Union Representation During Disciplinary Action Other Than An Oral Reprimand Sample Clauses

This clause establishes the right of employees to have union representation present during any disciplinary action, except for cases involving only an oral reprimand. In practice, this means that if an employee is subject to written warnings, suspensions, or other formal disciplinary measures, they may request and receive assistance or advocacy from a union representative throughout the process. The core function of this clause is to protect employees' interests and ensure fair treatment by providing support and oversight during potentially serious disciplinary proceedings.
POPULAR SAMPLE Copied 1 times
Union Representation During Disciplinary Action Other Than An Oral Reprimand. Anytime there is a meeting with the affected employee that could result in any disciplinary action other than an oral reprimand, the supervisor shall inform the employee of this and offer for that employee to seek a Union ▇▇▇▇▇▇▇’▇ presence during the interview. If the employee does request a ▇▇▇▇▇▇▇’▇ presence, all interviews shall stop until a ▇▇▇▇▇▇▇ can be present. This shall occur within ten (10) calendar days.
View SourceView Similar (4)
Union Representation During Disciplinary Action Other Than An Oral Reprimand. Anytime there is a meeting with the affected employee that could result in any Firefighter CBA 2022/2025 48 disciplinary action other than an oral reprimand, the supervisor shall inform the employee of this and offer for that employee to seek a Union ▇▇▇▇▇▇▇'▇ presence during the interview. If the employee does request a ▇▇▇▇▇▇▇'▇ presence, all interviews shall stop until a ▇▇▇▇▇▇▇ can be present. This shall occur within ten (10) calendar days.
View Source

Related to Union Representation During Disciplinary Action Other Than An Oral Reprimand

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include: (1) written censures; (2) letters of reprimand; (3) adverse reports; or (4) adverse employee appraisals. (b) An employee shall be given a copy of any such document placed on the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in their file, they shall be entitled to recourse through the grievance procedure and the eventual resolution thereof shall become part of their personnel record. (c) Upon the employee's request any such document, other than formal employee appraisals, shall be removed from the employee's file after the expiration of 18 months from the date it was issued provided there has not been a further infraction. (d) The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Independence from Material Breach Determination Except as set forth in Section X.D.1.c, these provisions for payment of Stipulated Penalties shall not affect or otherwise set a standard for OIG’s decision that CCH has materially breached this CIA, which decision shall be made at OIG’s discretion and shall be governed by the provisions in Section X.D, below.

  • Union Representative Visits The Union shall inform the Employer in advance whenever the designated representatives of the Union intend to visit the Employer’s premises for the purpose of conducting Union business. Such visits shall not interfere with the normal operations of the worksite. Reasonable accommodation will be made to allow the Presidents of the Unions to have access to union members to conduct union business.

  • Notice of Union Representative Visits The Union shall inform the Company when any representative of the Union intends to visit the worksite for the purpose of conducting Union business. Such visits will not disrupt employees working without the supervisor/manager’s permission.