Right To Be Accompanied. The Musician has the right to be accompanied at any disciplinary or grievance meeting by a fellow Musician or trade union representative who may make representations on his/her behalf provided the Musician expressly authorises this at the beginning of the relevant meeting. However the Musician’s companion will not be able to answer questions put to the Musician during the course of the meeting. This right applies to all stages of the disciplinary and grievance process including appeals.
Right To Be Accompanied. Employees who are invited or required by the University to attend a meeting, the purpose of which is to deal directly with the terms and conditions of their employment, shall have the right to be accompanied by a Shop Xxxxxxx or Union Officer.
Right To Be Accompanied. All Nottinghamshire employment procedures set out the detail of entitlement of an employee to be accompanied or represented. All school employees have a statutory right to be accompanied when required to attend a meeting that could result in a formal warning which will be placed on an employee’s record, dismissal (including redundancy) or any other formal hearing, including appeals against such sanctions. No formal action can be taken against a recognised trade union representative until the circumstances of the case have been notified to the appropriate trade union officer. (**Where a meeting needs to be re-arranged by the trade union for some urgent reason, they will immediately contact the school to explain the reason for the postponement. A new date will be set within five working days of the original date. Failure to provide adequate notice of unavailability or explanation may result in a decision for a meeting arranged within the required timescales set out in the relevant procedure to go ahead without the employee or trade union representative.) This protocol was originally agreed by Nottinghamshire Schools’ Forum, September 2015 Each Representative must fully complete one form each term setting out how the trade union facilities time has been used on official trade union duties. This is a condition of the TUF allocation by the Schools Forum. This will be used as a record to account for the use of TUF budget/ Facilities time assigned to each representative and will be included in the annual report to the School Forum. Please note: Information presented to the Schools Forum on duties will be anonymised. Expand form as required so that there is one line for each piece of casework / meeting attended. TUF Purpose Name School /Meeting attended /Training undertaken Comments re trade union work / activity undertaken Date(s) Number of days 1.0 Negotiation - Local Authority / NCC employer consultation meetings attended on behalf of members 1.1 Negotiation - School based negotiations / consultation meetings 1.2 Negotiation - Preparation time relevant negotiation / consultation meetings 2.0 Casework - Formal Casework Activity Attending formal meetings / reviews (Specify eg discipline, Grievance, Attendance) Use separate line for each piece of casework 2.1 Casework – Preparation time / time spent with members / Informing member of progress (relate to information above as appropriate) 3.0 Training / Briefings - Attending Official Trade Union Training 4.0 Other -...
Right To Be Accompanied. Employees who are invited or required by the University to attend a meeting, the purpose of which is to deal directly with the terms and conditions of their employment, shall have the right to be accompanied by a Shop Xxxxxxx.
Right To Be Accompanied. The Artiste has the right to be accompanied by a fellow Artiste or trade union representative who may make representations on his behalf provided the Artiste expressly authorises this at the beginning of the relevant meeting. However the Artiste’s companion will not be able to answer questions put to the Artiste during the course of the meeting. This right applies to all stages of the disciplinary and grievance process including appeals. Timing and location of meetings must be reasonable. Meetings must be conducted in a manner that enables both the Hirer and the Artiste to explain their case. The Hirer will endeavour to ensure that the meeting is in a private location and that there are no interruptions. Where possible the timing and location of the meeting should be agreed between the Hirer and the Artiste. The length of time between the written notification and the meeting should be long enough to allow the Artiste to prepare for the meeting. The Artiste must take all reasonable steps to attend the meeting and if he or his companion cannot attend on the date suggested he must notify his head of department and propose an alternative date for the meeting to be held without unreasonable delay. It would generally be reasonable, unless there were special circumstances that existed, for the meeting to be rescheduled within 5 working days of the original proposed date, although the Hirer and the Artiste could mutually agree a longer delay for the rescheduled meeting. No meeting will take place unless the complainant has informed the other party in writing of the cause of the complaint and the other party has had the opportunity to consider a response to the complaint. In the case of an appeal meeting which is not the first meeting, the Hirer should, so far as is reasonably practicable, be represented by a more senior manager than attended the first meeting (unless the most senior manager attended that meeting).
Right To Be Accompanied. The Artist has the right to be accompanied at any disciplinary or grievance meeting by a fellow Artist or trade union representative who may make representations on their behalf provided the Artist expressly authorises this at the beginning of the relevant meeting. However the Artist’s companion will not be able to answer questions put to the Artist during the course of the meeting. This right applies to all stages of the disciplinary and grievance process including appeals. This right does not apply to investigatory meetings as these are held solely to establish the facts of the case and are not disciplinary meetings.
Right To Be Accompanied. 4.1 You have the right to be accompanied at any hearing (including an appeal hearing) by a single companion, who is either:
(a) a work colleague; or
(b) a full time official employed by a trade union; or
(c) a lay official, provided they have been certified in writing by their union as having experience of, or as having received training in, acting as a worker’s companion at disciplinary or grievance hearings.
4.2 Your representative has the right to explain and sum up your case, and to respond to any views expressed at the hearing. However, your representative cannot answer questions on your behalf. If your representative cannot attend on the date that we have set for the appeal, we can postpone the appeal for up to 5 working days and may (at our discretion) postpone it for longer.
Right To Be Accompanied. Although the statutory right to be accompanied applies only at a disciplinary hearing, the JNC procedure provides the opportunity for representation at all stages by a trade union representative or some other person. Further details are set out in the model procedure. The Investigatory Committee will, as soon as practicable, inform the subject of the complaint in writing with details of the allegation and any other issues under investigation and provide him/her with any evidence that the Committee is to consider. The subject of the allegations will be invited to submit written representations and any relevant evidence including evidence from witnesses that he/she wishes to be considered. The Committee will also provide the opportunity for oral representations to be made. Fair notice will be given to allow adequate time to prepare a response to the allegations or issues under investigation. When a complaint is considered by the Investigatory Committee, it needs to make a judgement as to whether the allegation can be dismissed or whether it requires more detailed investigation by a Designated Independent Person. The threshold for determining whether a Designated Independent Person should be appointed is: a) whether the allegation, if proved, would be such as to lead to the dismissal or other action which would be recorded on personal files; and b) there is evidence in support of the allegation sufficient to require further investigation. It may be that the Investigatory Committee considers that it might be appropriate to consider alternatives either to appointing a Designated Independent Person or dismissing the allegation or issue. This will depend on the facts of the matter being investigated and it may be that the issue is one which might benefit from mediation prior to moving to appoint a DIP. It is possible at any stage to consider the mutual termination of the contract and sometimes this will be a suitable alternative for all concerned. If any financial settlements are considered, they must fall within the Council’s discretions under the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 or be in consideration of an agreement that compromises a genuine legal claim at a Court or Employment Tribunal. Appropriate legal advice must be provided in these circumstances as well as the agreement of the District Auditor. The Council will provide the Investigatory Committee with the resources to ap...
Right To Be Accompanied. Casual workers may be accompanied at formal meetings by a companion, who may be: A fellow worker; A trade union representative An official employed by a trade union.
Right To Be Accompanied. Supply Teachers may be accompanied at formal meetings by a companion, who may be: A fellow worker; A trade union representative An official employed by a trade union.
