"Table of Contents"
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ARTICLE 1 - RECOGNITION 4
ARTICLE 2 - NONDISCRIMINATION 4
ARTICLE 3 - UNION SECURITY 5
ARTICLE 4 - PAYROLL DEDUCTION OF DUES 5
ARTICLE 5 - MANAGEMENT RIGHTS 6
ARTICLE 6 - BARGAINING AND CONTRACT ADMINISTRATION 7
ARTICLE 7 - RESPONSIBLE UNION – COMPANY RELATIONSHIP 7
ARTICLE 8 - UNION ACTIVITY AND LEAVES 9
ARTICLE 9 - GRIEVANCE PROCEDURE 12
ARTICLE 10 - ARBITRATION OF GRIEVANCES 14
ARTICLE 11 - DISCIPLINE AND PERSONNEL RECORDS 16
ARTICLE 12 - EMPLOYEE CLASSIFICATIONS 16
ARTICLE 13 - SENIORITY 17
ARTICLE 14 - NET CREDITED SERVICE 18
ARTICLE 15 - WAGES 20
ARTICLE 16 - DIFFERENTIALS AND OVERTIME 21
ARTICLE 17 - WORK SCHEDULES AND TOURS 24
ARTICLE 18 - HOLIDAYS 25
ARTICLE 19 - VACATIONS 29
ARTICLE 20 - WORKING PRACTICES 33
ARTICLE 21 - SAFETY PRACTICES 35
ARTICLE 22 - TOOLS AND EQUIPMENT 36
ARTICLE 23 - JOB TITLES OF EMPLOYEES AND 37
CHANGES IN ASSIGNMENT
ARTICLE 24 - JOB TRANSFER PROCEDURE 40
ARTICLE 25 - BOARD AND LODGING 42
ARTICLE 26 - FORCE ADJUSTMENT 47
ARTICLE 27 - ABSENCE FROM DUTY 54
ARTICLE 28 - TERMINATION ALLOWANCE 57
ARTICLE 29 - PENSIONS 59
ARTICLE 30 - CONTRACT LABOR 59
ARTICLE 31 - GROUP INSURANCE 60
ARTICLE 32 - ILLNESS TREATMENT 62
ARTICLE 33 - MILITARY LEAVE AGREEMENT 68
ARTICLE 34 - DEFINITIONS 69
ARTICLE 35 - CONTENTS AND VALIDATION 74
ARTICLE 36 - DURATION 74
APPENDIX A - EXCHANGES 75
APPENDIX B - WAGE SCHEDULE GUIDE 78
WAGE SCHEDULES 79
APPENDIX C - DUES DEDUCTION AUTHORIZATION CARD 81
MEMORANDUMS OF AGREEMENT
ARBITRATION PROCEDURE 83
BUSINESS ATTIRE 85
CALL CENTER COMMITTEE 87
COMMON INTEREST FORUM (CIF) 88
COMPREHENSIVE MEDICAL PLAN 89
CONTRACT LABOR REPORTING 91
DRUG & ALCOHOL POLICY 93
ELECTRONIC DATA GATHERING 94
FAMILY AND MEDICAL LEAVES OF ABSENCE (FMLA) 96
FLEXIBLE SPENDING ACCOUNTS 99
FORCE ADJUSTMENT BOUNDARIES 100
ATTACHMENT A 101
FORCE ADJUSTMENT BUMPING RESTRICTIONS 102
FOUR-DAY WORKWEEK 104
HOME DISPATCH 107
HOURLY EMPLOYEES’ PENSIONS 109
VALOR TELECOMMUNICATIONS SOUTHWEST, LLC SAVINGS PLAN 111
INCOME SECURITY PLAN 113
LONG TERM DISABILITY 116
LUMP SUM PAYMENT OPTION 119
NEUTRALITY AND CONSENT ELECTION 120
NON-PRECEDENT SETTING AGREEMENT 127
ON-CALL PREMIUM PAY 128
OVERTIME 129
PART-TIME EMPLOYEE USAGE 131
PERSONAL LINES OF INSURANCE 132
RELOCATION ALLOWANCES 133
RETAIL SALES INCENTIVE COMPENSATION PLAN 135
RETIREE LIFE INSURANCE 136
RETIREE MEDICAL HEALTH BENEFITS 137
SALES INTIATIVES PROGRAM 140
TEAM PERFORMANCE AWARD 142
TELEPHONE CONCESSION 147
TUITION REIMBURSEMENT PLAN 148
WAGES 150
AGREEMENT
This Agreement is made as of March 1, 2005, by and between Valor Telecommunications of Texas, LP, or their successors, hereinafter referred to as the “Company” or "Management" and the Communications Workers of America, hereinafter referred to as the “Union,” and the employees of the Company in the Bargaining Unit.
