Common use of Pre-Discipline Clause in Contracts

Pre-Discipline. An employee shall be entitled to the presence of a union ▇▇▇▇▇▇▇ at an investigatory interview if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. The right to have a meeting prior to the imposition of a suspension or termination shall be afforded. Such a meeting shall be scheduled no earlier than three (3) days following the notification to the employee. Prior to the meeting, the employee and his/her representative shall be informed in writing of the reasons for the contemplated discipline and the possible form of discipline. When the pre-disciplinary notice is sent, the Union and the employee will be provided a list of witnesses to the event or act known of at the time and documents known of at that time used to support the possible disciplinary action. If the Employer becomes aware of more witnesses or more documents that are relied upon in imposing discipline, they shall be provided to the Union and the employee. The Employer representative recommending discipline shall be present at the meeting unless inappropriate or if he/she is legitimately unable to attend. The Employer’s designee shall conduct the meeting. The Union and/or the employee shall be given the opportunity to comment, ask questions, refute, or rebut if they choose. At the discretion of the Employer, in cases where a criminal investigation may occur, the pre- disciplinary meeting may be delayed until after disposition of the criminal charges.

Pre-Discipline. An employee shall be entitled to the presence of a union ▇▇▇▇▇▇▇ at an investigatory interview if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action against him/her. The right to have a meeting prior to the imposition of a suspension or termination shall be afforded. Such a meeting shall be scheduled no earlier than three (3) days following the notification to the employee. Prior to the meeting, the employee and his/her representative shall be informed in writing of the reasons for the contemplated discipline and the possible form of discipline. When the pre-disciplinary notice is sent, the Union and the employee will be provided a list of witnesses to the event or act known of at the time and documents known of at that time used to support the possible disciplinary action. If the Employer becomes aware of more witnesses or more documents that are relied upon in imposing discipline, they shall be provided to the Union and the employee. The Employer representative recommending discipline shall be present at the meeting unless inappropriate or if he/she is legitimately unable to attend. The Employer’s 's designee shall conduct the meeting. The Union and/or the employee shall be he given the opportunity to comment, ask questions, refute, or rebut if they choose. At the discretion of the Employer, in cases where a criminal investigation may occur, the pre- disciplinary meeting may be delayed until after disposition of the criminal charges.