Bargaining Note – Lifelong Learning Sample Clauses

Bargaining Note – Lifelong Learning. ‌ The Employer agrees to facilitate a presentation by the Union Bargaining Committee to the College Board at the earliest possible date. SIGNED ON BEHALF OF SIGNED ON BEHALF OF THE UNION: THE EMPLOYER: Xxxxxxxxx Xxxxx Xxxxx Xxxxxxxx President Xxxx Xxxxx Xxxxxxxxx Xxxxxxx XxXxxxx Bargaining Committee Chair Vice President, People and Planning Carolelynn (CJ) Xxxxxx Xxx Xxxxxx Bargaining Committee Member PSEA Board Chair Xxxxxxx Xxxxxxx Bargaining Committee Member Xxxxxxx Xxxxxxxx Staff Representative - Negotiations Dated this day of , 20 _. APPENDIX 1 Short and Long-Term Disability PART 1 – SHORT-TERM ILLNESS AND INJURY PLAN
Sample 1
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Bargaining Note – Lifelong Learning. The Employer agrees to facilitate a presentation by the Union Bargaining Committee to the College Board at the earliest possible date. SIGNED ON BEHALF OF SIGNED ON BEHALF OF THE UNION: THE EMPLOYER: Xxxxxxxxx Xxxxx Xxxxxx Xxxxxxx President President & CEO Xxxxx Xxxxxxxx Xxxxx Xxxxx Bargaining Committee Chair Director of Human Resources & Payroll Xxxxxx Xxxxxx Xxxxx Xxxxxxxx Bargaining Committee Member Director, Ancillary & Facility Services Xxxxxxx Xxxxx Xxxxxxxx Xxxxxxxxxx Bargaining Committee Member Human Resource Advisor Xxxx Xxxxxxxxx Angus Graeme Bargaining Committee Member PSEA Board Vice-Chair Xxxx Xxxxxx Staff Representative Dated: APPENDIX 1 Short and Long-Term Disability PART 1 - SHORT-TERM ILLNESS AND INJURY PLAN
Sample 1
Bargaining Note – Lifelong Learning. The Employer agrees to facilitate a presentation by the Union Bargaining Committee to the College Board at the earliest possible date. SIGNED ON BEHALF OF SIGNED ON BEHALF OF THE UNION: THE EMPLOYER: APPENDIX 1 Short and Long-Term Disability PART 1 – SHORT-TERM ILLNESS AND INJURY PLAN
Sample 1

Related to Bargaining Note – Lifelong Learning

  • Bargaining Agent Recognition The Employer recognizes the B.C. Government and Service Employees' Union as the exclusive bargaining agent for all employees covered by the certification.

  • Bargaining Unit Information The Employer agrees to provide the Union such information relating to Employees in the bargaining unit as may be required by the Union for the purpose of collective bargaining.

  • LABOUR MANAGEMENT BARGAINING RELATIONS 9.1 No employee or group of employees shall undertake to represent the Association at meetings with the Employer without the authority of the President or the General Secretary acting on behalf of the Association.

  • Union Bargaining Committees ‌ A union bargaining committee shall consist of employees who are representatives of the Union together with the President of the Union or designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • Special Rules Regarding Related Entities and Branches That Are Nonparticipating Financial Institutions If a Finnish Financial Institution, that otherwise meets the requirements described in paragraph 1 of this Article or is described in paragraph 3 or 4 of this Article, has a Related Entity or branch that operates in a jurisdiction that prevents such Related Entity or branch from fulfilling the requirements of a participating FFI or deemed-compliant FFI for purposes of section 1471 of the U.S. Internal Revenue Code or has a Related Entity or branch that is treated as a Nonparticipating Financial Institution solely due to the expiration of the transitional rule for limited FFIs and limited branches under relevant U.S. Treasury Regulations, such Finnish Financial Institution shall continue to be in compliance with the terms of this Agreement and shall continue to be treated as a deemed- compliant FFI or exempt beneficial owner, as appropriate, for purposes of section 1471 of the U.S. Internal Revenue Code, provided that:

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • STANDING DOWN EMPLOYEES The employer has the right to deduct payment for any day the employee cannot be usefully employed because of any strike or through any breakdown in machinery or any stoppage of work by any cause for which the employer cannot reasonably be held responsible.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Mid-Term Bargaining Section 38.1. Subject to the specific rights retained by the Employer in this Agreement, the Employer recognizes its legal obligation under O.R.C. Chapter 4117 to bargain with the FOP prior to implementation of any changes in wages, hours, or other terms and conditions of employment applicable to members of the bargaining units. Prior to implementing new or changed work rules, policies, or other changes that materially affect wages, hours, or terms or conditions of employment of bargaining unit employees, the Employer will notify the Union seven (7) days in advance of the effective day of implementation. If the Union requests to bargain over such change within the notice period, the Employer and the Union will negotiate in good faith. If the Employer and the Union bargain to impasse, the parties may submit the issues to non-binding mediation. However, if the change is not a topic of bargaining under RC Chapter 4117, or in the case if the change is necessary due to exigent circumstances or a state or federal directive or regulation, the Employer is not required to give a seven (7) day notice or to bargain over the implementation of the change; however, the Employer may elect to do so if time permits, without waiving its rights.

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