Common use of Right to Have Job Xxxxxxx Present Clause in Contracts

Right to Have Job Xxxxxxx Present. Where a meeting is to occur for the purpose of disciplining a particular employee, the Employer shall advise that employee the nature of the meeting in advance of such meeting. Upon being advised, the employee will have the right to have in attendance a job xxxxxxx or Union Representative; however an employee may not insist upon a particular job xxxxxxx should this have the effect of unduly delaying the meeting. An employee shall have the right to confirm with an Employer representative, either before or during the meeting, if any meeting that the employee is asked to attend, may be the basis for disciplinary action against the employee. If the Employer representative confirms that it may be a basis for disciplinary action, in keeping with the above, the employee will have the right to have a job xxxxxxx or Union Representative present. Where the foregoing pertains to a job xxxxxxx, a Union representative may be present if this does not unnecessarily delay the meeting. Employee coaching sessions and performance evaluations are not to be considered as formal discipline meetings. However, where an employee would like to review the results of a performance evaluation or the results of a performance development plan discussion with the employee’s supervisor, the employee may request and have the employee’s job xxxxxxx or Union Representative present. Where disciplinary action is taken in connection with matters addressed in an appraisal, the Association shall issue a letter of discipline concerning these matters separate and apart from the appraisal document.

Right to Have Job Xxxxxxx Present. Where a meeting is to occur for the purpose of disciplining a particular employee, the Employer shall advise that employee the nature of the meeting in advance of such meeting. Upon being advised, the employee will have the right to have in attendance a job xxxxxxx or Union Representative; however an employee may not insist upon a particular job xxxxxxx should this have the effect of unduly delaying the meeting. An employee shall have the right to confirm with an Employer representative, . either before or during the meeting, if any meeting that the employee is asked to attend, may be the basis for disciplinary action against the employee. If the Employer representative confirms that it may be a basis for disciplinary action, in keeping with the above, the employee will have the right to have a job xxxxxxx or Union Representative present. Where the foregoing pertains to a job xxxxxxx, a Union representative may be present if this does not unnecessarily delay the meeting. Employee coaching sessions and performance evaluations are not to be considered as formal discipline meetings. However, where an employee would like to review the results of a performance evaluation or the results of a performance development plan discussion with the employee’s 's supervisor, the employee may request and have the employee’s 's job xxxxxxx or Union Representative present. Where disciplinary action is taken in connection with matters addressed in an appraisal, the Association shall issue a letter of discipline concerning these matters separate and apart from the appraisal document.

Right to Have Job Xxxxxxx Present. Where a meeting is to occur for the purpose of disciplining a particular employee, the Employer shall advise that employee the nature of the meeting in advance of such meeting. Upon being advised, the employee will have the right to have in attendance a job xxxxxxx or Union Representativexxxxxxx; however an employee may not insist upon a particular job xxxxxxx should this have the effect affect of unduly delaying the meeting. An employee shall have the right to confirm with an Employer representative, either before or during the meeting, representative if any meeting that the employee she is asked to attend, may be the basis for disciplinary action against the employeeher. If the Employer representative confirms that it may be a basis for disciplinary action, in keeping with the above, the employee she will have the right to have a job xxxxxxx or Union Representative present. Where the foregoing pertains to a job xxxxxxx, a Union representative may be present if this does not unnecessarily delay the meeting. Employee coaching sessions and performance evaluations are not to be considered as formal discipline meetings. However, where an employee would like to review the results of a performance evaluation evaluation, or the results of a performance development plan discussion with the employee’s her supervisor, the employee may request and have the employee’s her job xxxxxxx or Union Representative present. Where disciplinary action is taken in connection with matters addressed in an appraisal, the Association shall issue a letter of discipline concerning these matters separate and apart from the appraisal document.