Employee’s Right to Representation. An employee’s right to representation by the Union is recognized as identified in this Article, and will not be bypassed in this dispute resolution process.
Employee’s Right to Representation. Any employee may bring a representative to a meeting unless instances where federal and state law may be violated.
Employee’s Right to Representation. (a) Subject to the provisions of paragraph (c), in any instance where the Employer issues a written warning or other, more severe form of disciplinary sanction to an employee which it
(i) presents to the employee at a meeting attended by more than one (1) representative of the Employer; and
(ii) intends to record in the employee's personnel file, the employee shall have the right to have his Shop Xxxxxxx or, in the absence of his Shop Xxxxxxx, the Shop Chairperson present at the meeting.
(b) In any instance where the employee referred to in paragraph (a) is himself a Shop Xxxxxxx or the Shop Chairperson, he shall be entitled to have another Union official present at the meeting.
(c) In the case of any meeting which has been called by the Employer for the purpose of issuing a written warning or other, more severe form of disciplinary sanction, the function of the Shop Xxxxxxx, Shop Chairperson or other Union official during that portion of the meeting which is devoted to the issuing of the disciplinary sanction, shall be expressly limited to the roles of witness and observer. No such representative of the Union may interfere in any way with the issuing of the disciplinary sanction during that portion of the meeting which is devoted to such purpose.
Employee’s Right to Representation. An employee shall have the right to be represented by a representative of the employee at all times and at every formal step in the grievance procedure.
Employee’s Right to Representation. The University will advise Employees of their right to Union representation, normally at least two (2) working days prior to any meeting with the Employer including, in regards to, investigation and/or accommodation.
Employee’s Right to Representation. An employee may be represented by the Union at each step of the grievance procedure. The Company shall advise the employee of this right to representation.
Employee’s Right to Representation. At the request of an employee, she/he may have a xxxxxxx present at any meeting to which the employee is called to discuss the employee's behaviour, conduct, attendance record or job performance.
Employee’s Right to Representation. (a) In any instance where the Employer issues a written warning or other more severe forms of disciplinary sanction to an employee, the employee shall have the right to have his/her Shop Xxxxxxx or Shop Chairperson at the meeting. In the event that neither the Shop Xxxxxxx or Shop Chairperson are available another member of the bargaining unit of the employee’s choice may be used.
(b) In the instance where the employee referred to is him/herself a Shop Xxxxxxx or Shop Chairperson, they shall be entitled to have another Union Official present at the meeting.
Employee’s Right to Representation. An employee may request to have a PECSH representative present during an investigatory meeting that the employee reasonably believes may lead to disciplinary action. If the employee requests such representation, it will be provided.
Employee’s Right to Representation. The University will advise employees of their right to union representation at the onset of any meeting in which discipline or discharge is to be issued or in which the discussion that is to occur (e.g. an investigation meeting) may result in discipline or discharge. At the request of the employee, she/he may have a xxxxxxx present at such a meeting.
