Appointment of Shop Stewards / Election of Employee Representatives Sample Clauses

Appointment of Shop Stewards / Election of Employee Representatives a) The parties recognise that employees have the right and expectation of representation in relation to employment issues including explaining the Agreement from genuine Shop Stewards or other employee representatives. The Employer must not interfere in the selection by employees of their Shop Stewards or other employee representatives b) The Employer recognises that ETU members employed by the Employer have a right to be represented by the ETU, in the consultation and dispute resolution arrangements in this Agreement.
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Appointment of Shop Stewards / Election of Employee Representatives. The parties recognise that employees have the right and expectation of representation in relation to employment issues from genuine Shop Stewards or other employee representatives. The Employer must not interfere in the selection by employees of their Shop Stewards or other employee representatives. It is expected that there will be no more than one (1) shop xxxxxxx appointed per regional location. The regional locations for the purposes of this agreement are Orange, Port Macquarie, Tuggerah and Sydney. Provided that the company will recognise a deputy shop xxxxxxx when the shop xxxxxxx is not available. The Employer recognises that Union members employed by the Employer have a right to be represented by that Union, if they so choose, in the consultation and dispute resolution arrangements in this Agreement.
Sample 1
Appointment of Shop Stewards / Election of Employee Representatives. The parties recognise that employees have the right and expectation of representation in relation to employment issues from genuine Shop Stewards or other employee representatives. The Employer must not interfere in the selection by employees of their Shop Stewards or other employee representatives. The Employer recognises that Union members employed by the Employer have a right to be represented by the Union, in the consultation and dispute resolution arrangements in this Agreement. Shop Stewards and other employee representatives and Health and Safety Representatives shall be engaged as employees and perform normal work when not representing their fellow workers in accordance with the procedures in this Agreement. Nothing in this clause requires or permits the provision of information about employees to the Union or to a member of the Union acting in a representative capacity, officer, or employee of the Union.
Sample 1
Appointment of Shop Stewards / Election of Employee Representatives. The parties recognise that employees have the right and expectation of representation in relation to employment issues from genuine Shop Stewards or other employee representatives. The Employer must not interfere in the selection by employees of their Shop Stewards or other employee representatives. The Employer recognises that union members employed have a right to be represented by the union, in the consultation and dispute resolution arrangements in this Shop Stewards/Employee Representatives and Health and Safety Representatives can represent union members. The parties recognise the important role of Shop Stewards and other employee representatives and Health and Safety Representatives. The Shop Stewards and other employee representatives and Health and Safety Representatives have a key role in the early intervention in industrial disputes and Health and Safety issues under this Agreement. Shop Stewards and other employee representatives shall have no role in determining which employees work overtime or otherwise, however they may have a role in ensuring agreed overtime rosters are fairly and properly implemented.
Sample 1

Related to Appointment of Shop Stewards / Election of Employee Representatives

  • EMPLOYEE REPRESENTATIVES 1. The University shall recognize UPTE designated employee representatives who are members of the bargaining unit. The function of the UPTE designated employee representative shall be to inform employees of their rights under this Agreement, to ascertain that the terms and conditions of this Agreement are being observed, and to investigate and assist in the processing of grievances. 2. For the purposes of receiving paid release time as provided in this section, UPTE may designate four (4) unit employees as "UPTE designated employee representatives" at each campus/hospital/LBNL. Additionally, in the event a campus/hospital/LBNL has more than two-hundred (200) employees, UPTE may designate one (1) additional UPTE-designated employee representative for each additional one hundred (100) bargaining unit members thereafter, up to a maximum of seven (7) UPTE designated employee representatives. UPTE shall not designate more than one (1) UPTE designated employee representative per department of 100 employees or less. For each additional one-hundred (100) employees, or fraction thereof, in a department UPTE shall be allowed one (1) additional representative in that department. a. The total cumulative use of paid release time for the UPTE designated employee representative shall be limited to ten (10) hours in any one (1) month. University-convened meetings pursuant to Article 10 - Grievance Procedure, shall not be deducted from this block of time. b. The use of the maximum of ten (10) hours shall be for health and safety or grievance-related activities such as: 1) Review and discussion with employees and management regarding health and safety issues; 2) the initial hand-delivered filing of a grievance and the retrieval of University documents provided pursuant to a written request for information related to a grievance; 3) one-on-one meetings with a grievant concerning a filed grievance, or an alleged violation of this Agreement which is at the Informal Review stage of Article 10 - Grievance Procedure; 4) meetings with the University representative to whom written grievances are presented or to whom documents related to filed grievance(s) are presented/signed or with whom time limit agreements are achieved; 5) Informal Review meetings held pursuant to Section E. of Article 10 - Grievance Procedure; c. A request for release time will be made to the UPTE designated employee representative's supervisor prior to the activity. Such approval shall be granted solely on the basis of operational needs and shall not be denied unreasonably. d. At its sole discretion, the University may authorize use of release time for more than ten (10) hours in a month per department. The exercise of this discretion and/or the enforcement by the University of the ten (10) hour maximum shall under no circumstances establish a precedent for the UPTE designated employee representative or department involved nor shall the allowance of greater than ten (10) hours in a month for an UPTE designated employee representative have any effect or bearing on the ability of the University to enforce the ten (10) hour maximum on any other UPTE designated employee representative. e. Should a question of possible abuse of these release time provisions arise, the University will so notify UPTE, and the parties will attempt to resolve the matter. If a question remains, the University may take corrective action when warranted. f. In the event that release time granted under Section C.2.a. above is not sufficient for the representative’s duties and additional time is not granted under Section C.2.d. above, the employee representative may elect to use vacation time in accordance with Article 43 - Vacation, or leave in accordance with Article 17 - Leaves for Union Business.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer. (b) In the event an Employee resigns and elects to leave before serving the required notice period, the balance of the notice period not served will not be paid out by the Employer.

  • TYPES OF EMPLOYMENT AND TERMINATION OF EMPLOYMENT 15 General 16 Employees on Daily Hire 17 Casual Employees 18 Employer and Employee Duties 19 Apprentices 20 Sham Contracting 21 Termination of Employment 22 Redundancy 23 Payment of Wages and Time Records 24 Superannuation 25 Insurance 26 Insurance – Minimum Cover / Minimum Benefits 27 Insurance – Employer Liability 28 Accident Makeup Pay 29 Compensation of Tools of Trade and Clothes 30 Application of Site Agreements / Inductions and off the job training / Local Labour – Visa Requirements 31 Hours of Work 32 Presenting for Work but Not Required 33 Overtime 34 Call Back

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

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