e sted must be allowed to have a private meeting wi e employee before questioning begins. 198 e sted can speak during e interview, but cannot insist at e interview be ended. 199 e sted can object to a confusing question and can request at e question be clarified so at e employee understands what is being asked. 200. Ø Right to Be Present at Meetings 51 Ø Right to Investigate Grievances 51 Ø Right to Information from e Employer 52 Ø Enforcement of Rights 52 Ø Dealing wi Personal or Off- e-Job-Problems 53 Ø Complaints Against a Fellow Worker or e Union 54 DEALING WI MANAGEMENT 57 E GRIEVANCE PROCESS 60File Size: 425KB. to be completed by sted before step 1 meeting grievance no._____ installation, station city state station sted’s name attachments (check) witness (es) notes of o er (list) statement (s) step 1 meeting. facts and union contentions (continued from page . e sted must be allowed to have a private meeting wi e employee before questioning begins. Give e employee advice on how to answer e questions asked, but he/she cannot tell e employee not to answer questions or to lie. EL-809 Area-Local Safety and Heal Meetings. EL-812 Hazardous Materials & Spill Response. EL-814 Employees’s Guide to Safety. EL-921 Supervisor’s Guide to Handling Grievances. Employee & Labor Relations Manual (ELM) F-1 Accounting and Reporting Policy Handbook. F-15 Travel and Relocation 05-11 (5.09 MB) F-21 Handbook Time & Attendance. e sted can serve as a witness to prevent supervisors from giving a false account of e conversation. Many people find it hard to talk under pressure. e sted can help you explain ings. If you’re hot headed, e sted can help you keep cool. Mail Handler Update e Mail Handler Photos Videos Member Resources National Agreement NPMHU Women's Committee Contract Interpretation Manual v.4 National and Uniform Local Union Constitution Wage Charts Member Benefits MAILS and Shop Sted Resources. 2 INTRODUCTION BY BISHOP JAMES F. MAUNEY 3I ank my God every time I remember you.4 In all my prayers for all of you, I always pray wi joy 5 because of your partnership in e gospel from e first day until now 14Yet it was good of you to share in my struggles. Philippians 1:3-5. 4:14 As I enter my final mon s as Bishop of e Virginia Synod, I am filled wi. 24, 2009 · e union representative can serve as a witness to prevent e giving of a false account of e interview. e union representative can object to intimidating or confusing questions. e union representative can n an employee against losing his or her temper. If you are a union member, you have a right to have union representation at any interview or meeting at could lead to disciplinary action against you. e Supreme Court case of National Labor Relations Board v.Weingarten, ided in 1975, established is basic entitlement and e procedures for when and how union reps participate in interviews. 01, · meetings or discussions which trigger representational rights under e Federal Service Labor-Management Relations Statute. e Statute provides for representation in two well-established instances when certain conditions have been met: formal discussions and investigatory examinations. e Statute also prohibits. an initial meeting where your employer tries to find out what happened. Even ough you don’t have a legal right to be accompanied, you can ask your employer to let you bring someone wi you - but ey don’t have to agree to it. Who can accompany you. If you’re asked to go to a disciplinary meeting, you have e right to be accompanied by. Apr 28, · Witnesses are key to hearings. It is always very difficult and often impossible to win a case wi out witnesses. Evidence at hearings fall in ree categories, i.e. documents, sundry items such as video tapes, stolen goods, photos and o er items relevant to e case at hand, and lastly, witness . If e meeting is only for discipline to be given, no witness allowed. So if it is just to tell e employee, your suspended, your terminated, no right to a witness. But if you are going to ask e employee any ing about e misconduct or get into any discussion about e fairness of e discipline, a witness be required. Good Luck! e sted, chief sted or o er Union representative properly cer- tified in accordance wi Section 2 above request and shall obtain access rough e appropriate supervisor to review e documents, files and o er records necessary for processing a grievance or deter- mining if a grievance exists and shall have e right to interview e aggrieved employee(s), supervisors and witnesses . allowed to tape e interview. e employer object, in which case e Sted and employee will need to ide at since it is e employer’s meeting, wisdom might dictate at orough notes might be a better alternative. 12. How does a Sted know where to draw e line on questions? Byrnes said at while it is important to document what has happened in meetings, e way to do it is to ei er take notes as e meeting is taking place or to take a note as soon as possible after e meeting. Ano er alternative is to have an independent witness or support person taking notes during e course of e meeting. e sted must be allowed to have a private meeting wi e employee before questioning begins. It also be possible to caucus for private meetings during e interview. e sted speak during e interview, but cannot end e interview. e sted object to a confusing question and request clarification of e question. e employee’s right is to have a representative at such meetings. it is not to have e meeting. Of course, is option is offered wi caution as it inhibit or prevent a orough and accurate investigation and present subsequent issues as to due process and just cause in relation to any discipline at ultimately. e union sted is only wi you to act as a witness and ask clarifying questions. Your CWA contract guarantees you e right to have union representation at a disciplinary meeting, but again, you must request it if management does not offer. e sted is not ere to hear e grievance or argue wi management at a disciplinary meeting. After e Informal Step A Meeting 39 Appeal to Formal Step A 39 Paperwork, Evidence, and File Order 41 Additional Resources 42 NALC Shop Sted’s Guide Table of Contents V. Grievance Handling – Formal Step A 44 Time Limits 45 Is it a Grievance? – How to ide 46 Preparing for e Formal Step A Meeting 46 Formal Step A Meeting Tips 49. • Request in writing time to interview Carrier and / or witnesses and take statements. • When investigation has been completed and statements obtained, request in writing e scheduling of e Informal A meeting. At is point e Sted should complete PS Form 8190 lines 1 ru 12b. All information is important. Leave no box blank. Feb 26, · For example, e sted: • Should expect to be briefed by e supervisor on e subject matter of e interview, before e meeting begins. • Must be allowed to take e employee aside for a pre- interview conference. • Has e right to speak during e interview. however, does not have e right to bargain over e purpose of e meeting. 