[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-252079-105":53,"doc-detail-252079-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","guide-for-handling-disciplinary-meetings-with-technical-service-employees-teamsters-agreement-framework","Guide for Handling Disciplinary Meetings with Technical-Service Employees - Teamsters Agreement Framework","","A procedural guide for supervisors and human resources representatives on conducting disciplinary meetings involving technical-service employees covered under the Teamsters collective bargaining agreement. It outlines the legal and contractual framework (including ongoing legal interpretations), emphasizes respectful supervisor–steward conduct, and clarifies responsibilities before, during, and after meetings. The guide addresses information gathering, consultation rights, limits on delays, handling refusal to answer, and considerations where adverse actions such as criminal charges may be possible.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/guide-for-handling-disciplinary-meetings-with-technical-service-employees-teamsters-agreement-framework/252079/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/guide-for-handling-disciplinary-meetings-with-technical-service-employees-teamsters-agreement-framework/252079.png","ImageObject",442,249,{"name":88,"@type":89},"Ivy","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":40},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the role of the steward-supervisor relationship in a disciplinary process?","Question",{"text":108,"@type":109},"The relationship sets the tone for the work group and must reflect mutual respect. Neither party should be reprimanded or behave inappropriately, and personal or character attacks are not acceptable.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What must happen before the disciplinary meeting begins?",{"text":113,"@type":109},"Supervisors must ensure the steward is present, unless the employee objects at the beginning of the meeting. The employee and steward should be informed of the general nature of the reason for the meeting, and they may consult privately for a reasonable time without unduly delaying the meeting.",{"name":115,"@type":106,"acceptedAnswer":116},"How should the supervisor handle a situation where an employee refuses to participate or answer questions?",{"text":117,"@type":109},"The supervisor may remind the employee that refusal could be construed as possible insubordination, may be grounds for summary dismissal consideration, and that the employee’s opportunity to tell their side of the story will be missed if they do not answer.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},252079,1790711415,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":40,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":76},549758252649,"https://ap-avatar.wpscdn.com/avatar/8000253669c5317157?_k=1778319167496531819","GUIDE FOR SUPERVISORS AND HUMAN RESOURCES REPRESENTATIVES IN HANDLING DISCIPLINARY MEETINGS WITH TECHNICAL-SERVICE EMPLOYEES COVERED UNDER THE AGREEMENT WITH THE TEAMSTERS  \nArticle VI of the Agreement provides a framework for handling disciplinary meetings with technical-service employees. In addition, it is important that ongoing legal interpretationsand court cases be integrated into the University’s practices in conducting disciplinary meetings in a manner that is consistent with the Agreement, applicable law, and preserves your right to conduct such meetings in an effective, efficient manner.  \nThis document, and accompanying questions and answers, is intended to provide assistance to you in conducting meetings with technical-service employees covered under the collective bargaining agreement with the Teamsters. Furthermore, your human resources representative is a resource for you in all of these matters, as well as the Employee Relations Division in the Office of Human Resources.  \nSupervisor/Steward Relationship  \nThe relationship between the steward and the supervisor is important and can set the tone for the whole work group. In the course of the disciplinary (and grievance) process, this relationship should reflect mutual respect, whereby the steward recognizes the supervisor’s role and the supervisor recognizes the role of the steward. Neither the steward nor the supervisor should be “dressed down”, including in the presence of subordinates or coworkers. Personal and/or character attacks are not an acceptable behavior.  \nPrior to the Disciplinary Meeting  \nSupervisors have a responsibility, under Section 6.2 of the Agreement, to ensure that the steward is present for the disciplinary meeting. (The steward can only be excused if the employee objects at the beginning of the meeting.)  \nPrior to the beginning of the disciplinary meeting, both the employee and steward should be informed of the general nature of the reason for the upcoming meeting. A few examples:  \n􀁸 This is a disciplinary meeting to discuss performance issues.  \n􀁸 This is a disciplinary meeting to discuss absenteeism.  \n􀁸 This is a disciplinary meeting to discuss tardiness.  \n􀁸 This is a disciplinary meeting to discuss   .  \nOnce you’ve informed the steward and employee of the general nature of the reason for the upcoming meeting, should the steward and/or employee wish to consult with each other prior to the disciplinary meeting, they should be allowed reasonable, private time to do so.  \nAlthough the employee and steward are allowed reasonable time to consult prior to the meeting, such pre-meeting consultation should not unduly delay the meeting. Should you  \ndetermine that the consultation has gone beyond a level of reasonableness, you should indicate to the individuals that the meeting needs to commence.  \nNote: It is not necessary to give a steward or employee advance notice of a disciplinary meeting; i.e., notification and commencement of the meeting can occur simultaneously.  \nDuring the Disciplinary Meeting  \nThe intent of the disciplinary meeting is to gather information and facts pertinent to the situation or topic that prompted the meeting. During the meeting, the employee has the right to privately consult with the steward. However, similar to the pre-meeting consultation, such steward/employee consultation during the disciplinary meeting should not unduly delay the flow of the meeting or the ability to gather facts and information from the employee. Further, the purpose of the consult is to provide the opportunity for discussion with people directly involved in the situation at hand.  \nDuring the meeting, should the employee decline to answer direct questions or should the steward suggest to the employee that he/she not answer, it is important to let the employee know that the intent of this meeting is to gather all facts so that a decision can be made with his/her response and version of events taken into account. (Likewise, it is not ap","cbCaiuWM3LkhRin1","https://ap.wps.com/l/cbCaiuWM3LkhRin1","pdf",168493,7,"English","# Supervisor/Steward Relationship\n# Prior to the Disciplinary Meeting\n## Notice and Reason\n## Pre-meeting Consultation\n# During the Disciplinary Meeting\n## Purpose and Consultation Rights\n## Refusal to Answer\n## Maintaining Appropriate Conduct\n# After the Disciplinary Meeting\n# Miscellaneous","[{\"question\":\"What is the role of the steward-supervisor relationship in a disciplinary process?\",\"answer\":\"The relationship sets the tone for the work group and must reflect mutual respect. Neither party should be reprimanded or behave inappropriately, and personal or character attacks are not acceptable.\"},{\"question\":\"What must happen before the disciplinary meeting begins?\",\"answer\":\"Supervisors must ensure the steward is present, unless the employee objects at the beginning of the meeting. The employee and steward should be informed of the general nature of the reason for the meeting, and they may consult privately for a reasonable time without unduly delaying the meeting.\"},{\"question\":\"How should the supervisor handle a situation where an employee refuses to participate or answer questions?\",\"answer\":\"The supervisor may remind the employee that refusal could be construed as possible insubordination, may be grounds for summary dismissal consideration, and that the employee’s opportunity to tell their side of the story will be missed if they do not answer.\"}]","Guide for Handling Disciplinary Meetings with Technical-Service Employees - Teamsters Agreement Framework | PDF",1789260364]