Right to Have ▇▇▇▇▇▇▇ Present Clause Samples

Right to Have ▇▇▇▇▇▇▇ Present. An Employee shall have the right to have her ▇▇▇▇▇▇▇ present at any discussion with supervisory personnel/Board of Directors, which the Employee believes might be the basis of disciplinary action. Where a supervisor intends to interview an Employee for disciplinary purposes, the Employer shall so notify the Employee in advance of the purpose of the interview in order that the Employee may contact her ▇▇▇▇▇▇▇ to be present at the interview.

Right to Have ▇▇▇▇▇▇▇ Present. ‌ (a) A team member shall have the right to have their ▇▇▇▇▇▇▇ present at any discussion with management personnel, which the team member believes might be the basis of disciplinary action. Where a manager intends to interview a team member for disciplinary purposes the manager shall make every effort to notify the team member in advance of the purpose of the interview in order that the team member may contact their ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken. (b) A ▇▇▇▇▇▇▇ shall have the right to consult with a staff representative of the Union and to have a local union representative present at any discussion with management personnel which the ▇▇▇▇▇▇▇ believes might be the basis of disciplinary action against the ▇▇▇▇▇▇▇ providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have ▇▇▇▇▇▇▇ Present. ‌ (a) Where an employer designate intends to interview an employee for disciplinary purposes, the employer designate must notify the employee in advance of the purpose of the interview and of the employee's right to have a ▇▇▇▇▇▇▇ present, in order that the employee can exercise his/her right to contact his/her ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken. (b) Where the employer designate intends to interview a ▇▇▇▇▇▇▇ for disciplinary purposes, the ▇▇▇▇▇▇▇ shall have the right to consult with a union staff representative and to have another ▇▇▇▇▇▇▇ or alternate present, providing that this does not result in an undue delay of the appropriate action being taken. (c) This provision shall not apply to those discussions that are of an operational nature and do not involve disciplinary action.

Right to Have ▇▇▇▇▇▇▇ Present. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action. Where a member of management intends to interview an employee for disciplinary purposes, the member of management must notify the employee in advance of the purpose of the interview in order that the employee has the right to contact his/her Shop ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have ▇▇▇▇▇▇▇ Present. ‌ Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor must notify the employee in advance of the purpose of the interview in order that the employee may contact their ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken. Where a supervisor intends to interview a shop ▇▇▇▇▇▇▇ for disciplinary purposes, the ▇▇▇▇▇▇▇ shall have the right to consult with a staff representative of the Union and to have another shop ▇▇▇▇▇▇▇ or alternate present at any disciplinary discussion with supervisory personnel, providing that this does not result in an undue delay of the appropriate action being taken. This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action.

Right to Have ▇▇▇▇▇▇▇ Present. The employee shall have the right to have Union representation present at any discussion with supervisory personnel where the supervisor intends to interview that employee for disciplinary purposes. The supervisor shall make every effort to notify the employee in advance of the purpose of the meeting in order that the employee may contact a shop ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken.

Right to Have ▇▇▇▇▇▇▇ Present. 18.8.1 An Employee shall have the right to have their ▇▇▇▇▇▇▇ present at any discussion with Supervisory personnel which the Employee believes might be the basis of disciplinary action. Where a Supervisor intends to interview an Employee for disciplinary purposes, the Supervisor shall so notify the Employee in advance of the purpose of the interview in order that the Employee may contact their ▇▇▇▇▇▇▇ to be present at the interview. 18.8.2 A ▇▇▇▇▇▇▇ shall have the right to consult with a Union Officer or Representative and to have them present at any discussion with Supervisory personnel which might be the basis of disciplinary action.

Right to Have ▇▇▇▇▇▇▇ Present. Where the Employer intends to interview an employee for disciplinary purposes, the Employer shall so notify the employee in advance of the purpose of the interview and shall inform the employee of his/her right to have a ▇▇▇▇▇▇▇ present at the interview in order that the employee may contact his/her ▇▇▇▇▇▇▇.

Right to Have ▇▇▇▇▇▇▇ Present. (a) An employee shall have the right to have his/her ▇▇▇▇▇▇▇ present at any discussion with supervisory personnel which the employee believes might be the basis of disciplinary action. Where a supervisor intends to interview an employee for disciplinary purposes the supervisor shall make every effort to notify the employee in advance of the purpose of the interview in order that the employee may contact his/her ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken. Where an interview with a supervisor develops into a disciplinary action without advance notice, the employee has the right to terminate the interview until a shop ▇▇▇▇▇▇▇ is present. (b) A ▇▇▇▇▇▇▇ shall have the right to consult with a staff representative of the Union and to have a local union representative present at any discussion with supervisory personnel which the ▇▇▇▇▇▇▇ believes might be the basis of disciplinary action against the ▇▇▇▇▇▇▇ providing that this does not result in an undue delay of the appropriate action being taken.