Employer Investigations. (a) When the Employer is conducting a workplace investigation, the employees who are the primary subject of the investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without a Union representative.
(b) The member being investigated shall have the choice of their Executive member to represent them in the investigation meeting, however, if said representative is not readily available, another Executive member may be asked to participate by the Employer.
(c) Any member of the CUPE Executive that sits on an Employer investigation will be required to ensure that anything learned during the investigation remains confidential.
(d) All parties would be expected to follow the Employer’s protocols for conducting the investigation.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the Employees who are the primary subject of any investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without a Union representative.
(b) The member being investigated shall have the choice of their Executive member to represent them in the investigation meeting, however, if said representative is not readily available, another Executive member may be asked to participate by the Employee.
(c) Any member of the CUPE Executive that sits in on an Employer investigation will be required to ensure that anything learned during the investigation remain confidential.
(d) All parties would be expected to follow the Employer’s protocols for conducting the investigation.
(e) Due to mandatory requirements of the Ministry of Health and Long-Term Care, where no Union Executive member is readily available, another CUPE member may participate.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the employees who are the primary subject of any investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without a Union representative.
(b) The member being investigated shall have the choice of their Executive member to represent them in the investigation meeting, however, if said representative is not readily available, another Executive member may be asked to participate by the employee.
(c) Any member of the CUPE Executive that sits in on an Employer investigation will be required to ensure that anything learned during the investigation remain confidential.
(d) All parties would be expected to follow the Employer’s protocols for conducting the investigation.
(e) Where the Employer determines that an employee is to be placed on leave pending an investigation, such leave shall be considered paid leave. Alternatively, if determined appropriate by the Employer, the Employer may place an employee on alternate duties pending the investigation. The Employer shall provide to the Union the outcome of its findings.
Employer Investigations. Internal investigations carried out by the Employer which directly affect employees shall be initiated as soon as reasonably possible after the Employer becomes aware of an event necessitating an investigation.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the Employee(s) who are the primary subject of any investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without Union representation.
(b) The member being investigated shall have the choice of their Executive member to represent them in the investigation meeting, however, if said representative is not readily available, another Executive member may be asked to participate by the Employee.
(c) All parties would be expected to follow the Employer’s protocols for conducting the investigation.
(d) Due to the mandatory requirements of the Ministry of Health, where no Union Executive member is readily available, another CUPE member may participate. Any member of CUPE that sits in on an Employer investigation will be required to ensure that anything learned during the investigation remain confidential.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the employees who are the primary subject of any investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without a Union representative.
(b) The member being investigated shall have the choice of their executive member to represent them in the investigation meeting, however, if said representative is not readily available, another executive member may be asked to participate by the Employer. Notes:
1. Normal working hours commence no earlier than 7:30 a.m. and end no later than 4:30
Employer Investigations. Executive agrees to make himself available to and cooperate with the Employer in any internal investigation or administrative, regulatory, or judicial proceeding. Executive understands and agrees that Executive’s cooperation would include, but not be limited to, making himself available to the Employer upon reasonable notice for interviews and factual investigations; appearing at the Employer’s request to give testimony without requiring service of a subpoena or other legal process; and volunteering to the Employer pertinent information and turning over all relevant documents which are or may come into Executive’s possession. Executive understands that if the Employer asks for Executive’s cooperation in accordance with this provision, the Employer will reimburse Executive solely for reasonable expenses upon Executive’s submission of appropriate documentation.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the employees who are the primary subject of any investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without a Union representative.
(b) The member being investigated shall have the choice of their executive member to represent them in the investigation meeting, however, if said representative is not readily available, another executive member may be asked to participate by the Employer.
(c) Any member of the CUPE executive that sits in on an Employer investigation will be required to ensure that anything learned during the investigation remain confidential.
(d) All parties would be expected to follow the Employer’s protocols for conducting the investigation. Notes:
1. Normal working hours commence no earlier than 7:30 a.m. and end no later than 4:30 p.m. with an unpaid ½-hour lunch break and two fifteen-minute paid rest periods. Upon notification of the winter shift schedule per Article 12.02, working hours are: Shift #1 - Commences no earlier than 7:30 a.m. and ends no later than 4:00 p.m. Shift #2 - Commences no earlier than 3:30 p.m. and ends no later than 12:00 midnight. Both winter shifts include a ½-hour paid lunch break and two paid fifteen minute rest periods. Start and end times shall only be changed upon 5 working days' written notice to the affected employee(s), with a copy to the Union.
2. Normal working hours commence no earlier than 7:30 a.m. and end no later than 4:30 p.m. with an unpaid ½-hour lunch break and two fifteen-minute paid rest periods. Start and end times shall only be changed upon 5 working days' written notice to the affected employee(s), with a copy to the Union.
3. Normal working hours commence no earlier than 7:30 a.m. and end no later than 5:00 p.m. with an unpaid 1-hour lunch break and two fifteen-minute paid rest periods. Start and end times shall only be changed upon 5 working days' written notice to the affected employee(s), with a copy to the Union.
4. Working hours vary according to needs in the arena operation, as determined by the supervisor.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the employees who are the primary subject of any investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without a Union representative.
(b) The member being investigated shall have the choice of their executive member to represent them in the investigation meeting, however, if said representative is not readily available, another executive member may be asked to participate by the Employer.
Employer Investigations. (a) When the Employer is conducting a workplace investigation, the Employee(s) who are the primary subject of the investigation will be entitled to have Union representation during the investigation. Witnesses or individuals who are not the primary subject of the investigation will be expected to meet with the Employer without Union representation.
(b) When the Employer interviews an Employee and suspects that the results of the interview may be disciplinary, the Employer shall notify the Employee of their right to have Union representation at the interview.
(c) The member being investigated shall have the choice of their Executive member to represent them in the investigation meeting, however, if said representative is not readily available, another Executive member may be asked to participate by the employee.
(d) Any member of CUPE Local 5271 that sits in on an Employer investigation will be required to ensure that anything learned during the investigation remains confidential.
(e) All parties would be expected to follow the Employer’s protocols for conducting the investigation.
(f) Due to the mandatory requirements of the Ministry of Health and Long Term Care, where no Union executive member is readily available, another CUPE member may participate.
