Common use of Exchange of Information for Processing Grievances Clause in Contracts

Exchange of Information for Processing Grievances. A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. ▇. ▇▇▇▇▇▇▇▇▇▇ principles (the right of an employee who reasonably believes that they may be subject to discipline to have, upon the employee’s request, a Union representative present during the investigatory interview) shall apply during investigatory interviews of an employee. Management shall inform an employee of their right to have a Union representative present during the investigatory interview. C. Upon request from the Union representative, the Employer will provide that Union representative with written statements of witnesses, if they exist. D. Upon request from the Employer’s representative, the Union will provide the Employer’s representative with statements of witnesses, if they exist. E. Employees who receive witness statements must comply with the State’s policy that witness statements and the information contained in the statements will not be redisseminated to any person not directly involved with the processing of the grievance. Employees who violate the State’s policy on redissemination will be subject to disciplinary action. F. When a grievance is scheduled for arbitration, if the representative of either party desires to interview a witness prior to the arbitration hearing and the witness has been interviewed by the Employer or the Union in the course of a grievance investigation, the interview shall be conducted in the presence of a representative from DAS-HRE. Witnesses are not required to grant the interview, however, such interviews, when conducted, shall be limited to the witness, an AFSCME Iowa Council 61 staff representative or attorney, and the representative from DAS-HRE.