Divisional Employee Relations Committee (DERC) Sample Clauses

Divisional Employee Relations Committee (DERC). 3.01 The Parties agree to establish a Divisional Employee Relations Committee. This committee will consist of the following representatives: (a) Management: up to three (3) management appointees as determined by the Departmental Manager will form the DERC Management Team. A Human Resources Officer may attend to assist the designated management representatives. (b) Union: up to three (3) Bargaining Unit employees, selected by the Union. A Staff Representative of the Union may attend to assist the Union Team.
Sample 1
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Divisional Employee Relations Committee (DERC). 5.1 Upon the request of either party at the Departmental level, the parties agree to establish a Divisional Employee Relations Committee at locations, which both parties agree to be appropriate. These committees will consist of the following representatives: (a) On the Management side – up to three (3) management appointees employed in the respective Division as determined by the Departmental Manager will form the Divisional ERC Management Team. A human resources officer may attend to assist the designated management representatives. (b) On the Union side – up to three (3) Bargaining Unit Employees, of the City within the respective Division, selected by the Union. A staff representative of the Union may attend to assist the Union Team. 5.2 Notwithstanding the above, where a need has been identified by either party for increased representation on the Committee, the composition of the Divisional ERC may be expanded to provide for additional union and Management representatives, provided the committee retains at least a fifty percent (50%) union member composition and there is a mutual agreement of the parties. 5.3 Both parties may be further represented and assisted at the committee meetings by additional persons provided both parties mutually agree to their attendance and to the nature of their participation. Agreement of either party will not be unreasonably denied. 5.4 Upon the establishment of a Divisional ERC, the parties at that level will determine the frequency of meetings, as well as the amount of travel and caucus time required. Once determined, the DERC agreement will set out the agreed upon terms concerning meeting frequency, travel, caucus time, etc. For HSR and ATU Local 107 the following clarifications will be applied: i. The purposes of the meetings are to exchange information on business matters, provide statistical reporting on issues, and problem solve issues that will create a better working environment. (Issues that are working through the grievance procedure are not dealt with in these meetings) ii. A schedule of dates will be developed in November of every year for the following year's calendar. iii. The agenda is developed by the Director of Transit and the President, Business Agent of Local 107 of the Amalgamated Transit Union. All agenda items are submitted through the respective parties. The first item of business of each meeting will be to reach agreement on the agenda items. Excluded items will be moved to a different forum and ...
Sample 1
Divisional Employee Relations Committee (DERC). 5.1 Upon the request of either party at the Departmental level, the parties agree to establish a Divisional Employee Relations Committee at locations, which both parties agree to be appropriate. These committees will consist of the following representatives: (a) On the Management side – up to three management appointees employed in the respective Division as determined by the Departmental Manager will form the Divisional ERC Management Team. A human resources officer may attend to assist the designated management representatives. (b) On the Union side – up to three (3) Bargaining Unit employees, of the City within the respective Division, selected by the Union. A staff representative of the Union may attend to assist the Union Team. 5.2 Notwithstanding the above, where a need has been identified by either party for increased representation on the Committee, the composition of the Divisional ERC may be expanded to provide for additional union and Management representatives, provided the committee retains at least a 50 percent union member composition and there is a mutual agreement of the parties. 5.3 Both parties may be further represented and assisted at the committee meetings by additional persons provided both parties mutually agree to their attendance and to the nature of their participation. Agreement of either party will not be unreasonably denied. 5.4 Upon the establishment of a Divisional ERC, the parties at that level will determine the frequency of meetings, as well as the amount of travel and caucus time required. Once determined, the DERC agreement will set out the agreed upon terms concerning meeting frequency, travel, caucus time, etc.
Sample 1

Related to Divisional Employee Relations Committee (DERC)

  • CENTRAL LABOUR RELATIONS COMMITTEE C4.1 OPSBA, the Crown and OSSTF agree to establish a joint Central Labour Relations Committee to promote and facilitate communication between rounds of bargaining on issues of joint interest.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • NATIONAL LABOR RELATIONS BOARD CERTIFICATION Contractor certifies that no more than one (1) final unappealable finding of contempt of court by a Federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a Federal court, which orders Contractor to comply with an order of the National Labor Relations Board. (Pub. Contract Code §10296) (Not applicable to public entities.)

  • National Labor Relations Board Orders No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.

  • Health & Safety Committee The Employer agrees to establish a Health & Safety Committee for all employees of the company under the auspices of the Occupational Health and Safety Act (OHSA). The Committee shall be made up of an equal number (not less than one each) of non-bargaining unit and bargaining unit persons who have completed their probationary period. The Union has the right to appoint the members representing the bargaining unit. The Committee shall keep minutes of its meetings and post them in the shop. One copy will be forwarded to the Union office.

  • Central Bargaining Committee (a) In central bargaining between the Canadian Union of Public Employees and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospital’s Central negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight (8), and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the eight (8) Hospitals accordingly. (b) Vice-Presidents of the Ontario Council of Hospital Unions shall be granted leave of absence by their employers in accordance with (a) above or Article 12.02 as the case may be, in order to fulfil the duties of their position.

  • Stock Plan Administration Service Provider The Company transfers the Optionee's Personal Information to Fidelity Stock Plan Services LLC, an independent service provider based in the United States, which assists the Company with the implementation, administration and management of the Plan (the “Stock Plan Administrator”). In the future, the Company may select a different Stock Plan Administrator and share the Optionee's Personal Information with another company that serves in a similar manner. The Stock Plan Administrator will open an account for the Optionee to receive and trade Shares acquired under the Plan. The Optionee will be asked to agree on separate terms and data processing practices with the Stock Plan Administrator, which is a condition to the Optionee’s ability to participate in the Plan.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • Labor and Employee Relations As of the date hereof, except as disclosed in Section 4.11(a) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports, (i) neither PSNC nor any of the PSNC Subsidiaries is a party to any collective bargaining agreement or other labor agreement with any union or labor organization and (ii) to the best knowledge of PSNC, there is no current union representation question involving employees of PSNC or any of the PSNC Subsidiaries, nor does PSNC know of any activity or proceeding of any labor organization (or representative thereof) or employee group to organize any such employees. PSNC has delivered or otherwise made available to SCANA true, correct and complete copies of the collective bargaining agreements listed in Section 4.11(a) of the PSNC Disclosure Schedule, together with all amendments, modifications or supplements thereto. Except as disclosed in Section 4.11(b) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports filed prior to the date hereof or except to the extent such could not reasonably be expected to have a PSNC Material Adverse Effect, (a) there is no unfair labor practice, employment discrimination or other written grievance, arbitration, claim, suit, action or proceeding against PSNC or any of the PSNC Subsidiaries pending, or to the best knowledge of PSNC, threatened before any court, governmental department, commission agency, instrumentality or authority or any arbitrator, (b) there is no strike, lockout or material dispute, slowdown or work stoppage pending or, to the best knowledge of PSNC, threatened against or involving PSNC, and (c) there is no proceeding, claim, suit, action or governmental investigation pending or, to the best knowledge of PSNC, threatened in respect of which any director, officer, employee or agent of PSNC or any of the PSNC Subsidiaries is or may be entitled to claim indemnification from PSNC or such PSNC Subsidiary pursuant to their respective charters or by-laws or as provided in the indemnification agreements listed in Section 4.11(c) of the PSNC Disclosure Schedule. Except as set forth in Section 4.11(d) of the PSNC Disclosure Schedule, to the knowledge of PSNC, PSNC and the PSNC Subsidiaries are in material compliance with all federal, state and local laws with respect to employment practices, labor relations, safety and health regulations and mass layoffs and plant closings.

  • JOINT LABOR MANAGEMENT COMMITTEE The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.

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