Union Representation at Investigative and Disciplinary Meetings. (a) If in the course of a normal interview or meeting it is determined that there may be grounds for disciplinary action, the interview shall be adjourned and the employee will select a Shop Xxxxxxx currently on shift to attend and represent the employee at any related meeting prior to proceeding further. No investigative or disciplinary meeting will take place without a Shop Xxxxxxx present.
Union Representation at Investigative and Disciplinary Meetings a) If, in the course of a normal interview, evidence is adduced that would lead the Supervisor or Manager to contemplate discipline, suspension, discharge, or removal from any piece of work, the interview shall be adjourned and an investigative hearing shall be arranged at another mutually agreed date and time with a Union Representative present. The employee(s) shall have the right to produce a witness(es) and evidence at the investigative meeting.
Union Representation at Investigative and Disciplinary Meetings. (a) A Shop Xxxxxxx will be present at all investigative or disciplinary meetings and no discipline will be levied without a Shop Xxxxxxx present.
Union Representation at Investigative and Disciplinary Meetings. If in the course of a normal interview evidence is adduced that would lead the Supervisor or Manager to contemplate discipline, suspension or discharge, or removal from any piece of work, the interview shall be adjourned and an investigative hearing shall be arranged at another mutually agreed date and time with a Shop Xxxxxxx present. shall have the right to produce and evidence at the investigative meeting. April to March Collective Agreement between Gray Line of Victoria and CAW Local -Section I (General) When an employee is called to a meeting where any form of discipline is reasonably contemplated, the employee will be informed forty-eight (48) hours before the interview and will be advised and permitted to have Shop Xxxxxxx present. The meeting will not commence if an employee desires that a Shop Xxxxxxx be present. When the Company schedules an "investigative hearing" into an incident or issue where removal from any piece of work, suspension or dismissal would be reasonably contemplated, the Union shall be advised of the incident or issue involved and that a suspension or dismissal is intended. Such notice shall be given to the Union and not less than forty-eight (48) hours prior to the time and date of the hearing and the meeting shall take place as scheduled. The shall have the right to produce and evidence thereat. Attendees at the investigative and disciplinary meetings shall receive the applicable rate of pay for all time spent in attendance at such meetings. Removal of Discipline Each disciplinary action, letter or notation shall be removed from an employee's file after twenty-four (24) calendar months following the date of the imposition of discipline. Time Limit for Imposition of Discipline Employees will be advised if the Company is considering discipline within ten days of the Employer becoming aware of the for which discipline is being considered or the resulting discipline shall be deemed to be null and void. A meeting to discuss the in question shall be scheduled as soon as reasonably possible but this meeting shall be held not longer than twenty-one (21) calendar days from the time of notification of pending discipline. Extensions to this time limit may be mutually agreed between the ARTICLE MISCELLANEOUS Personnel Files An employee may request, through their Supervisor, to examine their own personnel file and shall be allowed to do so under supervision. A Shop Xxxxxxx may accompany the employee at the employee's request. Disciplinary ...
Union Representation at Investigative and Disciplinary Meetings. (a) No investigative or disciplinary meeting will be held where discipline will be levied that will include suspension or dismissal, without a Shop Xxxxxxx present.