ARTICLE 1
UNION RECOGNITION
1.1 The Company recognizes the Union as the exclusive collective bargaining agency for all non-supervisory, nonprofessional, and non-administrative employees within the Company with the exception of: (a) secretaries or clerical employees who handle confidential personnel information and who report directly to Company Officers, Directors, Division Vice President, and Department Managers; and (b) any and all employees located in Company’s Headquarters Building in Irving, Texas, or subsequent location. The Company agrees that to the extent employees who perform work currently recognized as bargaining unit work are in the future assigned to work in the Company headquarters, such employees shall be included within the bargaining unit.
1.2 This Agreement recognizes the Union's right to sole and exclusive representation for collective bargaining purposes of the eligible employees of the Company as limited by the Labor Management Relations Act of 1947 and concerning wages, hours, working conditions and other conditions of employment.
1.3 The Company and the Union agree that during the term of this Agreement there shall be no lock-outs. The Union and the Company agree that during the same period, neither the Union nor its agents will authorize, instigate, aid, condone, or engage in work stoppage, slow down or strike. In the event any such work stoppage, slow down or strike or threat thereof should occur, the Union and its officers will do everything within their power to end or avert the same.
ARTICLE 2
NON-DISCRIMINATION
Both parties reaffirm their intention that the provisions of this Agreement will continue to be applied without discrimination because of race, color, age, religion, national origin, sex, mental or physical disability or veteran status of the employee. Nothing in this Agreement or the parties’ Memorandum of Understanding shall be applied or interpreted to restrict either party from taking whatever action it deems appropriate to comply with applicable disability non-discrimination statutes.
ARTICLE 3
UNION SECURITY
3.1 The Company agrees to keep in its employ only members in good standing with the Union. For the purpose of this section, tender of the initiation fee on or immediately following the thirtieth (30th) day of employment or the effective date of this Agreement, whichever is later, and tender of the periodic dues uniformly required as a condition of acquiring and retaining membership, shall constitute membership in good standing in the Union.
3.2 The provisions of this Article shall not apply to any employee in any State in which the application of such provision would be inconsistent with the law of such State.
3.3 The Company may inform employees and applicants for employment of their rights and obligations under the provisions of this Article.
ARTICLE 4
PAYROLL DEDUCTION OF DUES
4.1 The Company agrees that, upon receipt of a written request for deduction of Union membership dues signed by an employee, it will deduct from such employee's wages the amount specified in such request and transmit the sum so deducted, along with a list of all eligible employees in the Bargaining Unit designating for whom such deduction has been made, to the Secretary-Treasurer of the Union subject to all conditions contained in the Dues Deduction Authorization Card, designated as Appendix "C", a copy of which is a part of this Agreement. The list referred to above, shall set forth each employee's social security number, mailing address, employee number, work location, title, and wage rate.
4.2 An authorization by an employee for deduction of Union dues may be revoked by means of an individual written notice to the Company and the Local Union sent by the employee by Registered or Certified Mail, Return Receipt Requested. Such notice of revocation must be postmarked during the fourteen (14) day period prior to each anniversary date of the current collective bargaining agreement.
4.3 It shall be the responsibility of the Secretary-Treasurer of the Union to certify to the Company, in writing, the amount of the periodic Union membership
dues uniformly required by each Local and that such amount was duly established in accordance with the Union's Constitution and the Bylaws of such Local.
4.4 The Union membership dues will be deducted from the pay earned during the first payroll period ending in each calendar month, provided there is sufficient pay available after other deductions are made in accordance with the established priority of deductions. If there is insufficient pay earned in the first payroll period from which to make such deduction, it will be deducted from subsequent payroll periods closing with the same calendar month.
4.5 The Company agrees to furnish the appropriate National Vice President of the Union, each month, with the names of all new eligible employees employed within the collective bargaining unit during the preceding month. The notification shall state the employee's name, residence address, and work location.
4.6 No charge shall be made to the Company for the cost incurred in carrying out this undertaking and in furnishing the service and information described in Paragraphs 4.1 and 4.5 of this Article.
4.7 The Union agrees to indemnify the Company and hold it harmless from all claims, damages, costs, fees or charges of any kind, except as provided in Paragraph 4.6 above, which may arise out of the honoring by the Company of dues deductions authorizations in accordance with the provisions of this Article and the transmitting of such deducted dues to the Union, or the Union Security provisions set forth in Article 3 of this Agreement.
ARTICLE 5
MANAGEMENT RIGHTS
5.1 This Agreement shall not limit the Company in the exercise of any of the generally recognized customary rights of management to hire new employees, to discharge for cause, to promote, demote, transfer and lay off in accordance with the provisions of this Agreement, to establish work schedules and hours of work; to use improved methods, materials or equipment; to determine work assignments and tours; to develop and administer work standards and performance requirements; to be the sole judge of the quality and acceptability of Communications services rendered to the public; and to discipline for violation of Company rules. All other customary management rights shall be reserved solely by the Company.
5.2 The Company shall determine the size of the work force for all departments and shall make such adjustments in the size of the work force as are necessary to insure a profitable operation of the Company.
ARTICLE 6
BARGAINING AND CONTRACT ADMINISTRATION
6.1 Meetings between the Union and the Company for the purpose of collective bargaining and for the adjustment of grievances shall be conducted by and between the duly authorized representatives of the Union and the Company upon request and reasonable notice at such times and places as may best suit the convenience of the parties.
6.2 The Company agrees to designate appropriate Management representatives to meet and deal with appropriate designated representatives of the Union.
6.3 The Union and the Company agree to provide each other with the current lists of the authorized representatives and officers qualified to represent the respective parties.
6.4 The Company and the Union agree not to change, add to, or delete from the titles and wage rates listed in Exhibit B during the term of this Agreement, except as provided by the following:
a. The Company shall have the right in its discretion to establish new job titles or revise existing job titles to maintain efficient operations. The Company will provide to the Union a job description for the new title and the wage rate.
b. If the Union is dissatisfied with the wage rate, it may request negotiations within twenty (20) days of the receipt of the job description.
c. If the Company and Union cannot agree in negotiations, disputes over the wage rate of the new or revised job title may be referred to the grievance and arbitration procedure.
6.5 The Company shall pay the Group Health, Dental and Life Insurance premiums, equal to that amount normally paid for regular full-time employees, for up to four (4) Company employees of the Union Negotiating Committee for the month prior and the portion of the month up to and including the expiration date of the labor agreement.
ARTICLE 7
RESPONSIBLE UNION-COMPANY RELATIONSHIP
7.1 The Company and the Union recognize that it is in the best interest of both parties, the employees, and the public, that in the interest of efficiency, productivity, and amiable labor relations, all dealings between them continue to be characterized by mutual responsibility and respect. To insure that this relationship continues and improves, the Company and the Union will apply the terms of the Agreement in accordance with the bargained for intent and meaning and consistent with the Union's status as exclusive bargaining representative of all employees in the unit.
7.2 The parties also recognize that their mutual long-term success in the face of increased competition in the communications industry will be dependent on the provision of high quality products and services, as well as increased sensitivity at all levels to competitive activity and to customer needs, expectations and perceptions. Both parties agree in principle that these challenges require increased individual and collective emphasis on involvement, teamwork, innovation, pride and commitment to quality. The parties will endeavor to support and promote the acceptance of these principles by all employees at all levels.
7.3 It is mutually recognized that the preceding paragraphs 7.1 and 7.2 are but a statement of broad principle and as such are exempt from the provisions of Article 9.
7.4 The Company will not interfere with the Union. The Company agrees not to coerce or interfere with any employee with the object of restraining membership in the Union nor to discriminate in any way against employees because of membership in the Union.
7.5 The Company, its officers and supervisors shall not interfere with the rights of employees to become and remain members of the Union and shall not in any manner, directly or indirectly, discriminate against, interfere with, coerce, restrain, discharge, demote, transfer, or discipline any employee by reason of his or her membership or non-membership in the Union.
7.6 The Union, its officer, stewards and members shall not in any matter, directly or indirectly, discriminate against, interfere with, coerce or restrain any employee by reason of his or her membership or non-membership in the Union.
