Right to Have Job ▇▇▇▇▇▇▇ Present Sample Clauses

Right to Have Job ▇▇▇▇▇▇▇ Present. Where a meeting is to occur for the purpose of disciplining a particular employee, the Employer shall advise that employee the nature of the meeting in advance of such meeting. Upon being advised, the employee will have the right to have in attendance a job ▇▇▇▇▇▇▇ or Union Representative; however an employee may not insist upon a particular job ▇▇▇▇▇▇▇ should this have the effect of unduly delaying the meeting. An employee shall have the right to confirm with an Employer representative, either before or during the meeting, if any meeting that the employee is asked to attend, may be the basis for disciplinary action against the employee. If the Employer representative confirms that it may be a basis for disciplinary action, in keeping with the above, the employee will have the right to have a job ▇▇▇▇▇▇▇ or Union Representative present. Where the foregoing pertains to a job ▇▇▇▇▇▇▇, a Union representative may be present if this does not unnecessarily delay the meeting. Employee coaching sessions and performance evaluations are not to be considered as formal discipline meetings. However, where an employee would like to review the results of a performance evaluation or the results of a performance development plan discussion with the employee’s supervisor, the employee may request and have the employee’s job ▇▇▇▇▇▇▇ or Union Representative present. Where disciplinary action is taken in connection with matters addressed in an appraisal, the Association shall issue a letter of discipline concerning these matters separate and apart from the appraisal document.

Right to Have Job ▇▇▇▇▇▇▇ Present. ‌ An employee shall have the right to have a job ▇▇▇▇▇▇▇ present at any discussion with management personnel where discipline is to be taken or where the Employer is investigating a disciplinary matter which may lead to formal discipline. Where a manager meets with an employee with the specific intent to investigate matters that may lead to discipline, or to administer discipline, the manager shall notify the employee in advance of that meeting, in order that the employee may have a job ▇▇▇▇▇▇▇ present. Where the foregoing pertains to a job ▇▇▇▇▇▇▇, a union representative may be present.

Right to Have Job ▇▇▇▇▇▇▇ Present. An employee shall have the right to have a Job ▇▇▇▇▇▇▇ present at any discussion with management personnel which the employee believes might be the basis of disciplinary action. The parties agree to cooperate in conducting these meetings in a manner that does not cause an undue delay of proceedings. Where a manager meets with an employee with the specific intent to administer discipline, the manager shall make every effort to notify the employee in advance of that meeting in order that the employee may have a Job ▇▇▇▇▇▇▇ present. This Article shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. Where the foregoing pertains to a Job ▇▇▇▇▇▇▇, an alternate local Union Representative may be present providing that this does not result in an undue delay of proceedings.

Right to Have Job ▇▇▇▇▇▇▇ Present a) An employee shall have the right to have a Job ▇▇▇▇▇▇▇ present at any discussion with management personnel where the basis of the discussion is placement in a performance improvement plan, or at an investigative meeting which may potentially result in disciplinary action. Where a manager plans to meet with an employee with the specific intent to administer discipline, the manager shall notify the employee in advance of that meeting and of their right to have a Job ▇▇▇▇▇▇▇ present at that meeting. b) An Employee shall have the right to refuse to participate or to continue to participate in any discussion with management personnel, where the basis of the discussion is disciplinary action, until a Job ▇▇▇▇▇▇▇ can be present. An Employee who exercises this right of refusal shall not suffer any prejudice, penalty or discipline as a result. c) This clause does not apply to those discussions that are of an operational nature.

Right to Have Job ▇▇▇▇▇▇▇ Present. Where a meeting is to occur for the purpose of disciplining a particular employee, the Employer shall advise that employee in advance of such meeting. Upon being advised, the employee will have the right to have in attendance a job ▇▇▇▇▇▇▇; however an employee may not insist upon a particular job ▇▇▇▇▇▇▇ should this have the affect of unduly delaying the meeting. An employee shall have the right to confirm with an Employer representative if any meeting that she is asked to attend, may be the basis for disciplinary action against her. If the Employer representative confirms that it may be a basis for disciplinary action, in keeping with the above, she will have the right to have a job ▇▇▇▇▇▇▇ present. Where the foregoing pertains to a job ▇▇▇▇▇▇▇, a Union representative may be present if this does not unnecessarily delay the meeting. Employee coaching sessions and performance evaluations are not to be considered as formal discipline meetings. However, where an employee would like to review the results of a performance evaluation, or the results of a performance development plan discussion with her supervisor, the employee may request and have her job ▇▇▇▇▇▇▇ present. Where disciplinary action is taken in connection with matters addressed in an appraisal, the Association shall issue a letter of discipline concerning these matters separate and apart from the appraisal document.

Right to Have Job ▇▇▇▇▇▇▇ Present. An employee shall have the right to have a Job ▇▇▇▇▇▇▇ present at any discussion with management personnel where the basis of the discussion is disciplinary action, providing this does not result in an undue delay of the proceedings. Where a manager meets with an employee with the specific intent to administer discipline, the manager shall make every effort to notify the employee in advance of that meeting in order that the employee may have a Job ▇▇▇▇▇▇▇ present. This clause does not apply to those discussions that are of an operational nature or do not involve disciplinary action.