Right to Union Representation. An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule. In any investigatory interview or discussion, conference or meeting with an employee who is the subject of an investigation which may lead to disciplinary action. At any disciplinary hearing, discussion, conference or meeting (including settlement discussions) with the employee who is the subject of the disciplinary hearing. Management shall allow reasonable time for the Union Representative to attend said meeting but in no case less than one (l) hour if there is a representative on duty at the worksite. If there is no Union representative on duty at the worksite, the employee shall be allowed at least four (4) hours to obtain a Union representative; however, the employee must sign a waiver extending the time limits for imposition of any disciplinary action by no more than one (l) workday, excluding weekends and holidays, for FLSA non-exempt employees and no more than five (5) workdays for FLSA exempt employees. Management shall ensure that an employee has an opportunity to exercise the right to secure Union representation. If the Union cannot or does not have a representative available within a reasonable period of time, the meeting may be conducted without representation. If the Employer disapproves release time for the representative under Article 4, the meeting shall be delayed until the representative is released from duty. The role of the Union Representative during an initial investigation interview conducted by Management is to assist in the clarification of questions and otherwise advise the employee of his/her rights. However, it is the employee who must answer the questions posed to him/her as best as possible, and under no circumstances may the Union Representative answer for the employee, dominate the meeting, or interfere with the Employer's investigating process. At a meeting to discuss mitigating circumstances or to impose disciplinary action or in the course of representing an employee who has filed a disciplinary appeal under SPP Title 11 or a grievance under SPP Title 12, the Union Representative may act as spokesperson on behalf of the employee with prior approval of the employee. An employee shall not have the right to a Union Representative in attendance during a discussion solely related to performance or during a performance review. The right to representation does include a crimina...
Right to Union Representation. In all cases where the Employer considers the Employee's conduct warrants disciplinary action, the Employee will be afforded the opportunity of having a union representative in attendance.
Right to Union Representation. A. An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule.
1. In any investigatory interview or discussion with an employee who is the subject of the investigation.
2. At any disciplinary hearing or discussion with the employee who is the subject of the disciplinary hearing. Management shall allow reasonable time for the Union Representative to attend said meeting but in no case less than one (1) hour.
B. An employee shall not have the right to a Union Representative in attendance during a discussion solely related to performance or during a performance review. The right to Union representation does not include a criminal investigation. All employees are required to give prompt, accurate answers to any and all questions concerning matters of official interest put to him/her by the Employer. The role of the Union Representative is to assist in the clarification of questions and otherwise advise the employee of his/her rights. Under no circumstances may the Union Representative dominate the meeting or interfere with the employer’s investigating process.
Right to Union Representation. Whenever the University is investigating conduct which might reasonably lead to disciplinary action against the employee, at the employee’s option, the employee shall have the right to union representation at any meeting, hearings, or formal or informal discussions with the employee pertaining to the investigation or imposition of discipline relating to such conduct. This provision does not preclude an employee from discussing any matter with the University without the presence of a union representative.
Right to Union Representation. Employees shall have the right to have a representative of the Union present during an investigation that may lead to disciplinary action.
Right to Union Representation. A. An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule.
1. In any investigatory interview or discussion with an employee who is the subject of the investigation.
2. At any conference where the Employer intends to discuss a proposed disciplinary action with the employee.
3. At each step of the Grievance Procedure in conjunction with the disciplinary action.
B. The foregoing does not apply to a meeting where the Employer is notifying the employee of the disciplinary action being taken. Where an employee elects to be represented by the Union in one of the circumstances set forth above, the employee is entitled to be represented by whichever Union representative is available, not a specific representative. Under no circumstances will an employee’s election to be represented by the Union cause a delay in the investigatory interview, disciplinary conference, or grievance step at issue, if the delay will cause the interview, conference or grievance step to be untimely.
C. An employee shall not have the right to a Union representative in attendance during a non-disciplinary discussion solely related to performance or during a performance review. For a performance based disciplinary action an employee may request Union representation, and once requested, the employee shall be allowed Union representation as provide in Section 16.3.A and Section 16.3.B. The right to representation does not include a criminal investigation, but the employee may request Union representation at a disciplinary hearing that results from the investigation, and once requested, the employee shall be allowed Union representation as provided in 16.3.A and 16.3.B above.
D. An employee is required to give prompt, accurate answers to any and all questions concerning matters of official interest put to the employee by the Employer.
E. The role of the Union representative is to assist in the clarification of questions and otherwise advise the employee of the employee’s rights. Under no circumstances may the Union representative dominate the hearing or interfere with the Employer’s investigative process.
Right to Union Representation. A member of the bargaining unit has the right to union representation on matters that involve actual or potential disciplinary actions. It is the member's responsibility to notify management that a union representative will be present if the member feels that he or she requires union representation at a meeting with his or her supervisor or other levels of management.
Right to Union Representation. An employee shall be entitled to have a Union representative present during any meeting which will or may lead to disciplinary action by the Employer, and/or at which discipline will be imposed. When a request for such representation is made, no action shall be taken until such representative of the Union is present. The District and the Union shall make reasonable accommodations so that the Union representative can be present and the meeting is held within a reasonable period of time.
Right to Union Representation. The Employer shall inform an Employee of his or her right to Union representation prior to any meeting with the Employer that might reasonably be foreseen to form the basis for disciplinary action. If during a meeting, it becomes reasonably foreseeable that discipline may ensue, then the Employer shall inform the Employee of his or her right to Union representation and provide the Employee a reasonable opportunity to obtain representation.
Right to Union Representation. Every union member has the right to union representation during an investigatory interview that could lead to discipline. This is called your “Xxxxxxxxxx” right, after a Supreme Court case which established the right to representation.
