Association Grievance Chairperson Sample Clauses

Association Grievance Chairperson. 1. If the Association’s Grievance Chairperson is a full-time employee, the regular base workload assignment of the Grievance Chairperson will be reduced by one- fourth for each block of hours reserved for the use of the Grievance Chairperson as of the beginning of the academic year, and the Bank will be charged to compensate for such reduction. The reduction in workload assignment will not result in a reduction in base compensation and time charged against the Bank will not count for purposes of calculating Overload compensation. 2. If the Association’s Grievance Chairperson is a part-time employee, the Grievance Chairperson will be compensated at his or her regular rate during the academic year as if using each block of hours reserved for the use of the Grievance Chairperson ratably over the academic year, subject to the workload limits contained in Article
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Association Grievance Chairperson. Within ten days after receiving the decision of the Principal, the Association may appeal the decision by submitting both copies of the original grievance to the Superintendent’s designee (who shall be a member of the professional staff), who shall give the Association the opportunity to be heard within fifteen (15) days after delivery of the appeal and shall communicate a decision in writing together with the supporting reasons and both copies of the original grievance to the Association Grievance Chairperson within ten (10) days after the hearing on appeal.
Sample 1
Association Grievance Chairperson. 1. If the Association’s Grievance Chairperson is a full-time employee, the regular weekly base workload assignment of the Grievance Chairperson will be reduced by one-fourth for each block of hours reserved for the use of the Grievance Chairperson as of beginning of the academic year and the Bank will be charged to compensate for such reduction. The reduction in workload assignment will not result in a reduction in base compensation and time charged against the Bank will not count for purposes of calculating Overload compensation. 2. If the Association’s Grievance Chairperson is a part-time employee, the Grievance Chairperson will be regularly scheduled time to perform representational duties for an additional 430 clock hours (8 workload hours) during the academic year for each block of hours reserved for the use of the Grievance Chairperson as of the beginning of the academic year and will be compensated at the Grievance Chairperson’s regular rate. The Bank will be charged the equivalent hours for such scheduled time. Such scheduled time will not change the part-time status of the Grievance Chairperson.
Sample 1

Related to Association Grievance Chairperson

  • Association Grievance A grievance, as defined in Section 7.1, relating to occurrences actually involving at least three (3) nurses or arising under the Association Representative article, may be initiated by the Association at Step 2 of the above-mentioned procedure by the filing of a written grievance, signed by a representative of the Association, within 35 calendar days from the date of occurrence. Such grievance shall describe the problem and the contract provisions alleged to have been violated.

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • INDEPENDENT ASSESSMENT COMMITTEE CHAIRPERSONS Xx. Xxxxxx Xxxxxxxxx Registered Nurses Association of Ontario 000 Xxxxxxxxxx Xxxxxx, Xxxxx 0000 Xxxxxxx, XX X0X 0X0 Telephone: (000) 000-0000, ext. 216 Fax: (000) 000-0000 E-mail: xxxxxxxxxxxxxx@xxxxxxxxx.xx Ms. Xxxxxxx Plain 0000 Xxxxxx Xxxx Xxxxxxxx, XX X0X 0X0 Telephone: (000) 000-0000 Email: xxxxxxx.xxxxx@xxxxxxxxx.xx BETWEEN: AND:

  • Chairperson The Chairperson will supervise and control the affairs of the Committee and shall exercise such supervisory powers as may be given him/her by the Members of the Committee. The Chairperson will perform all duties incident to such office and such other duties as may be provided in these bylaws or as may be prescribed from time to time by the Committee. The Chairperson shall preside at all meetings and shall exercise parliamentary control in accordance with Xxxxxx’s Rules of Order.

  • Department Chairpersons 17.1 In each elementary, middle and senior high school, the need for department chairpersons/team leaders shall be determined by the principal. Each such department chairperson/team leader shall be appointed for one (1) academic year. If possible, such appointment should be made prior to the end of the preceding academic year. Teachers shall have the right to refuse such appointment. Team leaders will have coordinating and planning functions for their teams and shall serve as liaison between their teams and the principal. They shall not be considered administrative employees. 17.2 When feasible, and after consultation with them, department chairpersons and team leaders will be provided with release time commensurate with the responsibilities assigned to them by their principal.

  • Sick Leave Bank Committee The committee shall consist of two members of the administration, appointed by the Superintendent, and two members of the bargaining unit, appointed by the President of the Association. The President of the Association will act as chairperson of this committee and will have no voting power except in the event of a tie vote by the committee.

  • Chair The Chair of the Union/Management Committee shall alternate between an Employer representative and a representative of the Union.

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

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