Right to Association Representation. When there is a reasonable expectation that discipline of a faculty member will result from a meeting with that faculty member, the College shall advise the faculty member of the right to have an Association representative present. The College shall also notify the Association that such a meeting is being scheduled (without identifying the faculty member).
Right to Association Representation. An employee has the right to Association representation at any meeting which may be the basis for future disciplinary action. When the School Chair/Department Head or appropriate Supervisor intends to interview an employee for purposes which may be the basis of disciplinary action, the Department Head or appropriate Supervisor shall notify the employee and the Association in advance of the purpose of the interview in order that, if so desired by the employee, an Association representative may be present.
Right to Association Representation. A. Association representatives (one of whom may be a non-faculty member) shall have the right to be present at any meeting, hearing, appeal, or other proceeding relating to a grievance that has been formally presented. Nothing contained herein shall be construed as limiting the right of an adjunct faculty member having a grievance to discuss the matter informally with his/her supervisor and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.
B. The Board acknowledges the right of the Association's grievance representative to participate in the processing of a grievance commencing at Section 8.4A (Step One). However, any individual employee or a group of employees may at any time present grievances to their employer and have them adjusted without the intervention of the bargaining representative as long as the adjustment is not inconsistent with the terms of the collective bargaining agreement, provided that the bargaining representative has been given an opportunity to be present at such adjustment. (115 ILCS 5/3(b)) Individual adjustments will be memorialized in writing and will be signed by the appropriate representative of the Board and adjunct(s). A copy of the resolution will be provided to the Association.
Right to Association Representation. Employees covered by this agreement may have a representative attend meetings that are called by a supervisor or District representative that address performance or corrective action. For all other issues that are part of supervisory responsibility, this provision shall not apply.
Right to Association Representation. Any Nurse involved in an investigatory discussion with Hospital management that may result in discipline will be advised of the reason for the meeting. The Nurse may, upon request, have an Association representative present during such discussion if such representative can be present within seventy-two (72) hours of such request. The Association shall select the representative, and said representative shall be authorized to represent the Association in the interview proceedings. The failure to request or to have a representative present shall not preclude the Hospital from imposing discipline if, in its judgment, such discipline is warranted. Nothing in this Section shall permit or justify a Nurse refusing to comply with an instruction or direction of the supervisor or to refuse to explain why the Nurse is refusing to obey an order or direction at the time it is given and refused.
Right to Association Representation. Employees have the right to MEA representation at any meeting with representative(s) of the City that, in the employee’s opinion, may result in disciplinary action. However, the employee cannot unreasonably delay such a meeting by requesting representation by a specific MEA representative who is not available, if another MEA representative is available to attend the meeting with representatives of the City.
Right to Association Representation. If an employee is to be disciplined or reprimanded by the Board or its agents, he/she may elect to have a representative of the Association present.
Right to Association Representation. The investigatory interview with the employee shall not occur until the WHEA Leadership has been contacted and can attend the meeting to provide representation. The employee may not waive this right to representation nor can the District choose the representative for the employee. If this provision is violated, any statements made by the employee during the investigatory meeting shall be excluded as evidence in any subsequent hearing if the employee is disciplined based on the altercation with the student.
Right to Association Representation. All employees shall have the right to request an Association representative at any conference concerning a grievance, investigation or a complaint involving the performance or employment status of the employee. It shall be the Employer's policy to inform its managers and supervisors (a) that employees have a right to have an Association representative present, if they are formally questioned during an investigation into conduct which may lead to disciplinary action, (b) that employees should not be denied such right, and (c) that employees should be advised of such right before questioning. Such Association representative shall not be entitled to participate in such investigation except to advise and counsel the involved employee.
Right to Association Representation. An employee shall be entitled to have present a representative of the Association during any appearance before the Board or its agents concerning any matter, which the employee believes, is disciplinary in nature.
