Right to Union Representation. A. An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule.
Right to Union Representation. In all cases where the Employer considers the Employee's conduct warrants disciplinary action, the Employee will be afforded the opportunity of having a union representative in attendance.
Right to Union Representation. Whenever the University is investigating conduct which might reasonably lead to disciplinary action against the employee, at the employee’s option, the employee shall have the right to union representation at any meeting, hearings, or formal or informal discussions with the employee pertaining to the investigation or imposition of discipline relating to such conduct. This provision does not preclude an employee from discussing any matter with the University without the presence of a union representative.
Right to Union Representation. 19.01 Every teacher shall have the right to have a Union representative at any discussion with supervisory or administrative personnel when dealing with matters of discipline, discharge or grievance.
Right to Union Representation. Employees shall have the right to have a representative of the Union present during an investigation that may lead to disciplinary action.
Right to Union Representation. A member of the bargaining unit has the right to union representation on matters that involve actual or potential disciplinary actions. It is the member's responsibility to notify management that a union representative will be present if the member feels that he or she requires union representation at a meeting with his or her supervisor or other levels of management.
Right to Union Representation. Except as otherwise set forth in the provisions of this MOU (e.g. Grievance and Arbitration Articles), an employee shall have the right to union representation if requested by the employee, only as provided below.
Right to Union Representation. The Employer shall inform an Employee of his or her right to Union representation prior to any meeting with the Employer that might reasonably be foreseen to form the basis for disciplinary action. If during a meeting, it becomes reasonably foreseeable that discipline may ensue, then the Employer shall inform the Employee of his or her right to Union representation and provide the Employee a reasonable opportunity to obtain representation.
Right to Union Representation. Discipline shall be imposed only in the presence of a Union Xxxxxxx, except in those cases where the Xxxxxxx may not be readily available, the employee chooses not to have Union representation, or the infraction for which a suspension or termination is imposed constitutes a very "serious offense" warranting summary action (i.e., assault, attack or threat of physical violence on fellow employees or management representatives, etc.). When a Union Xxxxxxx is not present in such instances, the Employer will administer discipline and not question the employee and notify the Xxxxxxx as soon as possible of the action taken. The Employer will inform employees of the right to have Union representation. Employees may choose not to have representation by indicating this on a form with language mutually agreed upon by the Employer and Union.
Right to Union Representation. An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule. In any investigatory interview or discussion, conference or meeting with an employee who is the subject of an investigation which may lead to disciplinary action. At any disciplinary hearing, discussion, conference or meeting (including settlement discussions) with the employee who is the subject of the disciplinary hearing. Management shall allow reasonable time for the Union Representative to attend said meeting but in no case less than one (l) hour if there is a representative on duty at the worksite. If there is no Union representative on duty at the worksite, the employee shall be allowed at least four (4) hours to obtain a Union representative; however, the employee must sign a waiver extending the time limits for imposition of any disciplinary action by no more than one (l) workday, excluding weekends and holidays, for FLSA non-exempt employees and no more than five (5) workdays for FLSA exempt employees. Management shall ensure that an employee has an opportunity to exercise the right to secure Union representation. If the Union cannot or does not have a representative available within a reasonable period of time, the meeting may be conducted without representation. If the Employer disapproves release time for the representative under Article 4, the meeting shall be delayed until the representative is released from duty. The role of the Union Representative during an initial investigation interview conducted by Management is to assist in the clarification of questions and otherwise advise the employee of his/her rights. However, it is the employee who must answer the questions posed to him/her as best as possible, and under no circumstances may the Union Representative answer for the employee, dominate the meeting, or interfere with the Employer's investigating process. At a meeting to discuss mitigating circumstances or to impose disciplinary action or in the course of representing an employee who has filed a disciplinary appeal under SPP Title 11 or a grievance under SPP Title 12, the Union Representative may act as spokesperson on behalf of the employee with prior approval of the employee. An employee shall not have the right to a Union Representative in attendance during a discussion solely related to performance or during a performance review. The right to representation does include a crimina...
