Disciplinary Interview Sample Clauses

Disciplinary Interview. The Employer agrees to notify an employee at five (5) working days in advance of an interview of a disciplinary nature. By mutual agreement this time-frame can be reduced to less than five (5) days. The Employer agrees to indicate:

Disciplinary Interview. The Employer agrees to notify an employee at least twenty-four (24) hours in advance of any interview of a disciplinary nature and to indicate:

Disciplinary Interview. A disciplinary interview may be conducted by a field administrator, a central office administrator or the Executive Director – Human Resources. In all disciplinary interviews, the following procedures shall apply: 1. A member shall receive a written notice at least forty-eight (48) hours prior to holding a disciplinary interview. Said notice shall contain the time and place of said interview and shall include the reason(s) for said disciplinary interview. 2. The interview shall be conducted in private, except that the member may request the presence of an AEA representative. When such a request is made, the interview shall not proceed until the representative is in attendance, unless the representative is unable to attend within five (5) work days. 3. No document shall be used by either party at any disciplinary interview conducted by an administrator for the Department of Human Resources unless a copy of such document has been provided to the other party at least two days in advance of the disciplinary interview.

Disciplinary Interview. During an interview with his or her supervisor which the employee reasonably believes may result in disciplinary action, and where there is no assurance from the supervisor that disciplinary action is not intended. If at any time during an interview without a representative in attendance, it becomes apparent that disciplinary action could occur, either party may adjourn the interview until a representative can be present.

Disciplinary Interview. 9:01 When an employee is summoned to the supervisor's office for an interview concerning discipline, the supervisor will inform the employee of their right to have a Union ▇▇▇▇▇▇▇ present prior to discussing the matter with the employee. The employee may, if they so desire, request the presence of their Union ▇▇▇▇▇▇▇ to represent them during the interview. If the employee requests representation by their Union ▇▇▇▇▇▇▇, the supervisor will send for the Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. The Union will make available a representative in a timely manner to attend such a meeting before discipline is imposed. Shall the Union fail in this regard, the discipline shall proceed. Whether or not the ▇▇▇▇▇▇▇ is present, a contact form will be made and given to the employee and a copy supplied to the ▇▇▇▇▇▇▇ within one (1) working day of the meeting. If requested, the employee will be given time to confer with the Union ▇▇▇▇▇▇▇ to prepare for the meeting. 9:02 Any record of a disciplinary action taken by the Employer will not remain on an employee's record beyond two (2) years from the date of such disciplinary action being issued, provided there has been no recurrence of a similar infraction.

Disciplinary Interview. Where an employee is summoned to the supervisor’s office for an interview concerning discipline, or a meeting conducted as part of an investigation that is likely to lead to the employee’s suspension or discharge, prior to discussing the matter with the employee, the supervisor will inform the employee of their right to have their Union ▇▇▇▇▇▇▇ present The employee may, if they so desire, request the presence of their Union ▇▇▇▇▇▇▇ to represent them during the interview. If the employee requests representation by their Union ▇▇▇▇▇▇▇, the supervisor will send for the Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned. The Union will make available a representative within twenty-four (24) hours to attend such a meeting before discipline is imposed. Whether called or not, the Union Office will be advised in writing or electronic mail within two (2) working days (48 hours) of the facts of the disciplinary action and the reason therefor. The Employer will endeavour to render discipline within fifteen (15) working days of the alleged misconduct or within fifteen (15) days when the Employer is made aware of such alleged offense. Any such discipline will be copied to the Union.

Disciplinary Interview. (a) The Employer agrees to notify an employee at least twenty-four (24) hours in advance of any interview of a disciplinary nature to indicate: (i) his right to be accompanied by a union representative; (ii) the purpose of the meeting, including whether it involves the employee's personal file; (iii) that if the employee's personal file is to be considered during the interview, the employee and/or his union representative, the latter with the employee's permission, shall, before the meeting, have access to this file in accordance with clause 32.03. (b) The employee has the right to refuse to participate or to continue to participate in any interview of a disciplinary nature unless he has received the notice herein above provided for. (c) If the employee fails to appear at the interview and does not explain his inability to do so, the Employer shall proceed unilaterally.

Disciplinary Interview. 9:01 When an employee is summoned to the Technical Director’s office for an interview concerning discipline, the Technical Director will inform the employee of his/her right to have his/her Union ▇▇▇▇▇▇▇ present prior to discussing the matter with the employee. The employee may, if he/she so desires, request the presence of his/her Union ▇▇▇▇▇▇▇ to represent him/her during the interview. If the employee requests representation by his/her Union ▇▇▇▇▇▇▇, the Technical Director, will send for the Union ▇▇▇▇▇▇▇ without undue delay and without further discussion of the matter with the employee concerned.

Disciplinary Interview. An employee who is being notified of his/her discharge, suspension, written warning or need for performance improvement, will be informed of his/her right to have the presence of a ▇▇▇▇▇▇▇ or the alternate ▇▇▇▇▇▇▇, or in the absence of a ▇▇▇▇▇▇▇, the Local President, prior to or at the beginning of any meeting where the employee is being notified of such disciplinary action. If the cause for disciplinary action relates to a matter which is immediate and pressing, and a ▇▇▇▇▇▇▇ or the Local President is not available when called, or cannot be contacted, the Employer may proceed with the disciplinary interview without further delay. For other types of disciplinary matters, if the employee wishes to have a representative present, there shall be no further discussion of the matter until the ▇▇▇▇▇▇▇ or Local President can arrive. An employee who has been suspended or discharged shall be advised in writing of the reason therefor. In the event that a ▇▇▇▇▇▇▇ is not present at such time, the Employer shall notify the Union of any discharge, suspension or written warning within forty-eight (48) hours after such notice has been given. It is understood that failure to comply with the foregoing procedure shall not render the discipline a nullity, but the parties may review the circumstances of the breach.