Guidance on Meetings -- Table of Contents

TABLE OF CONTENTS


PART I.     When is an Employee Entitled to Representation at Meetings and when is an Exclusive Representative Entitled to Represent Employees at Meetings?


A.     Representation Rights in General
B.     Formal Discussions
C.     Investigatory Examinations
D.     Bypasses
E.     Grievances Under the Negotiated Grievance Procedure
F.     Contract Representation Rights.
G.     Establishment of Representation Rights by Practice


PART II.      Formal Discussion


A.     Purpose of the Right
B.     Elements of a Formal Discussion and its Implementation
1.     Statutory Language
2.     Discussion
3.     Formality
4.     Participants in the Discussion
5.     Subject Matter of the Discussion
6.     Notice of the Meeting
7.     Union Participation in the Meeting
8.     Unfair Labor Practice Remedy
     a.     Traditional and Nontraditional Remedies for Formal Discussion Violations
     b.     Evidence to Establish a Nontraditional Remedy
C.     What Should Happen at a Formal Discussion - Role of the Parties
D.     Formal Discussion Checklist
E.     Strategies to Avoid Formal Discussion Conflict
1.     Notice of Meeting to Designated Union Representatives
     a.     Union Designates Representative to Receive Notice
     b.     The Timing of the Notice and Scheduling of the Meeting
     c.     Exchange of Information Prior to a Formal Discussion
2.     Understanding How the Union Representative Will Participate
3.     Recognition During the Meeting of Statutory and Contractual Obligations
4.     Routinely Scheduled Meeting
5.     Protocol for Scheduling


PART III     Investigatory Examinations


A.     Purpose of the Right
B.     Elements of an Investigatory Examination
1.     Statutory Language
2.     Participants at the Meeting
     a.     Employee in the Unit
     b.     Representative of the Union
     c.     Representative of the Agency
3.     An Examination in Connection with an Investigation
     a.     Factors to Consider
     b.     Performance Meetings and Counseling Sessions
4.     Reasonable Belief of Discipline
5.     Employee Request for Union Representation and Agency Response
6.     Union Representative Participation at the Examination
7.     Union Right to Information About the Examination
8.     Unfair Labor Practice Remedy
     a.     Traditional Remedy for an Investigatory Examination Violation
     b.     When a Traditional Make-Whole Remedy for an Investigatory Examination Violation is Appropriate
     c.     Evidence to Establish a Make-Whole Remedy for an Investigatory E