If you are called into a meeting, and you think it may lead to discipline, ask your supervisor a couple questions:
When do I need representation?
Whenever you reasonably believe that discipline may occur you are entitled to have union representation. Discipline means: written reprimand, suspension, demotion, involuntary transfer/ reassignment, termination or any other involuntary punitive change in your working conditions.
A reasonable belief that discipline may occur could result from direct statements, a hostile manner, "library grapevine" or knowledge that a work problem has occurred. If you are unsure of the situation, you may request representation. If you have a question or anticipate a problem, contact your APLE Representative.
An APLE representative can:
What if I am denied?
Make sure you specifically request APLE representation. If denied representation, ask for the denial in writing. Never refuse to meet alone with management if directly ordered. It never pays to add a charge of insubordination (however unfounded) to an already problematic situation. However, do contact APLE as soon as possible. Although you don't want to refuse to meet, you can respectfully avoid answering questions that may be used against you. Reply that you are uncomfortable answering questions without your APLE representative.
Denying a union member representation in a disciplinary situation is illegal. Telling you that calling your Union will only make things worse is also illegal. APLE will represent you if this happens. In fact, such blatant ignorance of the APLE - TLCPL Contract and the law on the part of a supervisor can later be used to expose his or her incompetence.
When management has violated the Contract, a grievance can be filed. A grievance results in a representative of the Union being present after the fact but not at the time the issue arises. Examples of Contract violations are improper or excessive discipline, misinterpretation or misapplication of the Contract, unreasonable work rules, etc. When improperly done, work direction, counseling and evaluations can also result in a grievance.
When do I not need representation?
Just as it is important to know your rights, it is also important to know their limits. Many work situations cause employees concern but do not trigger the right to have a representative present. Examples include work direction and work counseling. Evaluations are another normal management function that should not require the presence of a representative from your union.