Collective Issues Sample Clauses

Collective Issues. National - Code CIN
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Collective Issues. Local – Code CIL This will include duties such as;  Conducting discussions on rostering. Employee levels. Employee protocols. Local implementation of national policies.
Sample 1Sample 2
Collective Issues. When issues are of general application affecting some or all of the groups of staff within the category of staff covered by this Agreement they shall be raised in the first instance by the Branch Secretary and/or the full_time District Officer of the Association, with the University Personnel Officer. a. The matter shall then be referred either for resolution by the Association and the University Personnel Officer or negotiation through the Clerical Staff Negotiating Committee. An overall time limit normally of fifteen working days shall be set to cover consideration and response under this section of the procedure. b. If the issue is still not resolved the parties may mutually agree to refer it for resolution as described under Section 4.
Sample 1
Collective Issues. Where issues are of general application affecting some or all staff, they shall normally be raised in the first instance by an accredited Trade Union representative with the Director of Human Resources. This should be done as soon as is reasonably practical once the issue has been identified. Failure to resolve the matter at this stage will result in it being referred to the Partnership Negotiating and Consultative Committee. If necessary, consideration may be given to the matter by the University Court.
Sample 1
Collective Issues. 10.1 Negotiation and Collective Bargaining constitute a requirement for the Company to seek agreement with the Union prior to decisions on matters for collective negotiation being finalised. The Company and the Union agree to refrain from taking any other action in relation to the contested issues until the procedure outlined in this Recognition Agreement has been exhausted (unless the action is required by law or has to be taken before the procedure is exhausted to avoid missing a legal deadline). In other words, the pre-existing circumstances will continue to apply. 10.2 This procedure for resolving collective issues could be invoked by either party or both, or to resolve issues arising out of consultation see section 8). 10.3 Many of the procedural points set out in section 9.5 for resolving individual issues also apply to collective issues. 10.4 It is incumbent on both Parties to ensure that unresolved issues are resolved at the earliest possible stage of the Procedure and within the shortest possible timescales. Every effort should be made to ensure that successive stages of the Procedure are invoked as soon as is practically possible. There will normally be no more than two weeks before starting the process and between each stage of the process. 10.5 A member of the HR department will discuss with the appropriate Union representative who has decision-making power over the particular issue and then decide who is the appropriate Manager. As the purpose of the hearings is to try to resolve issues at the earliest stage, consideration will be given to ensuring that the manager can add something new to any process that has gone before. 10.6 Arrangements for exchanging information and convening the hearing will be made between the appropriate Union representative and the appropriate Manager. 10.7 The procedure has three stages to allow an escalation process to more senior company and union representatives. Stages of procedure: 10.8 Stage 1 10.9 Stage 2 10.10 Stage 3 10.11 The procedure will be exhausted when either party registers a Failure To Agree at stage 3. When the procedure is exhausted, the Parties are free to take appropriate action in relation to the contested issues. 10.12 Though the procedure stages set out above assume that a Union Full Time Officer would normally only get involved at stage 3, the Union has the right to involve them earlier in the process if the Union decides this is appropriate.
Sample 1
Collective Issues. When issues are of general application affecting some or all of the groups of staff within the category of staff covered by this Agreement they shall be raised in the first instance by the Branch Secretary and Human Resources Adviser/Manager. a. The matter shall then be referred either for direct negotiation between the Union and the University Human Resources Adviser/Manager or through the Manual Staff Negotiating Committee. An overall time limit normally of fifteen days shall be set to cover consideration and response under this section of the procedure. b. If the issue is still not resolved the matter will be submitted to the Staff Committee of the University Court, or a sub committee thereof, according to the arrangements for that body for that body. c. If the issue is still not resolved the parties may mutually agree to refer it for resolution as described under Section 4.
Sample 1

Related to Collective Issues

  • Determination of Excise Tax Liability Unless the Company and the Executive otherwise agree in writing, the Company will select a professional services firm (the “Firm”) to make all determinations required under this Section 6, which determinations will be conclusive and binding upon the Executive and the Company for all purposes. For purposes of making the calculations required by this Section 6, the Firm may make reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good faith interpretations concerning the application of Sections 280G and 4999 of the Code. The Company and the Executive will furnish to the Firm such information and documents as the Firm reasonably may request in order to make determinations under this Section 6. The Company will bear the costs and make all payments for the Firm’s services in connection with any calculations contemplated by this Section 6. The Company will have no liability to the Executive for the determinations of the Firm.

