminating incident” and the College believes immediate discipline is essential or when the College believes an incident requires immediate discipline, “available” means a Union Representative who is available immediately.
Disciplinary Meetings shall normally take place during the affected employee’s scheduled shift. If the employee is not at work and the incident giving rise to the meeting is so serious that immediate action is warranted, employees may be called in at a time when they are not scheduled to work. Such time to attend a discipline meeting is paid time per this Agreement.
Disciplinary Meetings. Management will notify the employee when a meeting is for the purpose of investigating and/or administering discipline or giving notice of dismissal. The employee may have a Federation representative present for the purpose of observation and advice at the option and request of the employee.
Disciplinary Meetings. It is the Medical Center’s intent to conduct disciplinary discussions and have discussions regarding a specific nurse’s performance in private. A nurse has the right to request a representative of the Association to be present for an interview by the Medical Center as part of an investigation that might lead to discipline.
Disciplinary Meetings. In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union ▇▇▇▇▇▇▇ and/or Union representative present.
Disciplinary Meetings. Whenever a Langara College supervisor meets with an employee who is a member of this CUPE Local 15 bargaining unit for the purpose of reprimanding or disciplining the employee, the employee has the right to have a witness or a Shop ▇▇▇▇▇▇▇ of the Union present. Where a meeting, without notice, becomes a disciplinary meeting, the employee will have the right to temporarily adjourn the meeting and to arrange for a witness or a Shop ▇▇▇▇▇▇▇ of the Union to be present. The College will advise the employee in advance that a meeting is intended to be disciplinary, and will advise the employee of their right to have a witness or a Shop ▇▇▇▇▇▇▇ present.
Disciplinary Meetings. 21.4.1 When a supervisor or manager meets with an employee for the purpose of disciplining the employee, or where a meeting becomes disciplinary, or where an employee states they feel it is a disciplinary meeting, the employee has the right to have a shop ▇▇▇▇▇▇▇ present, even if it involves temporarily adjourning the meeting. If the employee is a shop ▇▇▇▇▇▇▇, the employee has the right to have another Union representative present.
21.4.2 The supervisor or manager will advise the employee of the right to have a shop ▇▇▇▇▇▇▇ present in advance of the meeting.
Disciplinary Meetings. Where an employee is requested to attend a meeting with the Employer in which discipline is contemplated, the Union will be notified so that appropriate representation will be arranged. The Union will be advised in advance of the disciplinary nature of the meeting, and sufficient preparation time will be arranged. The employee and union representative will be paid for the time involved at the applicable rate. If the Employer does not intend to investigate the matter(s) further, the employee and the Union will be so advised as soon as possible. This clause shall not apply to those interviews that are of an operational nature.
Disciplinary Meetings. If a supervisor meets with an employee to discuss possible written reprimand, suspension or discharge, the employee shall be entitled to have a union representative present. The meeting shall be held in a timely manner.