Interrogation Rights. When an investigation is focused on an employee and the Town reasonably believes that the employee may be a potential subject of disciplinary action, the employee shall have the right to Union representation during questioning about the conduct giving rise to the potential disciplinary action. If representation is requested and is not available, the Town shall not proceed with questioning, but may propose disciplinary action based on the information the Town already has. When representation is available, the employee shall be entitled to meet, in private, with the Union representative for a reasonable period before any questioning begins. The Town shall provide the Union with the general subject matter of the questioning and identify the reason for which discipline may be imposed. During questioning, the employee may be advised by the Union representative and, following questioning, allowed to offer relevant information.
Interrogation Rights. When an investigation is focused on an employee and the Employer reasonably believes that the employee may be a potential subject of disciplinary action, the employee shall have the right to Union representation and shall be notified in advance, in writing, of such right. If representation is requested and is not available, the Authority shall not proceed with questioning, but may propose disciplinary action based on the information the Authority already has. When representation is available, the employee shall be entitled to meet, in private, with the Union representative for a reasonable period before any questioning begins. The Authority shall provide the Union with the general subject matter of the questioning and identify the reason for which discipline may be imposed. During questioning, the employee may be advised by the Union representative and, following questioning, allowed to offer relevant information.
Interrogation Rights. If the School District determines that an employee, who is the potential target for discipline, is to be interrogated, such employee shall be given the opportunity to have a union representative at such interrogation. The employee shall be notified in writing of the employee’s rights under this provision.
Interrogation Rights. When an investigation is focused on an employee and the Town reasonably believes that the employee may be a potential subject of disciplinary action, the employee shall have the right to Union representation. If so desired, the employee will be given time to contact their representative and have them present during questioning about the conduct giving rise to the potential disciplinary action. If representation is requested and is not available, the Town shall not proceed with questioning, but may propose disciplinary action based on the information the Town already has. When representation is available, the employee shall be entitled to meet in private, with the Union representative for a reasonable period before any questioning begins. The Town shall provide the Union with the general subject matter of the questioning and identify the reason for which discipline may be imposed. During questioning, the employee may be advised by the Union representative and, following questioning, allowed to offer relevant information.
