Common use of Right to Union Representation Clause in Contracts

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. A member of the bargaining unit has Employees have the right to union representation on matters that involve actual formal investigations or potential disciplinary actions. It is the member's employee’s responsibility to notify management that a union Union representative will be present if the member employee feels that he or he/she requires union Union representation at a an investigatory or pre-disciplinary meeting with his or his/her supervisor or other levels of management.

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 he/she requires union representation at a meeting with his or his/her supervisor or other levels of management.

Right to Union Representation. A member of the bargaining unit has Employees have the right to union representation on matters that involve actual formal investigations or potential disciplinary actions. It is the member's employee’s responsibility to notify management that a union Union representative will be present if the member employee feels that he or he/she requires union Union representation at a an investigatory or pre- disciplinary meeting with his or his/her supervisor or other levels of management.

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 in an investigatory interview (as provided by Section 36.3.A) or in any meeting between the University and employee to issue or discuss discipline. It is the employee’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 their supervisor or other levels of management.