Common use of Right to Have Xxxxxxx Present Clause in Contracts

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager intends to interview an employee for disciplinary purposes, the manager must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personnel, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a the immediate manager intends to interview an employee for disciplinary purposes, the immediate manager must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxxtheir Shop Xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a an immediate manager intends to interview a shop xxxxxxx Shop Xxxxxxx for disciplinary purposes, the xxxxxxx Shop Xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personnelimmediate manager, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager Director of Care intends to interview an employee for disciplinary purposes, the manager Director of Care must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxxXxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager Director of Care intends to interview a shop xxxxxxx Shop Xxxxxxx for disciplinary purposes, the xxxxxxx Xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager Director of Care and department head Department Head personnel, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. ‌ This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager the Employer intends to interview an employee for disciplinary purposes, the manager Employer must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager the Employer intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personnelEmployer, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager Administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager Director of Care intends to interview an employee for disciplinary purposes, the manager Director of Care must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxxShop Xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager Director of Care intends to interview a shop xxxxxxx Shop Xxxxxxx for disciplinary purposes, the xxxxxxx Shop Xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager Director of Care and department head Department Head personnel, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. ‌ This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager Administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her their xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager the Employer intends to interview an employee for disciplinary purposes, the manager Employer must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager the Employer intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personnelEmployer, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager Administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her their xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her their xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager Director of Care intends to interview an employee for disciplinary purposes, the manager Director of Care must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager Director of Care intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager Director of Care and department head Department Head personnel, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. ‌ This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager Administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager an administrator/designate intends to interview an employee for disciplinary purposes, the manager administrator/designate must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager an administrator/designate intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personneladministrator/designate, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager member of management intends to interview an employee for disciplinary purposes, the manager member of management must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxxShop Xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager member of management intends to interview a shop xxxxxxx Shop Xxxxxxx for disciplinary purposes, the xxxxxxx Shop Xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personnela member of management, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager member of management intends to interview an employee for disciplinary purposes, the manager member of management must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxxtheir Shop Xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager member of management intends to interview a shop xxxxxxx Shop Xxxxxxx for disciplinary purposes, the xxxxxxx Shop Xxxxxxx shall have the right to consult with a staff representative Staff Representative of the Union and to have another shop xxxxxxx Shop Xxxxxxx or alternate present at any disciplinary discussion with the manager and department head personnela member of management, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have Xxxxxxx Present. ‌ This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a manager the Employer intends to interview an employee for disciplinary purposes, the manager Employer must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her xxxxxxx, providing that this does not result in an undue delay of the appropriate action being taken. Where a manager the Employer intends to interview a shop xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right to consult with a staff representative of the Union and to have another shop xxxxxxx or alternate present at any disciplinary discussion with the manager and department head Employer. An employee shall have the right to have their xxxxxxx present at any discussion with supervisory personnel, which the employee believes might be the basis of disciplinary action providing that this does not result in an undue delay of the appropriate action being taken.