Investigatory Interviews. When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that the employee be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:
Investigatory Interviews. Each engineer shall be informed of the right, during an investigatory interview, by personnel of the Company’s Security Organization, the Employee Relations Organization (ERO), or the Equal Opportunity Organization (EEO), which may result in discipline, to request the presence of a union representative, if the union representative is available. If his union representative is not available, such engineer may request the presence of another immediately available union representative. The union representative shall not obstruct or interfere with the purpose or timely completion of the interview. Reasonable delays will be accommodated to assure representation is available.
Investigatory Interviews. When the Employer desires to conduct an investigatory interview of an employee where the results of the interview might result in discipline, the Employer agrees to first inform the employee that the employee has a right to Labor Council representation at such interview. If the employee desires such Labor Council representation, no interview shall take place without the presence of a Labor Council representative. The role of the Labor Council representative is limited to assisting the employee, clarifying the facts and suggesting other employees who may have knowledge of the facts. Further the employee may not unreasonably delay the interview by insisting on any particular Labor Council representative.
Investigatory Interviews. A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.
Investigatory Interviews. Except in unusual circumstances, a member subject to possible discipline will be interviewed by the Employer prior to a decision being made about whether or not to take disciplinary action. In such cases, the member will ordinarily be informed of the general topic being investigated before being questioned, unless the College determines such notice might be harmful (e.g., if such notice might hinder or undermine a thorough and effective investigation, create a risk of retaliation, etc.). In deciding what, if any, disciplinary action to take, the Employer shall consider the member’s prior disciplinary record, including evidence of good or improved behavior. A member shall be accompanied by an Association representative during investigatory interviews which could reasonably be expected to lead to disciplinary action against the member, unless the member expressly declines such representation in writing. A member placed on unpaid administrative leave pending investigation shall not remain on such unpaid leave for more than one full payroll period before a Due Process Hearing is offered under section D.3 of this Article.
Investigatory Interviews. When an employee attends a meeting for purposes of discussing an incident that the employee reasonably believes may lead to discipline because of that particular incident, the employee shall have a right to be accompanied by a representative of the Union. If the employee desires Union representation during the meeting, they shall notify the City and will be provided a reasonable period of time not to exceed twenty-four (24) hours to obtain such representation. The notice regarding the interview and the time, place, and manner in which it is conducted shall be reasonable and consistent with the Internal Investigations Section and or Department procedures applicable to civilian Department employees.
Investigatory Interviews. Upon request, an employee shall have the right to Association representation during an investigatory interview that an employee reasonably believes will result in disciplinary action. The employee will have the opportunity to consult with a local Association Representative before the interview, but such request shall not cause an undue delay.
Investigatory Interviews. A. For Board of Industrial Insurance Appeals (BIIA) - Unless exigent circumstances exist, the employer will notify the employee at least forty- eight (48) hours in advance of an investigative interview. The employee may waive the forty-eight (48) hour period. The notification will include the nature of the interview. For all other Agencies - Unless exigent circumstances exist, the employer will notify the employee at least twenty-four (24) hours in advance of an investigative interview. The employee may waive the twenty-four (24) hour period. The notification will include the nature of the interview.