COMPETITIVE LEVELS AND RETENTION REGISTERS Sample Clauses

COMPETITIVE LEVELS AND RETENTION REGISTERS. The Employer shall establish competitive levels and retention registers in accordance with applicable laws and regulations. The Council 169 Local(s) will be provided a copy of the appropriate retention registers (including name, pay plan, series, grade, title, subgroup and adjusted RIF service computation date) at the time the RIF notices are issued. The Council 169 Local(s) will also receive any updates to the retention registers. Such information will be safeguarded and used only for representational purposes. The affected employee shall have the right to review competitive levels and retention registers as may be applicable to the employee. All lists, records, and information pertaining to a reduction-in-force shall be maintained by the appropriate DHRC Office for at least 1 year following the effective date of the RIF.
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COMPETITIVE LEVELS AND RETENTION REGISTERS. The Agency shall establish competitive levels and retention registers in accordance with applicable laws and regulations. A Union official and the affected employee shall have the right to review competitive levels and retention registers as may be applicable to the employee. All lists, records, and information pertaining to a reduction-in-force shall be maintained by the appropriate Customer Support Unit for at least one (1) year following the effective date of the reduction-in- force.
Sample 1
COMPETITIVE LEVELS AND RETENTION REGISTERS a. Standardized competitive level codes will be developed, maintained and administered at the Air Force Personnel Center (AFPC), with a few exceptions. The local Civilian Personnel Flight (CPF) will provide justification for the exception to AFPC.
Sample 1
COMPETITIVE LEVELS AND RETENTION REGISTERS. The Agency shall establish competitive levels and retention registers in accordance with applicable laws and other authorities. Initial and updated retention registers and competitive levels created for the RIF, with Privacy Act data removed, will be provided to the Union on a timely basis. Such information will be safeguarded and used only for representational purposes. An affected employee and the designated representative shall have the right to review competitive levels and retention registers applicable to that employee. Should a bargaining unit employee choose someone other than the Union to be the representative the Union shall still be notified and have the opportunity to be present. All lists, records, and information pertaining to a reduction-in-force shall be maintained by the Agency for at least one (1) year following the effective date of the reduction-in-force.
Sample 1

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  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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