7.7 Company to Furnish List of Employees to Union. Company agrees to
furnish to the Union, on or before December 1, a list of all employees within the designated bargaining unit showing name, employee number, work location, job title, and seniority date.
7.8 A Management representative shall advise all employees entering the work group of the names of all authorized Union representatives in the work group and shall introduce the employees to the appropriate Union representative in the work group.
7.9 List of Union Representatives. The Union agrees to furnish and maintain a current list of its Union Representatives. Such list shall be given to the Director of Labor Relations of the Company.
ARTICLE 8
UNION ACTIVITY AND LEAVES
8.1 Local Union representatives or members may solicit members and carry on similar Union activity outside of working periods, in their own offices, in space where no Company operations, customer contact activities, or administrative work is performed. Any such activity shall be carried on in such a manner as not to interfere with the rights of an individual employee.
8.2 Union activities may be carried on by local Union representatives at locations specified by the State or District manager. Reasonable notice shall be furnished by the Union to Management requesting use of such locations.
8.3 Employees elected or selected to full-time positions in the International or Local Union which take them from their employment with the Company, shall, upon written request to the Company, each receive leaves of absence for periods of twelve (12) months, the sum total of which shall not exceed fifteen (15) years. Upon return they shall be reemployed at work generally similar to that which they did last prior to their leaving. Employees who return shall be assigned to the same position on the wage schedule where they were working at the time their leave of absence commenced.
a. A request for leave of absence for Union business shall be in writing from the Union and shall be furnished to the Company at least thirty (30) calendar days in advance of the original request for leave. At least fifteen (15) calendar days notice shall be furnished to the Company in writing in advance of each subsequent twelve (12) months' leave.
b. Not more than four (4) such employees shall be granted a leave of absence for Union business at a time.
c. Employees who are allowed a leave of absence for Union business shall take such leave without prejudice to their job rights and credited service.
d. Sick benefit credits and wage progression credits will not accumulate while an employee is on leave of absence for Union business. Changes in the basic hourly rate for the employee's wage step will be recognized for the purpose of pension calculations.
e. Pension credits and full wage credit for pension purposes will accumulate to employees while on leave of absence for Union business.
f. Employees who do not return to work as specified in their request for leave of absence shall be considered to have automatically terminated their employment effective on the date when the leave of absence started.
8.4 Incidental leaves of absence for Union duties. Employees of the Company who are officers of the Union Local, not to exceed four (4) in number, may upon fifteen (15) days’ written notice to the Company be granted incidental leave of absence without pay in accordance with the following, provided service requirements will permit:
a. A leave of absence shall be for not less than a period of thirty (30) days or more than sixty (60) days, and must run continuously.
b. Any such leave of absence shall not prejudice an employee's job rights nor shall the period of such leave be deducted from an employee's credited service or cause a break in such service.
c. Any portion of such leave of absence over thirty (30) days shall not be counted for wage progression purposes.
d. If the Union shall request an extension of such leave of absence, such an extension shall be considered under the terms of Paragraph 8.3 (including subsections).
8.5 Employees of the Company who are officers or designated representatives of the Union shall, upon reasonable notice to the employee's immediate supervisor, be allowed to take time off without pay up to and including forty (40) scheduled working days per contract year, provided, however, that no more than ten (10) scheduled working days of time off granted under that section shall run consecutively.
a. The Company and Union agree to meet and discuss individual cases where an employee requests to exceed the time limit specified in paragraph 8.5. The Company agrees to take into consideration any extenuating circumstances presented by the employee before determining whether to grant the request.
b. Grievances filed under paragraph 8.5 a. are excluded from the provisions of Article 10.
8.6 Reasonable notice shall be forty-eight (48) hours. Time off, as described in Paragraph 8.5 herewith, may be granted with less than forty-eight (48) hours' notice by the employee's immediate supervisor in case of emergency if the service requirements permit. It is understood and agreed that in those cases where the Union Representative has knowledge of the need to be off in advance of forty-eight (48) hours, it is incumbent upon such Representative to give the immediate supervisor as much advance notice as possible.
8.7 If the Union shall request an extension of time off for Union business, such an extension shall be considered under the terms of Paragraph 8.3 and 8.4 of this Article.
