Presence of a Union Representative. In cases where the Employer(s) considers an Employee’s conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Union representative. The Employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed. It is also agreed that:
i) in cases of discipline, in subsequent proceedings or arbitration hearings, evidence shall be limited to the grounds stated in the written discharge or discipline notice to the Employee and the Local of the Union;
ii) the Local of the Union and the Employee shall receive a minimum of four
Presence of a Union Representative. Except in cases where the Employer considers that an employee's conduct warrants immediate dismissal, the practice shall be to discipline (dismissal, suspension, demotion, verbal or written reprimand) the employee in the presence of the Union Representative at which time the employee will be given an opportunity to be heard.
Presence of a Union Representative a) If a non-disciplinary meeting between the Manager/Supervisor and the employee raises issues that could lead to discipline, the Manager/Supervisor shall stop the meeting, advise the employee of their right to the presence of a Union representative and their rights below will be followed. The employee shall have the opportunity to state their side of the case in advance of any discipline being imposed.
b) If the employee chooses not to have Union representation, they shall, prior to the commencement of the meeting, sign an acknowledgement that Union representation was offered to them, and they declined such representation for that meeting. The acknowledgement must be witnessed and dated the date the meeting took place, with a copy to be provided to the Union.
c) It is also agreed that the Union and the employee shall receive a minimum of twenty-four (24) hours notification of any meeting related to an employee's conduct. The notice period may be waived upon agreement of the Employer and the Union upon request.
i) The notice provided shall include information pertaining to the purpose of the meeting, including, but not limited to, whether the meeting involves the employee's personnel record, job performance or sick incident usage.
ii) Upon notifying the Employee Relations Manager, the Union representative shall be given a reasonable opportunity to meet with the employee with no loss of pay or benefits prior to the employee's scheduled meeting with the Employer.
Presence of a Union Representative a) When the Employer is affecting a disciplinary measure with respect to an employee, no action shall be taken other than in the presence of a Union representative unless the employee has waived his/her right to union representation. The employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed.
b) It is also agreed that the Union and the employee shall receive a minimum of twenty-four (24) hours notification of any meeting related to an employee's conduct. The notice period may be waived upon agreement of the Employer and the Union upon request.
i) The notice provided shall include information pertaining to the purpose of the meeting, including, but not limited to, whether the meeting involves the employee's personnel record, job performance or sick incident usage.
ii) Upon notifying the Employee Relations Manager, the Union representative shall be given a reasonable opportunity to meet with the employee with no loss of pay or benefits prior to the employee's scheduled meeting with the Employer.
Presence of a Union Representative. All employees shall have the right to the presence of a Union representative at any discussion with the Company. When the Company instructs an employee to attend at a job related meeting or interview, where discipline is being contemplated or that does result in discipline, the employee and the shop xxxxxxx shall be paid for all time to attend the meeting or interview, one (1) hour minimum at the applicable hourly straight time rate of pay, and the Company shall make all necessary arrangements to ensure the presence of a Union representative at the meeting or interview.
Presence of a Union Representative. In cases where the considers an conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Union representative. The Employee shall have an opportunity to state side of the case in advance of discipline being imposed. It is also agreed that: in cases of discipline, in subsequent proceedings or arbitration hearings, evidence shall be limited to the grounds stated in the written discharge or discipline notice to the Employee and the Local of the Union; the Local of the Union and the Employee shall receive a minimum of four (4) hours notification of any meeting related to an Employee’s conduct. The notice provided shall include information pertaining to the purpose of the meeting, including, but not limited to, whether the meeting involves the Employee’s personnel record, job performance or sick incident usage. The Union representative shall be given a reasonable opportunity to meet with the with no loss of pay or benefits prior to the Employee’s scheduled meeting with the Employer.
Presence of a Union Representative. In cases where the Town considers an Employee's conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Union representative, unless the member has waived their right to Union representation. The Employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed.
Presence of a Union Representative. KCAO acknowledges the right of a bargaining unit member to have a Union Representative present during disciplinary procedures at Stage 2 and above. If conduct or performance does not meet acceptable standards, the employee will normally be given a formal ORAL WARNING by his/her supervisor. He or she will be informed of the reasons for the warning. The supervisor is responsible to make note of the Oral Warning and set a time to review the employee’s progress, i.e. 30 days. If the required improvement(s) is not achieved, the following steps can be taken:
Presence of a Union Representative. In cases where the Employer(s) considers an Employee’s conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Union representative. The Employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed. It is also agreed that:
i) in cases of discipline, in subsequent proceedings or arbitration hearings, evidence shall be limited to the grounds stated in the written discharge or discipline notice to the Employee and the Local of the Union;
ii) the Local of the Union and the Employee shall receive a minimum of four (4) hours notification of any meeting related to an Employee’s conduct. The notice provided shall include information pertaining to the purpose of the meeting, including, but not limited to, whether the meeting involves the Employee’s personnel record, job performance or sick incident usage. The Union representative shall be given a reasonable opportunity to meet with the Employee with no loss of pay or benefits prior to the Employee’s scheduled meeting with the Employer.
Presence of a Union Representative. In cases where the Employer(s) considers an Employee’s conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Shop Xxxxxxx or a grievance representative. The Employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed. It is also agreed that:
i) the Local Union and the Employee shall be notified a minimum of four (4) hours in advance of any meeting and the purpose of the
ii) in cases of discipline, in subsequent proceedings or arbitration hearings, evidence shall be limited to the grounds stated in the written discharge or discipline notice to the Employee and the Union.
