Union rep discipline

[weirdo]

Comrades,

A question:

If a Local Rep has an incident with a fellow union and staff member, and then 2 weeks later is ousted as the Local Rep, and then a week later is complained about, about the said incident, should he/she be Conduct Coded under Appendix 4, as he/she was the Rep at the time of the incident?

Hope that makes sense.

Thank you

[74tower]

i dont believe so , he is just like the rest of us now and should be dealt with under the conduct code as we expect to be .Any fact finding or formal interview will deal with the matter as normal and he will lose "his CWU priveleges " that set these reps apart when facing conduct .

[weirdo]

ty, but...

Even though the original incident was work related, and also could have been resolved whilst the person was still the Rep? The complainant, who coincidentley, was also the proposer off the new Rep, waited until the old Rep wasn't the Rep, just so appendix 4 wasn't used.

[TrueBlueTerrier]

ty, but...

Even though the original incident was work related, and also could have been resolved whilst the person was still the Rep? The complainant, who coincidentley, was also the proposer off the new Rep, waited until the old Rep wasn't the Rep, just so appendix 4 wasn't used.

Appendix 4 is used only for accredited reps so if he has resigned or been deselected then it no longer applies he falls back into the standard process. AFAIK appendix 4 is used to protect reps against malicious claims/procedures and its an extra process they go through rather then a seperate one. In serious cases though, and when Union matters are involved there is an internal Union disciplnary process that is seperate.

So if I understand it correctly even if the process had started when he was in position, as soon as he was no longer accredited appendix 4 would not have applied and he would be in the same position as he is now.

[Gazza90000]

Not sure how you can all give advice on the information given ? If the incident occurred that he was acting as a rep in his capacity as a rep then 4 could/should be used however this will be decided by the Management and they will normally approach CWU / Div Rep to do this.

If its a case of poor conduct then the rep will be dealt with under the Conduct Code and should be represented by the Div Rep at any Conduct Code interview. If he is no longer the rep then how can 4 be used ?

Before advice is acted upon then more details should be given.

[weirdo]

Thankyou for your advice.

[Mattclift2015]

Any idea where I can access a code of conduct for union reps from the cwu? Trying to find out if union reps are allowed to be officer in charge/manager. Seems like a clash of interests that our union rep is regularly in charge!