Presence of a Union Representative. In cases where the Employer(s) considers an Employee’s conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Union representative. The Employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed. It is also agreed that:
Presence of a Union Representative. Except in cases where the Employer considers that an employee's conduct warrants immediate dismissal, the practice shall be to discipline (dismissal, suspension, demotion, verbal or written reprimand) the employee in the presence of the Union Representative at which time the employee will be given an opportunity to be heard.
Presence of a Union Representative a) If a non-disciplinary meeting between the Manager/Supervisor and the employee raises issues that could lead to discipline, the Manager/Supervisor shall stop the meeting, advise the employee of their right to the presence of a Union representative and their rights below will be followed. The employee shall have the opportunity to state their side of the case in advance of any discipline being imposed.
Presence of a Union Representative. All employees shall have the right to the presence of a Union representative at any discussion with the Company. When the Company instructs an employee to attend at a job related meeting or interview, where discipline is being contemplated or that does result in discipline, 5 the affected employee shall be paid for all time to attend the meeting or interview, one (1) hour minimum at their hourly straight time rate of pay, and the Company shall make all necessary arrangements to ensure the presence of a Union representative at the meeting or interview.
Presence of a Union Representative. In cases where the Town considers an Employee's conduct to warrant disciplinary action (dismissal, suspension, verbal or written reprimand) no step shall be taken other than in the presence of a Union representative, unless the member has waived their right to Union representation. The Employee shall have an opportunity to state his/her side of the case in advance of discipline being imposed.
Presence of a Union Representative. KCAO acknowledges the right of a bargaining unit member to have a Union Representative present during disciplinary procedures at Stage 2 and above. PROCEDURE: An employee whose work performance/conduct is not considered to be up to standard will be notified of this by their immediate supervisor and provided with direction in order to remedy the situation. Where the matter is more serious or for repeated minor alleged offenses, the following procedure will be used. Stage 1: Oral Warning If conduct or performance does not meet acceptable standards, the employee will normally be given a formal ORAL WARNING by his/her supervisor. He or she will be informed of the reasons for the warning. The supervisor is responsible to make note of the Oral Warning and set a time to review the employee’s progress, i.e. 30 days. If the required improvement(s) is not achieved, the following steps can be taken:
