This is the first step in a process of determining whether you have violated department or university policy and, if so, what should be done about it. You will be asked to present your version of how the events in question unfolded, and whether there is anybody else who might corroborate your version of events. You may also be asked if there is any reason why actions that might appear to have violated policy in fact did not (for instance, you submitted a text that was not your own work over Canvas, but you did not claim it was your own work and you uploaded it as context for the work that you did complete).

• The union can provide you with a representative to attend the meeting with you. You can reach out to us at cec@taa-madison.org or through our intake form if you are interested. If you would like a rep, but have any requests about who we disclose it to (e.g. not someone in your department), please let me know.
• You should take careful notes. You should also ask to record the meeting, though the investigatory staff may tell you not to. Though Wisconsin is a one-party consent state (meaning that ordinarily either party in a conversation can record it without the other’s consent), recording a meeting held over Zoom without the consent of the other party is a violation of university policy, and even for in-person meetings, recording without the investigators’ consent may result in you being disciplined. This is part of why it is helpful to have a union rep on hand taking notes for you.
• To request to bring a union rep, you can say “It sounds like this meeting might have disciplinary consequences for me, can I bring a union representative in to take notes?” This is the casual way of asserting your rights. If they don’t accept that, you can be more explicit: “I have grounds to believe that this meeting could lead to discipline against me, and the graduate assistant policies and procedures entitle me to to a representative. I will not proceed with this meeting until I have a representative present.” This follows the language in the Graduate Assistantship Policies and Procedures more closely. You can refuse to proceed with the meeting, but if you don’t feel that you are able to refuse, say “I am continuing this meeting without a representative under duress,” write in your notes that this has happened, and contact cec@taa-madison.org immediately after the meeting.
• The meeting might end with a “Letter of Expectations,” detailing the things that you are required to do/not to do in the future. This sounds pretty routine, but is the first step in a process that can end in your dismissal — if you are found to be violating the expectations in such a letter, it is much easier to dismiss you, but you on probation, ban you from future assistantships, etc. You are entitled to a written response to the letter, and if the letter includes or even implies false accusations (e.g. “You will not teach under the influence of alcohol”) you can and should reply to the email through which you were delivered the letter a written response contradicting the false part of those accusations (e.g. “I have never taught under the influence of any substance and cannot recall any events that might lead someone to believe that I have done so.”) You may also appeal such a letter, starting at the second step in the grievance process, though most won’t find the trouble of appealing a written warning worth it. 

First, it’s great news that there’s no current investigation. This is a good sign for you.

If this is in response to you being accused of wrongdoing, this meeting is most likely intended to give you further information about the accusations. It might even be prelude to an investigation as to the source of the complaint (ie. an investigation that treats you as the victim rather than the accused). I’ve seen this happen before. However, you should not assume that there’s no danger to you.

• The union can provide you with a representative to attend the meeting with you. You can reach out to us at cec@taa-madison.org or through our intake form if you are interested. If you would like a rep, but have any requests about who we disclose it to (e.g. not someone in your department), please let me know.
  • Because this meeting is not an investigatory meeting, you may not be able to demand a union representative at the meeting. However, you can ask, knowing that they might say no. We can make one available for you to be on standby if you like, in case the meeting takes a turn towards being investigatory. 
  • If the meeting seems to be taking a turn towards investigating you, you can say “It sounds like this meeting might have disciplinary consequences for me, can I bring a union representative in to take notes?” This is the casual way of asserting your rights. If they don’t accept that, you can be more explicit: “I have grounds to believe that this meeting could lead to discipline against me, and the graduate assistant policies and procedures entitle me to to a representative. I will not proceed with this meeting until I have a representative present.” This follows the language in the Graduate Assistantship Policies and Procedures more closely. You can refuse to proceed with the meeting, but if you don’t feel that you are able to refuse, say “I am continuing this meeting without a representative under duress,” write in your notes that this has happened, and contact cec@taa-madison.org immediately after the meeting.
• You should take careful notes. You should also ask to record the meeting. They may say no. If the meeting seems to be becoming an investigatory meeting (see below) you should ask to record the meeting again, saying that this will be for your own records. If they still say no, you can demand a union rep (see below; having a union rep present to take notes in this case can be especially helpful!) 
• The meeting might end with a “Letter of Expectations,” detailing the things that you are required to do/not to do in the future. This sounds pretty routine, but is the first step in a process that can end in your dismissal — if you are found to be violating the expectations in such a letter, it is much easier to dismiss you, but you on probation, ban you from future assistantships, etc. You are entitled to a written response to the letter, and if the letter includes or even implies false accusations (e.g. “You will not teach under the influence of alcohol”) you can and should reply to the email through which you were delivered the letter a written response contradicting the false part of those accusations (e.g. “I have never taught under the influence of any substance and cannot recall any events that might lead someone to believe that I have done so.”) You may also appeal such a letter, starting at the second step in the grievance process, though most won’t find the trouble of appealing a written warning worth it.