EMPLOYEE PEER ASSISTANCE COMMITTEE Sample Clauses

EMPLOYEE PEER ASSISTANCE COMMITTEE. The parties recognize that employees at some point in time may need assistance and that the requirement for assistance is a very human and natural need. It is further recognized that at times such as these, a person‟s work performance may be affected. As such, the University provides an EAP Program for employees of the University of Windsor. In recognition that employees may wish to consult with their peers on matters related to the need for assistance, an Employee Peer Assistance Committee comprised of members of C.A.W. Local 2458 (Full-time Office and Clerical Unit), will be available for this purpose. The objective of the Committee will be met by supplying information and intervention procedures to assist employees. This may involve referrals to the University‟s EAP provider or other local social service agencies. Emphasis will be placed on strict confidentiality for those being assisted.
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EMPLOYEE PEER ASSISTANCE COMMITTEE. 26:01 The parties recognize that employees at some point in time may need assistance and that the requirement for assistance is a very human and natural need. It is further recognized that at times such as these, a person’s work performance may be affected. As such, the University provides an EAP Program for employees of the University of Windsor. In recognition that employees may wish to consult with their peers on matters related to the need for assistance, an Employee Peer Assistance Committee comprised of members of C.A.W. Local 2458 (Full-time Office and Clerical Unit), will be available for this purpose. The objective of the Committee will be met by supplying information and intervention procedures to assist employees. This may involve referrals to the University’s EAP provider or other local social service agencies. Emphasis will be placed on strict confidentiality for those being assisted. Xx. Xxx Xxxxxx Xxxxxx Xx. Xxx Xxxxx Ms. Xxxxxxxxx Xxxxxxxx Xx. XxXxx Xxxxxxx
Sample 1
EMPLOYEE PEER ASSISTANCE COMMITTEE. ‌ 27:01 The parties recognize that employees at some point in time may need assistance. It is further recognized that at times such as these, a person’s work performance may be affected. As such, the University provides an EAP Program for employees of the University of Windsor. In recognition that employees may wish to consult with their peers on matters related to the need for assistance, an Employee Peer Assistance Committee comprised of members of Unifor Local 2458 (Full-time Office and Clerical Unit), will be available for this purpose. The objective of the Committee will be met by supplying information and intervention procedures to assist employees. This may involve referrals to the University’s EAP provider or other local social service agencies. Emphasis will be placed on strict confidentiality for those being assisted. 27:02 Consistent with the Employer’s drive for better mental health and morale for its employees, all employees, with the exception of temporary employees, will be provided with a membership to the Employer’s fitness facilities and equipment, excluding the student sponsored fitness facility, for non-instructional recreational purposes, at no cost.
Sample 1

Related to EMPLOYEE PEER ASSISTANCE COMMITTEE

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • 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.

  • Employee Assistance Program Neither the fact of an employee's participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee's failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

  • Joint Safety Committee (a) The Union and the Company shall cooperate in selecting one or more Safety Committees, which will meet at least once a month to consider all safety and occupational health problems. (b) The local Joint Safety Committee shall consist of equal representation from Company and Union. This Committee shall meet at least once a month to consider all safety and occupational health problems.

  • Peer Assistance and Review (PAR) Consulting Teachers (CT) will be assigned to all new teachers with no prior teaching experience and tenured teachers rated ineffective on the qualitative measures at the end of the previous school year and recommended by the PAR Panel. Evaluations for Probationary and Ineffective Teachers:

  • 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.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

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