15, · (Gen. 39:1, 2) In time, Jo h came to have a sted of his own, who was appointed over Jo h’s house. at sted arranged hospitality for Jo h’s ten bro ers. And at Jo h’s command, he orchestrated matters concerning e stolen silver cup. Clearly, steds enjoyed positions of great trust. —Gen. 43:19-25. 44:1-12. 6. e sted has a special relationship to e rank and file member. Many members do not attend Union meetings and are not familiar wi eir local, state, or national Union officers. e sted is e one person who interacts wi e member, on a daily basis. Usually, if e member has a high opinion of e sted and feels at e. One of e biggest questions we receive from members are questions concerning Weingarten Rights. is rules gives employees e right to request Union representation during investigatory meetings. ese rights were established by e U.S. Supreme Court in a . e sted can stop an employee from losing his or her temper, and perhaps getting fired for insubordination. e sted can serve as a witness to prevent supervisors from giving a false account of e conversation. Note: Charges alleging a violation . Apr 24, · REQUEST TO SEE A SHOP STED at e moment you witness e event. Waiting allows you to forget all of e details. If an employee requests a sted, such requests shall not be unreasonably denied. mail handler know about eseWeingarten rights in advance, before ey have to be asserted. Once e union representative arrives at e interview, e sted is allowed to confer wi e mail handler in private beforeany questioning begins or continues. e employer must inform e sted of e type of misconduct being investigated. Witnesses are typically permitted to meet and communicate wi lawyers before and after ey testify. But a difficult situation arise when a witness talks wi a lawyer at some point during his or her testimony, at is, before all direct and cross examination has been completed. To many people inside and outside of e legal profession, is seems suspect or just plain wrong. STED RIGHTS. Employers sometimes assert at e only function of a sted at an investigatory interview is to observe e discussion. in o er words, to be a silent witness. is is incorrect. e sted must be allowed to advise and assist e employee in presenting e facts. When e sted arrives at e meeting: •. Serving as a witness to prevent supervisors from giving a false account of e interrogation proceedings. Steds do not simply have to be passive observers during an investigatory interview, ey can take an active role in e proceedings by assisting and counseling an employee. For example, e sted. For example, e sted: • Should expect to be brief ed by e supervisor on e subject matter of e interview, before e meeting begins. • Must be allowed to take e employee aside for a pre- interview conference. • Has e right to speak during e interview. however, does not have e right to bargain over e purpose of e meeting. To prevent supervisors from claiming you exceeded e limit, it’s wise to have ano er sted or NYSNA member wi you during meetings wi management. NO REPRISALS. e boss is not allowed to use discipline, ei er real or reatened, or any o er . At e same time, e Ad substantially changes e workforce at will be allowed to perform mail handler work in e future. In e larger facilities, all part-time flexible employees will be converted to full-time regular, e number of casuals will be reduced to 5.0, and a new category of bargaining unit employee will be created. Due to e lack of shop sted training by our Local office, I have established training sessions for all LAP&DC Mail Handler shop steds at every mandatory shop sted meeting. I schedule ese meetings four times a year. At ese training sessions I provide training in contract interpretation as well as in our Uniform Local Union. As a witness, you or not be invited to bring along someone for support. witnesses do not normally have e right to do so. If you are not invited to but wish to bring someone, it is wise to alert e investigator well ahead of time in case ere are any complications attached to doing so. e investigatory meeting will usually result from a supervisor's desire to clarify an action taken by an employee or to question e employee about information which s/he possess. Such a meeting or interview is not intended to be an adversarial proceeding. e pri y purpose of e union rep's attendance is to assist e employee. At e beginning of e meeting, is law requires e supervisor or manager to disclose all meeting topics and to give e member a chance to ask for a representative. Members can demand e presence of any on-duty sted. If none is available, e supervisor or manager must postpone e meeting until a sted is available. 11, · Hello I am a licensed attorney here to help you wi your question, please review my response and do not hesitate to ask for clarification. is is an unfortunate situation, what you should consider is sending e employer a letter stating at you wish to have a witness present, and at if ey take any negative action against you for not appearing or appearing at e meeting wi a witness. – e sted must be allowed to take e employee aside for a pre-interview conference – e sted has e right to speak during e interview, ough ey do not have e right to bargain over e purpose of e meeting – e sted can ask for clarification of a question – e sted can counsel e employee on how to answer. 17, · My last post looked at best practice when it comes to conducting disciplinary or ning meetings and how to go about notifying an employee of e impending meeting. It . Meeting About Witnesses Turns Out to Be Meeting by Witnesses. Having been told, while preaching from house to house, at e Patrician Society of e local Roman Ca olic Church was to have a lecture on Jehovah’s witnesses at its mon ly meeting, a number of e Witnesses ided to attend. STED RIGHTS. Employers sometimes assert at e only function of a sted at an investigatory interview is to observe e discussion. in o er words, to be a silent witness. is is incorrect. e sted must be allowed to advise and assist e employee in presenting e facts. When e sted arrives at e meeting. e appeals meeting will be held as soon as possible in order to preserve arbitration timelines. 9. e member and e Union Representative shall be allowed reasonable time in which to present eir respective cases, take notes, and ask any questions pertaining to e grievance.