Management has told workers on several occasions that the Documented Discussion going into their personnel file IS NOT discipline and therefore the worker is not entitled to Union Representation and if a Union Rep shows up - they might not pay for the Union Rep’s time.
 
The question that needs to be asked is Can this Documented Discussion lead to discipline?
 
The obvious answer, provided management doesn't dodge the question, is YES….. IT WILL most likely lead to discipline should management sit down with the worker again on the same issue that caused the Documented Discussion in the first place.  A worker can expect to receive a Written Warning - which is clearly defined as discipline.
 
In the case of a CQUE Performance Plan Documented Discussion, the COT is put on a 3-month CQUE Developmental Plan.  A failure in any of the 6 plus categories per month, the COT is normally put on a Written Warning discipline.
 
The Letter of Agreement, "Union Representation Rights for Occupational Employees" (on Pages 159-160 of the CWA/Qwest contract) addresses the issue of employees not meeting standards relating to Performance.  It clearly states when disciplinary action is discussed or implied, and documentation is recorded in the employee’s personnel file, all workers are entitled to Union Representation.

When you ask the question, "Can this Documented Discussion lead to discipline?", Management will have to answer that the Documented Discussion going into their personnel file - could lead to discipline in the future.
 
Please educate your co-workers and management about this contract language and remember to always ask, "Can this Documented Discussion lead to discipline?"  Force management to answer this question and let them know that based on their answer, you are entitled to Union Representation per the contract. Remind them that it is their contract too.