Right to Union Representative Clause Samples

POPULAR SAMPLE Copied 1 times
Right to Union Representative. In any case where the Employee presents their grievance in person or, in any case in which a hearing is held on a grievance at any level, the Employee shall be accompanied by a representative of the Union.
View SourceView Similar (21)
Right to Union Representative. 6.1.1. If an employee reasonably believes that a meeting with their supervisor, whether prior to that meeting, or in the course of, may result in disciplinary action against them, they may request the attendance of an AFSCME Local 1902 designated representative of their choice in the meeting. If the meeting has already commenced when the request for representation is made, the meeting shall terminate until such time that they have obtained representation. If the AFSCME Local 1902 representative is not available at the time of the meeting, the supervisor will arrange an alternative meeting as soon as possible, but at least within 5 working days. 6.1.2. An employee who is not the subject of an investigation, but who is being questioned or interviewed by the District as a witness shall also be permitted, upon request, to have the attendance of an AFSCME representative at such a meeting. If an AFSCME representative is not available at the time of the meeting, the District shall arrange an alternative meeting as soon as possible, but at least within 5 working days.
View Source
Right to Union Representative. Where any employee is required to attend a meeting with the Employer which concerns a reprimand, written warnings, suspension or discharge, the Employer shall advise the employee that they have the right to be accompanied by a shop ▇▇▇▇▇▇▇ or an executive member.
View Source
Right to Union Representative. (a) The employee has the right for Union representative when they are meeting with the Employer for disciplinary meetings, return to work meetings. It is understood and agreed that unless there is a conflict of interest, the ▇▇▇▇▇▇▇ who is available and or on duty shall be utilized to attend the meeting and represent the employee. (b) It is agreed that all matters discussed must be kept confidential.
View Source
Right to Union Representative. 6.1.1 If an employee reasonably believes that a meeting with his supervisor may result in disciplinary action against him, he may request the attendance of an AFSCME Local 1902 representative in the meeting. If the AFSCME Local 1902 representative is not available at the time of the meeting, the supervisor will arrange an alternative meeting as soon as possible, but at least within 5 working days.
View Source
Right to Union Representative. Unit members shall have the right to request the presence of a union representative when called to a disciplinary conference or hearing with their supervisor.
View Source
Right to Union Representative. Any employee shall have the right, upon request, to have a Union representative present at an investigatory interview of the employee which the employee reasonably believes might result in disciplinary action.
View Source

Related to Right to Union Representative

  • Right to Have Union Representative Present (a) An employee shall have the right to have her ▇▇▇▇▇▇▇ present at any discussion with supervisory personnel which the employee believes might be the basis of disciplinary action. Where a supervisor intends to interview an employee for disciplinary purposes, the supervisor shall make every effort to notify the employee in advance of the purpose of the interview in order that the employee may contact her ▇▇▇▇▇▇▇, providing that this does not result in an undue delay of the appropriate action being taken. This clause shall not apply to those discussions that are of an operational nature and do not involve disciplinary action. (b) A ▇▇▇▇▇▇▇ shall have the right to consult with a Staff Representative of the Union and to have a local Union Representative present at any discussion with supervisory personnel which the ▇▇▇▇▇▇▇ believes might be the basis of disciplinary action against the ▇▇▇▇▇▇▇, providing that this does not result in a undue delay of the appropriate action being taken.

  • 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 criminal investigation.

  • Union Representative Upon mutual agreement of the parties, the number may be altered from time to time. Where a Union Representative commences on an extended leave of absence, the Union will endeavour to find a temporary replacement for the Union Representative from within the Home.

  • Union Representatives Upon mutual agreement of the parties, the number may be altered from time to time. Where a Union Representative commences on an extended leave of absence, the Union will endeavour to find a temporary replacement for the Union Representative from within the Home.

  • Visits by Union Representatives 9 The County agrees that accredited representatives of the American Federation of 10 State, County and Municipal Employees, AFL-CIO, whether local Union representatives, 11 Staff Representatives, or International representatives, upon reasonable and proper 12 introduction, shall have reasonable access to the premises of the County at any time 13 during working hours to conduct Union business. The Union agrees that such visits will 14 cause no disruptions or interruptions of work.