RIGHT OF UNION REPRESENTATION. Where a member of Management intends to interview an employee for the purpose of discipline, suspension, or to terminate an employee for cause, the member of management shall notify such employee within a reasonable time prior to imposing the discipline or discharge so that the employee may arrange to have his/her Xxxxxxx, or in the case of a Xxxxxxx or local union officer, a CUPE staff representative, present at the meeting. When an employee is discharged, suspended, or disciplined, he/she shall be given the reason in the presence of his/her Xxxxxxx. In all matters of discipline, suspension, or discharge the employer shall state in writing the reason for such discipline, suspension, or discharge and a copy shall be remitted to the Union. Any reply by the employee or the Union shall become part of his/her record.
RIGHT OF UNION REPRESENTATION. Employees will not be questioned concerning an investigation of disciplinary action unless the employee has given an opportunity to have a Union representative present at such questioning.
RIGHT OF UNION REPRESENTATION. Where the employer intends to discipline an employee, the employee shall be so notified in advance of the purpose of the interview, and informed of the right to have a union representative or paid staff representative of the Union, present at the interview.
RIGHT OF UNION REPRESENTATION. A non-probationary associate who is being notified of his discharge, suspension or written warning will be informed that he has the right to have the presence of a xxxxxxx, or if a xxxxxxx is not present at such time, the associate will have the option of requesting the presence of another bargaining unit member chosen by the associate concerned. It is understood that the failure to comply with the foregoing procedure, shall not render the discipline a nullity, but the parties may review the circumstances of the breach.
RIGHT OF UNION REPRESENTATION. (a) An employee shall be entitled to have a union representative, or fellow union member, present at an investigative interview or meeting, when he or she reasonably believes that the interview or meeting may result in disciplinary action against him/her.
RIGHT OF UNION REPRESENTATION. Where a member of Management intends to interview an employee for the purpose of discipline, suspension, or to terminate an employee for cause, the member of management shall notify such employee within a reasonable time prior to imposing the discipline or discharge so that the employee may arrange to have Xxxxxxx, or in the case of a Xxxxxxx or local union officer, a staff representative, present at the meeting. When an employee is discharged, suspended, or disciplined, shall be given the reason in the presence of Xxxxxxx. In all matters of discipline, suspension, or discharge the employer shall state in writing the reason for such discipline, suspension, or discharge and a copy shall be remitted to the Union. Any reply by the employee or the Union shall become part of record. In the case of an employee, other than a probationary employee, considered by the Union and the employee to have been discharged or suspended without just cause, the matter may be initiated at Step of the grievance procedure.
RIGHT OF UNION REPRESENTATION. 3.03(1) The Employer shall not bargain with or enter into any agreement with an employee or group of employees within the bargaining unit and no employee shall be required to make a written or verbal agreement with the Employer on matters relative to hours of work, wages and working conditions, promotions or any other matters covered by this Agreement.
RIGHT OF UNION REPRESENTATION. When an administrator meets with an employee and it is evident at the time the meeting is convened that discipline of the employee may result from the meeting, the employee shall be notified of the purpose of the meeting, before the meeting takes place, and that it is the employee’s right to be accompanied and union represented. If a unit member believes that a meeting with an Administrator may result in discipline, the unit member may request union representation. Such rights and obligations shall be consistent with all legal requirements.
RIGHT OF UNION REPRESENTATION. An employee shall be entitled to Union representation at each stage of any disciplinary proceeding instituted by the Employer. An employee shall be entitled to Union representation at any questioning if it is contemplated that the employee might be disciplined as a result of any matter to which the questioning relates. Before commencing each stage of any disciplinary proceeding and before commencing any questioning as set forth above, the Employer shall notify the affected employee, in writing, of the employee's right to Union representation as set forth in this paragraph. As used in this paragraph, the right to Union representation includes the right to consult with a Union representative in advance of the stage of the disciplinary proceeding or questioning or both, as applicable. Further, this right shall include the opportunity to have the Union representative present throughout the interview or disciplinary procedure. If the employee has requested Union representation, the employee shall be afforded a reasonable period of time to obtain the representation. Disciplinary meetings shall refer to meetings with employees being investigated and who might be subject to disciplinary action, but do not include meetings or sessions involving training, instruction, coaching, or performance reviews. To the extent possible and legal, all disciplinary meetings shall be confidential and private and shall include a Union representative unless the employee objects.
RIGHT OF UNION REPRESENTATION. (Replace existing 30.1 with following) a) It is understood that management and employees engage in discussions regularly as part of undertaking their duties. However, where it becomes apparent that a formal workplace investigation, a scheduled fact finding meeting or interview into allegations which may lead to discipline is required, the Employer will inform the Union and the employee in advance so that they may arrange to have a Xxxxxxx present at any such meeting. Where the employee is a Xxxxxxx or Union Executive, they may bring a CUPE staff representative or the Unit Chair or designate as their representative. b) Where a member of management intends to meet with an employee for the purpose of issuing discipline, suspension, or a termination for cause, the Employer will inform the Union of the potential need for a Xxxxxxx and the employee has the right to have union representation be present at the meeting. c) When an employee is discharged, suspended, or disciplined, they shall be given the reason in the presence of their Xxxxxxx. In all matters of discipline, suspension, or discharge the employer shall state in writing the reason for such discipline, suspension, or discharge and a copy shall be remitted to the Union. Any reply by the employee or the Union shall become part of their record. [Withdrawal of 21-PY-81] January 11 LOI - ESTABLISHMENT REPORTS (Pg. 84) Agreed to renew, need date adjustment for signature January 11 LOI - TECHNOLOGICAL CHANGE (Pg. 85) Agreed to renew, need date adjustment for signature
