No, only those that conceivably will lead to discipline; anything from reprimands to non-renewal or dismissal. When in doubt, ask GAU.

Stop the interview and request union presence.

Definitely. Our greatest victories have involved redressing improper or unfair workload and pay issues.

No, the law entitles you to union representation. You are not entitled to other representation or simply to witnesses.

Generally, the faculty member's steward or grievance representative will be called. The idea is to provide you with union representation, not just the moral support of a fellow union colleague.

The representative is there to assist the grad employee, and to protect contract rights. The union representative has the right to speak on his or her behalf and to meet with the worker privately before the interview with the management.

There are two ways to give up those rights: By contract language or by inaction. Of course, your collective bargaining contract does not waive your rights to union representation. However, once on the spot, you might get bullied into waiving your right or not asserting your right. In such a case, you have little recourse later.

Keep the following statement in front of you and politely but clearly state it:

"If this discussion could in any way lead to my being disciplined or could affect my personal working conditions, I request that a Union Representative be present at this meeting."

Say this, repeat it, then do not engage in any further discussion except to reschedule, if necessary.