Right to Union Representative. In any case where the Employee presents their grievance in person or, in any case in which a hearing is held on a grievance at any level, the Employee shall be accompanied by a representative of the Union.
Right to Union Representative. 6.1.1. If an employee reasonably believes that a meeting with their supervisor, whether prior to that meeting, or in the course of, may result in disciplinary action against them, they may request the attendance of an AFSCME Local 1902 designated representative of their choice in the meeting. If the meeting has already commenced when the request for representation is made, the meeting shall terminate until such time that they have obtained representation. If the AFSCME Local 1902 representative is not available at the time of the meeting, the supervisor will arrange an alternative meeting as soon as possible, but at least within 5 working days.
Right to Union Representative. 6.1.1 If an employee reasonably believes that a meeting with his supervisor may result in disciplinary action against him, he may request the attendance of an AFSCME Local 1902 representative in the meeting. If the AFSCME Local 1902 representative is not available at the time of the meeting, the supervisor will arrange an alternative meeting as soon as possible, but at least within 5 working days.
Right to Union Representative. Unit members shall have the right to request the presence of a union representative when called to a disciplinary conference or hearing with their supervisor.
Right to Union Representative. (a) The employee has the right for Union representative when they are meeting with the Employer for disciplinary meetings, return to work meetings. It is understood and agreed that unless there is a conflict of interest, the xxxxxxx who is available and or on duty shall be utilized to attend the meeting and represent the employee.
Right to Union Representative. Any employee shall have the right, upon request, to have a Union representative present at an investigatory interview of the employee which the employee reasonably believes might result in disciplinary action.
