Employees have the right to a support person during meetings about performance, investigations, or discipline. Employers can deny a support person in specific situations, but must offer an alternative. The support person's role is limited to emotional support, not advocacy. Union officials may face restrictions, but can still represent employees. Best practices include notifying employees of their right, explaining the support person's role, and respecting union representation. Employsure offers help navigating these complexities.
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