Investigatory Interviews. When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that the employee be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:
Investigatory Interviews. When an employee is required by the Employer to attend an interview conducted by the Employer for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee will have the right to request that they be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request will be made to the Employer representative conducting the investigatory interview. The Employer, when faced with such a request, may:
Investigatory Interviews. A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.
Investigatory Interviews. (a) The employee’s Union Xxxxxxx shall be granted paid time off during regularly scheduled working hours at a mutually agreed upon time to represent the employee in the investigatory interview (See Article 10, Sections 10 and 11).
Investigatory Interviews. Upon request, an employee shall have the right to Association representation during an investigatory interview that an employee reasonably believes will result in disciplinary action. The employee will have the opportunity to consult with a local Association Representative before the interview, but such request shall not cause an undue delay. The Employer will attempt to conduct the initial interview with the employee within thirty
Investigatory Interviews. (a) Before taking a formal statement from any employee, the City shall provide to the employee from whom the formal statement is sought a written summary of the events to which the statement relates. To the extent known to the City, such summary shall include: the date and time (or period of time if relating to multiple events) and the location(s) of the alleged events; a summary of the alleged acts or omissions at issue; and the policies, rules or regulations allegedly violated. Except where impractical due to the immediacy of the investigation, the summary shall be provided to the employee not less than two (2) days prior to the taking of their statement. If the summary is provided to the employee just prior to the taking of the statement, the employee shall be given a reasonable opportunity to consult with a Federation representative before proceeding with the scheduled statement.
Investigatory Interviews. When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that he/she be accompanied at the investigatory interview by a Xxxxxxx or Representative. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may either: (1) grant the employee's request, or (2) deny the employee's request, but in doing so also stop and/or cancel the investigatory interview.
Investigatory Interviews. Except in unusual circumstances, a member subject to possible discipline will be interviewed by the Employer prior to a decision being made about whether or not to take disciplinary action. In such cases, the member will ordinarily be informed of the general topic being investigated before being questioned, unless the College determines such notice might be harmful (e.g., if such notice might hinder or undermine a thorough and effective investigation, create a risk of retaliation, etc.). In deciding what, if any, disciplinary action to take, the Employer shall consider the member’s prior disciplinary record, including evidence of good or improved behavior. A member shall be accompanied by an Association representative during investigatory interviews which could reasonably be expected to lead to disciplinary action against the member, unless the member expressly declines such representation in writing. A member placed on unpaid administrative leave pending investigation shall not remain on such unpaid leave for more than one full payroll period before a Due Process Hearing is offered under section D.3 of this Article.
Investigatory Interviews. Each employee shall be informed of the right, during an 30 investigatory interview by personnel of the Company’s Security Organization, the Employee Relations 31 Organization (ERO), or the Equal Employment Opportunity Organization (EEO), which may result in 32 discipline, to request the presence of a union representative, if the union representative is available. If his 33 union representative is not available, such employee may request the presence of another immediately 34 available union representative. The union representative shall not obstruct or interfere with the purpose 35 or timely completion of the interview. Reasonable delays will be accommodated to assure representation 36 is available. 37 Section 3.8 Time Limitation as to Back Pay and Wage Overpayments. 39
Investigatory Interviews. Whenever an employee is asked to meet with a supervisor or any other representative of the administration for the purpose of investigating circumstances which the Employer believes might lead to the employee’s being disciplined, the employee shall be notified of the purpose of the meeting in advance and shall have the right to have a Union representative present at the meetings, if he/she so requests.
