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<blockquote data-quote="chuchu" data-source="post: 880457"><p>Wrong. Article 37 fits just fine. The company, when bringing an employee into the office ON THE CLOCK is making it a labor issue, not a civil issue. If they wanted to make it a civil issue the employee would receive a certified letter in the mail, sent to his house, not on company time from a lawyer representing the company. This is a case of harrassment to shut the employee up. If they had a valid issue they would've taken him out of service on the spot (unless I missed that happening in the original post) listing Art. 17 as the contract violatiion. In the case of a civil issue, the employee doesn't even have to answer the management on any question until his attorney is present.</p></blockquote><p></p>
[QUOTE="chuchu, post: 880457"] Wrong. Article 37 fits just fine. The company, when bringing an employee into the office ON THE CLOCK is making it a labor issue, not a civil issue. If they wanted to make it a civil issue the employee would receive a certified letter in the mail, sent to his house, not on company time from a lawyer representing the company. This is a case of harrassment to shut the employee up. If they had a valid issue they would've taken him out of service on the spot (unless I missed that happening in the original post) listing Art. 17 as the contract violatiion. In the case of a civil issue, the employee doesn't even have to answer the management on any question until his attorney is present. [/QUOTE]
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