  • Active NFFE An “Active NFFE” means any NFFE that meets any of the following criteria:

  • Excise Tax Limitation (a) Notwithstanding anything contained in this Agreement to the contrary, to the extent that the payments and benefits provided under this Agreement and benefits provided to, or for the benefit of, Executive under any other Employer plan or agreement (such payments or benefits are collectively referred to as the “Payments”) would be subject to the excise tax (the “Excise Tax”) imposed under Section 4999 of the Internal Revenue Code of 1986, as amended (the “Code”), the Payments shall be reduced (but not below zero) if and to the extent necessary so that no Payment to be made or benefit to be provided to Executive shall be subject to the Excise Tax (such reduced amount is hereinafter referred to as the “Limited Payment Amount”). Unless Executive shall have given prior written notice specifying a different order to Employer to effectuate the foregoing, Employer shall reduce or eliminate the Payments, by first reducing or eliminating the portion of the Payments which are not payable in cash and then by reducing or eliminating cash payments, in each case in reverse order beginning with payments or benefits which are to be paid the farthest in time from the Determination (as hereinafter defined). Any notice given by Executive pursuant to the preceding sentence shall take precedence over the provisions of any other plan, arrangement or agreement governing Executive’s rights and entitlements to any benefits or compensation. (b) The determination of whether the Payments shall be reduced to the Limited Payment Amount pursuant to this Agreement and the amount of such Limited Payment Amount shall be made, at Employer’s expense, by a reputable accounting firm selected by Executive and reasonably acceptable to Employer (the “Accounting Firm”). The Accounting Firm shall provide its determination (the “Determination”), together with detailed supporting calculations and documentation to Employer and Executive within ten (10) days of the date of termination, if applicable, or such other time as specified by mutual agreement of Employer and Executive, and if the Accounting Firm determines that no Excise Tax is payable by Executive with respect to the Payments, it shall furnish Executive with an opinion reasonably acceptable to Executive that no Excise Tax will be imposed with respect to any such Payments. The Determination shall be binding, final and conclusive upon Employer and Executive.

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Federal Excise Tax A. Any taxes (including (i) any taxes based on or imposed on, in whole or in part, the Reinsurer's net income or (ii) any excise taxes under Section 4371 of the Internal Revenue Code of 1986, as amended (the "Code") with respect to the business covered under this Contract) imposed by any governmental entity in respect of amounts paid to the Reinsurer under this Contract will be the responsibility of the Reinsurer and the Company shall have no liability therefor. The Reinsurer will allow the Company to deduct, for the purpose of paying Federal Excise Tax the applicable percentage of any premium payable hereon (as imposed under Section 4371 of the Code) to the extent such premium is subject to such tax. Without limiting the foregoing, the Reinsurer shall indemnify and hold harmless the Company and the Insured against any excise taxes imposed under Section 4371 of the Code with respect to the business covered under this Contract except to the extent any penalties applied or interest arising from the Company's negligence. B. In the event of any return of premium becoming due hereunder the Reinsurer shall deduct the applicable percentage from the return premium payable hereon and the Company or its agent should take steps to recover the tax from the United States Government.

  • Shift Differential A. Shift differential will be $.60 cents per hour. B. Employees eligible for shift differential are those whose work shift begins before 6:00 a.m. or ends on or after 7:00 p.m. and are scheduled by their supervisor for a total shift of at least six (6) hours in duration. This shift differential shall not apply to those employees who have requested and have been granted flexible work scheduling.

  • Communicable Diseases Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak.

  • PAYMENT FROM OUTSIDE AGENCIES CONTRACTOR shall notify LEA when Medi-Cal or any other agency is billed for the costs associated with the provision of special education and/or related services to students. Upon request, CONTRACTOR shall provide to LEA any and all documentation regarding reports, billing, and/or payment by Medi-Cal or any other agency for the costs associated with the provision of special education and/or related services to students.

  • Accidents and Dangerous Occurrences The Hirer must report all accidents involving injury to the public to a member of the Village Hall management committee as soon as possible and complete the relevant section in the Village Hall’s accident book. Any failure of equipment belonging to the Village Hall or brought in by the Hirer must also be reported as soon as possible. Certain types of accident or injury must be reported on a special form to the local authority. The Hall Secretary will give assistance in completing this form. This is in accordance with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR).

  • ERISA Compliance; Excess Parachute Payments The Parent does not, and since its inception never has, maintained, or contributed to any “employee pension benefit plans” (as defined in Section 3(2) of ERISA), “employee welfare benefit plans” (as defined in Section 3(1) of ERISA) or any other Parent Benefit Plan for the benefit of any current or former employees, consultants, officers or directors of Parent.

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