What is the name of your state (only U.S. law)? MN
Does an investigative interview with a union employee who is the subject of the investigation satisfy their Loudermill rights? In other words, can you hand out finalized disciplinary action (suspension, demotion, termination, etc) directly following the investigative interview/completion of the investigation? Or, do you still have to afford the employee the opportunity to a Loudermill hearing after proposing the discipline even if you have already completed an investigative interview prior to proposing the discipline? I ask because it seems as though the employee in either case has been afforded an opportunity to present their information.
Any information as well as highlighting any applicable statutes is greatly appreciated.
Thank you!
Does an investigative interview with a union employee who is the subject of the investigation satisfy their Loudermill rights? In other words, can you hand out finalized disciplinary action (suspension, demotion, termination, etc) directly following the investigative interview/completion of the investigation? Or, do you still have to afford the employee the opportunity to a Loudermill hearing after proposing the discipline even if you have already completed an investigative interview prior to proposing the discipline? I ask because it seems as though the employee in either case has been afforded an opportunity to present their information.
Any information as well as highlighting any applicable statutes is greatly appreciated.
Thank you!