8.8 Employees from the Divisions will be allowed time off for Union duties on the basis of the total number of employees within the same job title on duty at any given time, within the Headquarters area of the Operations Center, or Division Office. At one time or during any portion of the same period, the following will apply:
Number of Employees Within the Location by
Title Number Excused
1-10 1
11-25 2
26-40 3
41-65 4
66-100 5
Over 100 6
For Union convention purposes, each year the Union may submit a list of representatives not to exceed forty (40) in number per year for whom time off is desired. Such list must be submitted at least ten (10) working days prior to the beginning date of the absence. If service requirements permit, such time off without pay not to exceed three (3) scheduled working days not to include Saturday and Sunday for each employee shall be granted. This time off shall be deducted from the forty (40) days allowable as covered under Paragraph 8.5.
8.9 This section shall not apply to any joint Union-Management meeting.
8.10 The Union shall have the use of Company bulletin boards for the posting of material necessary to the conduct of its affairs or space shall be provided by the Company for Union bulletin boards to be erected by the Union.
ARTICLE 9
GRIEVANCE PROCEDURE
9.1 The Company and the Union agree it shall be the objective to settle grievances promptly and at the lowest step possible. If an agreement is reached between the parties, either formally or informally at any step below the second step, it shall be considered non-precedent setting and non-referable.
9.2 Grievances involving discharge, demotion or disciplinary suspensions shall be filed within ten (10) calendar days. All other issues should involve an informal resolution meeting between the supervisor and the employee. The meeting should take place as soon as possible from the time the employee made the request. The employee should be advised that union representation will be made available if desired. If a resolution is reached without the union present, the supervisor shall notify the local union representative of the agreed to resolution. If a resolution is not reached in the informal meeting, a grievance may be filed.
Step 1
Grievances shall be presented in writing to the immediate supervisor within thirty (30) calendar days following the occurrence of the act or incident giving rise to the grievance, or within thirty (30) calendar days following the date upon which the facts of the grievance first became known. Within ten (10) calendar days of receipt of the written grievance, unless otherwise mutually agreed upon, the supervisor and the authorized Union representative shall meet to resolve the grievance. The written grievance shall set forth:
a. The name(s) of the employee(s) aggrieved.
b. The nature of the grievance. (A brief description of the circumstances out of which it arose.)
c. The section(s) of this Agreement, if any, relied upon or claimed to have been violated.
d. The remedy or correction desired.
The Company shall give its decision in writing to the Union within seven (7) calendar days following the conclusion of the Step 1 meeting(s). It shall be the objective of both the Company and the Union to settle grievances at the first step to the greatest extent possible.
Step 2
If the Union is not satisfied with the Company's decision at Step 1, the Union may appeal the grievance to Step 2 within fifteen (15) calendar days following the Union’s receipt of the Company's Step 1 written decision. The authorized Union representative and the Director, Labor Relations or authorized Company representative shall meet within thirty (30) calendar days of such appeal. The grievant may only be present for grievances involving suspension or termination, unless otherwise agreed to between the parties. Both parties shall attempt to resolve the matter, and the Company shall give its written decision to the Union within fifteen (15) calendar days following the Step 2 meeting(s).
9.3 If the Union is not satisfied with the final decision of the Company at Step 2, the Union may submit the matter to binding arbitration under the provisions of Article Ten (10), Arbitration, of this Agreement.
9.4 The Management and the Union agree to assist each other in the investigation of the circumstances surrounding and related to any grievance. The Management agrees that once a grievance has been referred to the Union, no representative of Management will discuss the matter with the grievant(s) without notification to an appropriate representative of the Union, and a reasonable opportunity for the Union representative to be present at the grievances.
9.5 Time limits specified in this Article shall be adhered to. Failure of either party to abide by the time limits shall result in a default of the grievance to the other party, which may be advanced to the next step of the grievance and arbitration procedure, if the Union so desires. The parties may extend said time limits by mutual agreement.
9.6 It is agreed that neither the Company nor its representatives, nor the Union, its locals, representatives or members, will attempt by means other than the grievance procedure to bring about the settlement of any issue which is properly a subject for disposition through the grievance or arbitration procedure.
9.7 The Company and the Union agree that the provisions of Article 6, Paragraph 6.1 concerning meetings and representatives shall apply in all respects, except as modified specifically in this Article.
