Investigatory Meetings. A. An employee required to attend an investigatory meeting shall receive advance notice of such meeting. Such notice shall include:
1. A statement of the reasons for such meeting, including the subject matter and the fact that the meeting could lead to discipline, and
2. A statement of the employee's right to representation.
B. All investigatory meetings shall be scheduled to allow an employee a reasonable opportunity to obtain representation. Whenever practicable, such notice shall be given at least three (3) working days prior to the meeting.
C. An employee may represent himself or herself or may be represented by OCEA in an investigatory meeting. An employee is not entitled to be represented by privately retained counsel at the meeting, provided, however, an employee eligible for Legal Defense Fund coverage (LDF) under PORAC or any other OCEA-approved LDF provider shall be entitled to be represented by privately retained counsel obtained through that coverage during the investigatory process including, but not limited to, the investigatory meeting.
Investigatory Meetings. A. An employee required to attend an investigatory meeting shall receive advance notice of such meeting. Such notice shall include:
1. A statement of the reasons for such meeting, including the subject matter and the fact that the meeting could lead to discipline, and
2. A statement of the employee's right to representation.
B. All investigatory meetings shall be scheduled to allow an employee a reasonable opportunity to obtain representation. Whenever practicable, such notice shall be given at least three (3) working days prior to the meeting.
C. An employee may represent himself or herself or may be represented by OCEA in an investigatory meeting.
Investigatory Meetings. A RN may request and be accompanied by an Association representative when a meeting is investigatory in nature and may reasonably be expected to result in Formal Disciplinary Counseling, Final Disciplinary Counseling or Dismissal. RN’s will be advised of any scheduled investigatory meeting when Formal Disciplinary Counseling, Final Disciplinary Counseling or Dismissal is a potential outcome so the RN's may determine if they wish to have an Association Representative present at the investigatory meeting.
Investigatory Meetings. When an administrator has an investigatory meeting with a teacher that could result in subsequent discipline for the teacher, the teacher may have a representative present. The representative for investigatory meetings may confer with the teacher before and after the interview and may clarify the questions or statements of the employer for the teacher's benefit during the interview. No discipline may be imposed during an investigatory meeting.
Investigatory Meetings. Unless otherwise stated, only two (2) Union Representatives shall be allowed time off to attend investigatory meetings.
Investigatory Meetings. The College may require employee attendance at a meeting for the purpose of investigating alleged misconduct or complaints against the employee. Such meetings will be held on paid time and the employee shall be given an opportunity to retain a union representative. Employees will be informed of the nature of the investigation prior to the commencement of the meeting.
Investigatory Meetings. If an employee who is the subject of a disciplinary investigation (or during the course of an investigation becomes the subject of a disciplinary investigation) reasonably believes that disciplinary action may be imposed, then the employer shall, upon the employee’s request, have a representative of the Union present during any investigatory meeting.
Investigatory Meetings. Should an investigatory meeting be warranted, the employees shall have notice of the purpose of the meeting. The employee may request representation if the employee feels the investigation might lead to adverse personnel action. The meeting shall be conducted in person in a private setting.
Investigatory Meetings. Employees may have union representation during any investigatory meeting where the employee reasonably believes that discipline may result.
A. The employer will notify the employee of the purpose of the meeting and whether there is a possibility that discipline may result a minimum of four hours prior to the meeting except in time sensitive investigatory situations (i.e. drug testing).
Investigatory Meetings. Nurses covered by this Agreement have the right to request Association representation at an investigatory interview conducted by the Hospital which the nurse believes might result in disciplinary action. Nurses who are asked to attend such an investigatory interview will be notified in advance of the general topic. In the event that a nurse is interviewed or otherwise notified of an investigation that could result in disciplinary action, the Hospital must notify the nurse of any resulting discipline within fourteen (14) days of such interview or submit a request for an extension to the Associationnotice or as otherwise mutually agreed. Investigatory meetings must be held face-to-face, through a video conference, or over the phone between the nurse and theirher/his supervisor, or her/his designee and union representative if requested by the employee. When contacting nurses about immediate patient care needs, practice concerns, or other potential work related issues that may lead to discipline outside their shift, supervisors shall use appropriate professional means of communication (e.g., calling by phone, texting, and a nurse’s personal email account) and shall not use social media (e.g., Facebook, Instagram, Snapchat).
