Common use of Union Representation (Xxxxxxxxxx Rights Clause in Contracts

Union Representation (Xxxxxxxxxx Rights. During an investigatory interview or any other meeting where a member Employee of the bargaining unit feels disciplinary action against said Employee or a fellow Employee could result, the Employee shall have the right to exercise Interview Rights as follows: 1. The Employee must make a clear request for Union representation before or during the interview. The Employee cannot be punished for making this request. 2. After the Employee makes the request, the City or its representative must choose from among three options: 1. Grant the request and delay questioning until the Union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the Employee. 2. Deny the request and end the interview immediately; or 3. Give the Employee a clear choice between having the interview without representation, or ending the interview. 3. If the City or its representative denies the request for Union representation, and continues to ask questions, the Employee has a right to refuse to answer. The employer may not discipline the Employee for such a refusal. If the Employee is to have legal representation (who will only be permitted to act as an observer) during any meeting with the City, the Employee shall inform the City of this decision at least 24 hours before the meeting.

Union Representation (Xxxxxxxxxx Rights. During an investigatory interview or any other meeting where a member Employee of the bargaining unit feels disciplinary action against said Employee or a fellow Employee could result, the Employee shall have the right to exercise Interview Rights as follows: 1. The Employee must make a clear request for Union representation before or during the interview. The Employee cannot be punished for making this request. 2. After the Employee makes the request, the City or its representative must choose from among three options: 1. Grant Xxxxx the request and delay questioning until the Union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the Employee. 2. Deny the request and end the interview immediately; or 3. Give the Employee a clear choice between having the interview without representation, or ending the interview. 3. If the City or its representative denies the request for Union representation, and continues to ask questions, the Employee has a right to refuse to answer. The employer may not discipline the Employee for such a refusal. If the Employee is to have legal representation (who will only be permitted to act as an observer) during any meeting with the City, the Employee shall inform the City of this decision at least 24 hours before the meeting.