REPRESENTATION AT DISCIPLINARY MEETINGS. Employees at their request may have representation of the Federation present at disciplinary hearings, and if the Employer meets with an employee after a disciplinary hearing to administer discipline or to discuss proposed discipline the employee, upon request, may have Federation representation present. It is understood that the employee cannot insist on any particular Federation official but must accept representation from a Federation official who is available at the time of the hearing or meeting.
REPRESENTATION AT DISCIPLINARY MEETINGS. An employee shall be entitled to have a representative of the Union present during any investigatory or disciplinary meeting. The employee will be notified of this right prior to the investigatory/disciplinary meeting taking place when it pertains to that employee. When a request for such representation is made, no action will be taken with respect to the employee until a representative of the Union is present. An employee shall have no more than one ( l) working day to secure a Union representative and the administrator will normally convene a meeting within one (l) working day of notification of the availability of the parties unless extenuating circumstances arise.
REPRESENTATION AT DISCIPLINARY MEETINGS. The Unions agree to use best endeavours to ensure a union representative will be made available to attend a disciplinary meeting within 5 working days.
REPRESENTATION AT DISCIPLINARY MEETINGS. A bargaining unit member may have union representation at disciplinary meetings. The bargaining unit member must make this known. Supervisors will then arrange the meeting accordingly, and no meeting will be held without the union representative. Upon request, a member may have a bargaining committee member/xxxxxxx present at a major unusual incident (“MUI”) investigation. The representative shall be bound by the rules governing the MUI investigations and shall not be disruptive in the proceedings.
REPRESENTATION AT DISCIPLINARY MEETINGS. A unit member shall have the right to have Association representation at a meeting with a principal or assistant principal before any discipline is imposed. If a unit member has reason to believe that a meeting with the Superintendent or the Director of Pupil Services will result in the imposition of discipline, the unit member will have the right to have an Association representative present. This paragraph shall not apply to meetings or conferences held solely for the purpose of unit member performance evaluation.
REPRESENTATION AT DISCIPLINARY MEETINGS. An employee has the right, upon request, to have Union representation in any meeting with management involving or reasonably believed to be leading to disciplinary action. Such representation shall extend to appeals of performance ratings, as follows: The performance rating shall be issued to the employee by the rating officer. The employee shall review the report with the rating officer and Union representative, if requested. Thereafter, the employee, if he/she so requests, shall meet with the rating officer and the reviewing officer with his/her Union Representative, if requested. The foregoing review shall be completed within fifteen (15) days of the employee's receipt of his/her performance report.
REPRESENTATION AT DISCIPLINARY MEETINGS. At any meeting with a command or supervisory employee of the Village which a telecommunicator reasonably believes may result in discipline, the telecommunicator shall have the right to request that a Labor Council representative be present at such meeting. Such meeting shall not be delayed so that any particular Labor Council representative or xxxxxxx may be present, if any other Labor Council representative or xxxxxxx is available.
REPRESENTATION AT DISCIPLINARY MEETINGS. During an investigatory interview that may result in corrective action, employees have a right to union representation. In the instance of a disciplinary process where both the supervisor and report are in the union (i.e., a Program Manager and Teacher), the union supervisor must get approval from a non-union supervisor throughout the process to allow for an unbiased and fair process.
REPRESENTATION AT DISCIPLINARY MEETINGS. In any interview called by command or supervision or other Village personnel, in which the Officer reasonably believes that discipline may result from the interview, the Officer shall be allowed to have a Labor Council representative present. The Village further agrees to adhere to the legal requirements of the Uniform Peace Officers' Disciplinary Act and alleged violations may be raised in any disciplinary procedure but shall not be subject to the grievance procedure.
