Disciplinary Interviews Clause Samples
The Disciplinary Interviews clause establishes the procedures and rights related to conducting interviews with employees as part of a disciplinary process. Typically, this clause outlines when and how such interviews may be held, who may be present (such as a representative or witness), and the notice that must be given to the employee. Its core function is to ensure fairness and transparency in disciplinary proceedings by providing a clear framework for gathering information and allowing employees an opportunity to respond to allegations.
Disciplinary Interviews. As per Article 31 of the Full-time Agreement
Disciplinary Interviews. When an employee is requested or required to attend for an interview for the purpose to discipline of such employee, the Company shall advise the employee of his or her right to the presence of a Union ▇▇▇▇▇▇▇. The management representative will send for the ▇▇▇▇▇▇▇ at the employee's request without undue delay and without further discussion of the matter, provided that the ▇▇▇▇▇▇▇ is readily available. If no ▇▇▇▇▇▇▇ is available, the employee may request the presence of, and the management representative shall send for, a Union unit officer or some other Union member for the interview. A violation of this clause by the Employer does not void any subsequent discipline or dismissal.
Disciplinary Interviews. (a) When an employee is to be interviewed by the Company or Security regarding discipline or dismissal, the union ▇▇▇▇▇▇▇, or in the absence of the union ▇▇▇▇▇▇▇ any other bargaining unit member of the employee’s choice in their store will be present to observe the discussion.
(b) Should any reprimand, warning or disciplinary measure by issued in writing, the employee in question shall receive a copy of such written reprimand, warning or disciplinary measure.
Disciplinary Interviews. 1) An employee who is called into a meeting that could reasonably result in a written warning or more serious discipline will be advised of her/his right to have a Union ▇▇▇▇▇▇▇ present. Any written discipline arising from said meeting will be provided to the Union and the employee.
2) If a difference arises between the Employer and an employee, or between the Employer and the Union, concerning the interpretation, application, operation or any alleged violation of the agreement, the employee(s) shall continue work in accordance with the agreement until the difference is settled.
Disciplinary Interviews. 31.01 (a) When an employee is to be interviewed by the Company or Security regarding discipline or dismissal, the union ▇▇▇▇▇▇▇, or in the absence of the union ▇▇▇▇▇▇▇ any other bargaining unit member of the employee’s choice in their store will be present to observe the discussion.
Disciplinary Interviews. In cases of disciplinary interviews and reprimands, an affected employee will have the right, in all such instances, to be informed beforehand of the nature of the interview and to request the presence of a Union representative to said interview and, without such representation, no reprimand shall be made or implied. The Employer shall have a similar right to include representatives of its choice at such meetings.
Disciplinary Interviews. Except in an emergency, disciplinary interviews when required, and reprimands shall be made in private. An affected employee may, if he/she deems it necessary, request the presence of a representative.
Disciplinary Interviews. When dealing with an employee’s conduct that will likely result in discipline, suspension or discharge, the Employer shall advise any such potentially affected employee of his or her right to Union representation. In doing so, the employer agrees to make all reasonable efforts to secure Union representation prior to commencing the interview. 1607
Disciplinary Interviews. The employee shall have the right to the presence of a ▇▇▇▇▇▇▇, or suitable alternate, at any disciplinary meeting with the Company.
Disciplinary Interviews. 1606 When dealing with an employee’s conduct that will likely result in discipline, suspension or discharge, the Employer shall advise any such potentially affected employee of his or her right to Union representation. In doing so, the employer agrees to make all reasonable efforts to secure Union representation prior to commencing the interview. 1607 Following a disciplinary interview(s) as describe in article 1606 above, and where the Employer now intends to discipline, suspend or discharge the employee, the Company will ensure the employee and the Union are provided with written notice of such final action, including the general reasons for the disciplinary action. Where a final decision has not been concluded following the meeting, the Employer shall render its final decision in writing within seven (7) calendar days of the interview and will include with such decisions the reason(s). While the Employer understands the need for the timely administration of such disciplinary action, should a time extension become necessary the parties agree to not unreasonably withhold such a request. The Employer agrees to provide the aforementioned decision to the union at the same time as the employee. Nothing in this agreement shall prohibit the Employer from removing an employee from the workplace during the course of such investigation and/or contemplation of suspension or discharge action described above. 1608 Written notice of dismissal or discharge for cause shall be given to the union at the same time as notice is given to the employee.