Common use of Right to Union Representation Clause in Contracts

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. 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-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 provided in Section 16.3.A 3, A and Section 16.3.B. B above. 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 Section 14.2, A and 16.3.B 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. I. 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. (a) In any investigatory interview or discussion with an employee who is the subject of the investigation. 2. (b) At any conference where the Employer intends to discuss a proposed disciplinary action with the employee. 3. (c) At each step of the Grievance Procedure in conjunction with the disciplinary action. B. II. 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. III. 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 26.C.I. and Section 16.3.B. 26.C.II. 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.26.C.I. and

Right to Union Representation. A. 1. 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. a. In any investigatory interview or discussion with an employee who is the subject of the investigation. 2. b. At any conference where the Employer intends to discuss a proposed disciplinary action with the employee. 3. c. At each step of the Grievance Procedure in conjunction with the disciplinary action. B. 2. 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. 3. 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 26.C.I. 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.Section

Right to Union Representation. A. I. 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. (a) In any investigatory interview or discussion with an employee who is the subject of the investigation. 2. (b) At any conference where the Employer intends to discuss a proposed disciplinary action with the employee. 3. (c) At each step of the Grievance Procedure in conjunction with the disciplinary action. B. II. 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. III. 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 26.C.I. and Section 16.3.B. 26.C.II. 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 26.C.I. and 16.3.B 26.C.II. above. D. IV. 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. 1. 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. a. In any investigatory interview or discussion with an employee who is the subject of the investigation. 2. b. At any conference where the Employer intends to discuss a proposed disciplinary action with the employee. 3. c. At each step of the Grievance Procedure in conjunction with the disciplinary action. B. 2. 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. a. 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 26.C.I. 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.Section

Right to Union Representation. A. ‌ 1. 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. a. In any investigatory interview or discussion with an employee who is the subject of the investigation. 2. b. At any conference where the Employer intends to discuss a proposed disciplinary action with the employee. 3. c. At each step of the Grievance Procedure in conjunction with the disciplinary action. B. 2. 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. a. 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 26.C.I. 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.Section