Pre-Disciplinary Interview (PDI)
Many shop stewards are aware that prior to disciplining a carrier, management usually has a PDI with the carrier. During that PDI, many supervisors violate the carriers Weingarten Rights. Under the carriers Weingarten rights, supervisors must allow each carrier the following rights in conducting an investigatory interview.
Each carrier has a right to be represented by a union steward during an investigatory interview (but not during an Article 16 “discussion”). If, before or at any time during the interview, a carrier requests a union steward, or in any other way indicates that he or she wants representation, management must do one of three things: (1) must provide a steward, or (2) must end the interview, or (3) must offer the carrier the choice of continuing the interview without a steward, or having no interview at all.
The supervisor must tell the carrier and steward the purpose and subject of the meeting before the meeting begins. Then, if either the steward or the carrier requests, adequate time must be given to them to talk privately before (or during) the interview.
During the interview, you must permit the steward to participate. He or she may ask questions, clarify the carrier’s answers, comment about the questions, discuss favorable facts, suggest others who have information, and advise the carrier. The steward is not allowed to disrupt the meeting or tell the carrier not to answer a question.
When management asks you a question about a particular issue, take a deep breath think of what you want to say and then say it slowly and clearly. Don’t scream back or say things off the top of your head – that is just what management wants you to do, so think before you talk! Don’t jump down management’s throat if you feel that management is not telling the truth about the issue. Don’t be confrontational with management about the issue. At the PDI make sure that you do not get into a pissing match with your shop steward, again this is just what management wants. You and your shop steward should be on the same page. Remain calm and speak clearly only about the issue on hand, and don’t drag other issues or other carriers into your PDI. Remember two wrongs don’t make it right. If you got caught doing something wrong don’t mention about other carriers doing the same thing you are being interviewed for, because management will have the other carrier(s) in the office for a PDI right after you. This is not going to save you from being disciplined. It is only going to get others in trouble, and management will use your name as the reason why the other carriers are in trouble now.
If management cuts you off from finishing what you want to say because it is not what management wants to hear tell them you still have something you want to say and say it. Be polite, be professional be courtesy and most important, be honest. Don’t fabricate a story to try and get out of a situation, This can sometimes have a reverse effect on the issue at hand.
This information could be very helpful to our shop stewards as well as our carriers when they are brought into the office for a pre-disciplinary interview (PDI) to know what their rights are and how the interview should be conducted. In almost all of management’s “Letter of Charges” the one reoccurring line management places into the letter is, neither you nor your shop steward had anything to offer to preclude the issuance of this letter.” It is very important that the shop steward takes copious notes during the PDI so that your full time officer or the B-Team union member could argue that management was unwilling to listen to anything the carrier had to say. Even if it was a meaningful argument which management dismissed. These notes should be included as you send your Informal Step A grievance up to the next level. Remember that a PDI should be considered your “day in court” and you should always ask for Representation!!
Be safe and keep smiling.
