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What can a union rep do in a redundancy meeting?

What can a union rep do in a redundancy meeting?

In addition to collective consultation, people at risk of redundancy have a right to be consulted individually. Union reps can accompany you in meetings with your managers to ensure fair processes are followed. They will work to ensure all alternatives to redundancy, including redeployment or retraining, are explored.

Can I have a union rep at a disciplinary?

When you have a disciplinary hearing, you have the legal right to be accompanied by a trade union rep or trade union official. Some procedures allow a colleague to accompany you to the hearing; you may be happy to have that assistance but you are entitled to bring a union rep if you would prefer that.

Can I take someone to my redundancy meeting?

Your employer might let you bring someone with you to your redundancy meetings – for example someone from your union or HR. It can be helpful to have someone there to take notes and support you. If this isn’t mentioned in your redundancy process, ask your employer if you can bring someone.

What happens when HR manager leaves Union meeting?

An argument ensued, and the HR manager told the union official to leave the premises and terminated the meeting. The same thing occurred at the next two meetings. At the third meeting, the HR manager left the room and returned with a notice of dismissal.

When do you need a union representative in a meeting?

Applying the first requirement, the employer’s statement of intention is controlling. When an employee is called in for a meeting without a union representative, the employee should ask whether it is about anything that could possibly lead to discipline.

Can a trade union representative attend an absence review meeting?

Whilst employees only have the right to be represented at formal Absence Review Meetings by a trade union representative or work colleague, by agreement with all parties, the request to be accompanied may be extended to informal discussions.

Can a union rep act as an observer?

The employer’s HR manager asked the union official to sign a document which required him to act as an observer, rather than as a representative. The union official refused to sign, and stated that he was there to act as Vong’s union representative.

An argument ensued, and the HR manager told the union official to leave the premises and terminated the meeting. The same thing occurred at the next two meetings. At the third meeting, the HR manager left the room and returned with a notice of dismissal.

How are union reps different from HR reps?

Union reps are a little less positive about HR than HR is about union reps. Some 62% of union reps say that their contacts in the HR department are pleasant/easy to deal with, compared with 69% of HR professionals who say that their contacts at the union are pleasant/easy to deal with.

Applying the first requirement, the employer’s statement of intention is controlling. When an employee is called in for a meeting without a union representative, the employee should ask whether it is about anything that could possibly lead to discipline.

The employer’s HR manager asked the union official to sign a document which required him to act as an observer, rather than as a representative. The union official refused to sign, and stated that he was there to act as Vong’s union representative.