9.8 Pay Treatment for the Handling of Grievances at the first step. Local Management will arrange at times consistent with service requirements to meet with employees who are authorized local Union representatives to discuss for a reasonable period of time the grievance of that local organization. The above time for the local Union representative, as well as the employee or employees having the grievance, if spent during their scheduled working hours shall be without loss of pay at straight time provided that not more than three (3) employees nor less than two (2) employees where practicable, including local Union representatives, shall be eligible for the above pay treatment. Where mutually agreeable, more than three (3) employees may be authorized without loss of pay.
9.9 Pay Treatment for the Handling of Grievances at the second step. Employees who are authorized Union representatives will be permitted to confer with Management during their scheduled working hours without loss of pay (at straight time) for the purpose of reviewing grievances. Such paid time shall be restricted to the time actually spent in meetings with Management and shall exclude travel time and preparation time. The number of Union representatives attending such meetings without loss of pay shall be limited to those authorized Union representatives required for the particular meetings and shall in no case exceed two (2).
9.10 The time spent in attendance at the meetings, listed in 9.7, 9.8, and 9.9 above, shall be without loss of pay only if such meetings are held during such employee’s scheduled working hours or with prior approval if the appropriate Company representative is not available during the employee’s scheduled working hours. Such paid time shall be considered as time worked in computing any overtime payments to which the employees may become entitled.
ARTICLE 10
ARBITRATION OF GRIEVANCES
10.1 A grievance which has not been satisfactorily settled after it has been presented in writing and processed completely through the grievance procedure contained in this Article may be submitted to arbitration by the Union notifying the Company in writing within sixty (60) days and the American Arbitration Association within ninety (90) days from the date of the Company answer at the third step (or the date of the default by the Company) provided the grievance concerns:
a. The interpretation, application or alleged violation of the terms of this Agreement;
b. The discharge, suspension, demotion or materially disciplining of any employee having more than one (1) year's net credited service with the Company.
10.2 In the event that either party to this Agreement elects to submit an arbitrable grievance to arbitration, the parties agree that the matter shall be so submitted and agree that such submission shall be to a single arbitrator.
10.3 The arbitrator shall be designated by the American Arbitration Association in accordance with the then existing rules and procedures of the Association.
a. The arbitration shall be conducted under the then existing rules of the Association.
10.4 The arbitrator shall be confined to the subjects submitted for decision and may in no event as a part of any such decision impose upon either party any obligation to arbitrate any subjects which have not been agreed upon as subjects for arbitration, nor may the arbitrator as a part of any such decision effect reformation of this Agreement or otherwise alter any of its provisions.
a. In rendering the decision, the arbitrator shall be confined to the specific issue, and to the matters set forth in 10.1a and 10.1b of this Article as may be appropriate.
b. The arbitrator shall not possess authority to assess damage or punitive payments against either party to the other.
c. The arbitrator shall have authority to include in the order an award for money restitution to any employee, or employee when improper payment, or failure to make proper payments is a point at issue in the specific complaint. In making any such award for restitution, however, the arbitrator will follow the “make whole” concept, and no more.
10.5 The decision of the arbitrator shall be rendered without delay and shall be final and binding on all parties and shall be enforceable in a court of law.
10.6 Each party shall bear the expense of presenting their own case and shall share equally the expenses of the arbitrator and the general expense of the arbitration.
10.7 The grievance procedure and arbitration provided herein shall constitute the sole and exclusive method of determining adjustments for settlement between the parties of any and all grievances as herein defined, and the grievance procedure and arbitration provided herein shall constitute the sole and exclusive remedy to be utilized by the parties hereto for such determination, decision, adjustment, or settlement of any and all grievances as herein defined.
a. Nothing in this Section is intended to impair the right of either the Company or the Union to apply to the National Labor Relations Board for relief from unfair labor practices as defined in the National Labor Relations Act.
ARTICLE 11
DISCIPLINE AND PERSONNEL RECORDS
11.1 In the event that the job performance of an employee is unsatisfactory to the Company and the Company decides to demote, dismiss or suspend such employee, they shall first notify the appropriate local Union representative in the employee's work group or unit and the employee before taking such action. In instances where imminent risk to persons or property exists and immediate action is required, the Company will notify the appropriate Union representative as soon as possible after that action is taken.
11.2 At any meeting between a representative of the Company and an employee in which discipline (including warnings which are to be recorded in the personnel file, suspension, demotion or discharge for cause) is to be announced, a Union representative may be present if the employee so requests.
11.3 An employee may, upon seven (7) working days notice, inspect records contained in that employee's personnel file, such a