Call the Union Office immediately, or contact your Unit Rep.  We will arrange for you to be represented at your investigative meeting.  Remember, an investigative meeting is not the same as a grievance meeting.  The Employer has a right to ask you questions and you have an obligation to answer truthfully.  Workplace law, even in a unionized settings, is not like a criminal investigation on TV.  There is no right to remain silent – you are a paid employee – and your choice not to participate in an investigation, or to be evasive or deceptive will in and of itself be grounds for discipline.  Make sure you are honest with your Union representative.  You are protected by privilege.  Your representative cannot be compelled to testify against you or tell the Employer what you told them.  They need to know the complete story so they can come up with the best defence for you. However, in an investigative meeting, the union is there to observe and provide you advice on answering questions.  Answer only the questions you are asked.  Ask for a caucus if you need to speak with your representative, and they may do the same from time to time.  The Union rep cannot speak for you because the Employer will take this to mean you are hiding something or are being evasive.  The exception to the above is if you are being investigated by the employer for something that is, was, or could become, a criminal act.  In that case, you do have a right to remain silent, and you should inform your representative that this is possibly a criminal matter and you should seek advice of a criminal lawyer, as what you say in the meeting could be used against you in a criminal proceeding.  The Union will attempt to hold off on the workplace-investigation piece wherever possible, while you are dealing with your criminal charges.