Attendance management programs are designed to track employee absences and identify patterns or issues—but they must be implemented fairly and respectfully. Here's what you need to know if you’re called into a meeting about your attendance. 

Why You Might Be Called In: 

• High number of absences over a specific period 

• Patterned absences (e.g., weekends, Mondays) 

• Return-to-work meetings after medical or personal leave 

• Clarification around unpaid or unapproved time off

What You Should Know: 

• Attendance management is not disciplinary in nature—but it can become that way if the process is misused. 

• You have the right to Union representation in any meeting where your performance or conduct is being reviewed. 

• Absences related to protected grounds (such as disability or family status) must be handled with accommodation in mind, not discipline.

What to Expect in the Meeting: 

• A review of your attendance record 

• Questions about the reasons behind absences 

• Discussion of potential next steps, like support options or monitoring periods 

• Possible requirement for supporting documentation (e.g., doctor’s notes)

How the Union Supports You: 

• Ensures that absences related to protected grounds are not used against you 

• Verifies that policies are applied fairly and consistently 

• Advocates for accommodations where needed 

• Follows up if there is unfair treatment or pressure to disclose private information

Tips: 

• Bring any relevant documentation (e.g., approved leave requests, doctor's notes) 

• Don’t disclose medical details unless necessary—ask your Union Rep to help navigate this 

• Take notes during the meeting or ask for a written summary afterward 

• Keep track of your own attendance for your records 

If you are called into a meeting related to alcohol or substance use, it’s important to know that these are sensitive matters often tied to health and human rights protections. You are not alone—the Union is here to support you.

Why You Might Be Called In: 

• Allegations or concerns about alcohol or substance use while on duty 

• Reports or observations made by others 

• Return-to-duty following a substance-related incident 

• Safety concerns or related policy violations

What You Should Know: 

• These situations often fall under the employer’s duty to accommodate, particularly if there is a history of substance dependency. 

• You have the right to Union representation before and during any such meeting. 

• You are not required to answer questions about your medical history or treatment without proper support. 

• The employer must maintain confidentiality.

What to Expect in the Meeting: 

• An outline of the concern or incident being reviewed 

• A request for your version of events 

• Discussion around next steps (assessment, time off, return-to-duty process) 

• Possible involvement of third-party evaluators or medical professionals

How the Union Supports You: 

• Protects your right to confidentiality and fair treatment 

• Ensures any policies are followed properly and respectfully 

• Advocates for accommodation where substance use falls under a disability 

• Helps navigate next steps, including support programs or reintegration to work

Tips: 

• You can ask for time to speak with your Union Rep privately before answering any questions 

• Avoid offering detailed medical or treatment information in the meeting 

• Request any decisions or plans in writing 

• Know that the focus should be on support and accommodation—not punishment

Resources: 

• Sharepoint Documents on Westnet are important to review 

• (Enter in all applicable policies)  

Workplace harassment investigations can involve you as a complainant, respondent, or witness. These processes can be emotionally challenging and complex. The Union is here to support you, no what your role. 

Why You Might Be Called In:

• A complaint has been made, and you are involved in some capacity 

• You’ve filed a harassment or bullying complaint 

• You’ve been named in a complaint and must respond 

• You are a witness to a workplace incident or behavior 

Your Rights in an Investigation Meeting:

• You have the right to Union representation in any meeting that could result in discipline or involve your conduct 

• You are not required to answer questions without support 

• You can request a break or consult privately with your Union Rep at any time 

• You are entitled to confidentiality and procedural fairness 

What to Expect:

• A formal interview by a company investigator or third party 

• Questions about specific incidents or workplace interactions 

• A chance to present your version of events (if applicable) 

• Clarification of next steps or follow-up process 

How the Union Supports You:

• Ensures your rights are protected during all stages of the investigation 

• Helps you prepare and understand what to expect 

• Advocates for fair treatment and a balanced process 

• Provides emotional support and referrals to additional resources if needed 

Tips:

• Be clear if you feel uncomfortable or need a break 

• Avoid speculation or guessing—stick to what you know or experienced 

• Do not engage in workplace gossip about the investigation 

• Ask for a summary or written outline of the process 

Important Note: Workplace harassment investigations can be highly sensitive. Confidentiality and respect for all parties involved is critical. The Union is committed to supporting a safe and respectful workplace for everyone. 

Returning to work after medical leave or needing accommodation can involve meetings with your employer. These meetings are about reintegration—but must be handled with respect and according to your rights. 

Why You Might Be Called In: 

• You're returning from short- or long-term medical leave 

• You require accommodation for a temporary or permanent medical condition 

• You're transitioning from modified duties back to regular work 

• The company requires a Fit-to-Fly or medical clearance meeting 

Your Rights in Return-to-Work Meetings: 

• You have the right to Union representation—especially if the conversation includes terms of return or future work restrictions 

• You are not required to share detailed medical information beyond what’s necessary for accommodation 

• You have the right to confidentiality  

What to Expect: 

• Review of your medical status or documentation (without disclosing diagnosis) 

• Discussion of accommodations or limitations 

• Planning a phased return-to-work if applicable 

• Agreement on start date, scheduling, or duties 

How the Union Supports You: 

• Advocates for appropriate and fair accommodations 

• Ensures your privacy is protected and medical boundaries are respected 

• Helps interpret and explain return-to-work plans 

• Supports you through disputes or delays in the process 

Tips: 

• Provide only necessary medical documentation (functional abilities, not diagnosis) 

• Request a written summary of any plan or agreement 

• Ask your Union Rep to review any documents with you before signing 

• Communicate clearly if you feel unready to return or unsupported