EMPLOYEE RELATIONS MANAGEMENT Sample Clauses

EMPLOYEE RELATIONS MANAGEMENT. 4.1 Flexibility of Work Arrangements 17 4.2 Consultative Mechanism and Procedures 17 4.3 Dispute Resolution Process 19 4.4 Change of Location 20 4.5 Absence from Duty 21 4.6 Training 21 4.7 Standing Down 21 4.8 Employment Categories 21
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EMPLOYEE RELATIONS MANAGEMENT. 2.1 Quality, Safety and Environmental 8 2.2 Skill Development and Training 8 2.3 Personal Protective Equipment 9 2.4 Uniforms 9 2.5 Inclement Weather 9 2.6 Non-Smoking Policy 10
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EMPLOYEE RELATIONS MANAGEMENT. 11 PART 3: 3.1 CONSULTATIVE PROCESS ............................................................................................... 11 3.2
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EMPLOYEE RELATIONS MANAGEMENT. 10 3.1 Dispute Settlement Procedure 10 3.2 Management of Change 11 3.3 Work Practices and Flexibility 11
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EMPLOYEE RELATIONS MANAGEMENT. Resolving Workplace Concerns or Disputes 3.1 8 Occupational Health and Safety 3.2 9 Training 3.3 9 Alcohol and Drugs 3.4 9 Work Organisation 3.5 10 Other Employment 3.6 10 Clock Cards 3.7 11 Yard Duties 3.8 11 Career Paths 3.9 11 Lunch Room 3.10 11 Uniforms 3.11 11 Employee Benefits 3.12 12 Counselling Procedure 3.13 12 Smoking in Vehicles 3.14 12 Sexual Harassment 3.15 12 Medical Checks 3.16 13 Maritime Security Identification Card (MSIC) 3.17 13 SECTION 4 - WAGE RELATED MATTERS Wages 4.1 14 Juniors 4.2 14 Allowances 4.3 14 Superannuation 4.4 15 Highest Function 4.5 15 Dangerous Goods Licenses 4.6 15 Xxxxxx Xxxxxx Number Page SECTION 5 - HOURS OF WORK Hours of Work - Operations 5.1 16 Hours of Work - Administration 5.2 16 Lunch Break 5.3 16 Overtime - Operations 5.4 17 Shift Work 5.5 19 Sunday Work 5.6 22 SECTION 6 – LEAVE Personal Leave 6.2 23 Public Holidays 6.3 24 Compassionate Leave 6.4 25 Long Service Leave 6.5 25 Parental Leave 6.6 25 Jury Service 6.7 25 SECTION 7- TERMINATION Notice Of Termination 7.1 27 Redundancy 7.2 28 SECTION 8 - SIGNATURE PAGE 31 SCHEDULE 1: Rates of Pay 32 SCHEDULE 2: Allowances 34 SCHEDULE 3: Specific Conditions Relating to Intermodal 35
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EMPLOYEE RELATIONS MANAGEMENT. Clause CLAUSE Number. Resolving Workplace Concerns or Disputes 3.1 Occupational Health and Safety 3.2 Training 3.3 Alcohol and Drugs 3.4 Work Organisation 3.5 Other Employment 3.6 Clock Cards 3.7 Yard Duties 3.8 Career Paths 3.9 Lunch Room 3.10 Uniforms 3.11 Employee Benefits 3.12 Counseling Procedure 3.13 Smoking in Vehicles 3.14 Sexual Harassment 3.15 Medical Checks 3.16
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EMPLOYEE RELATIONS MANAGEMENT 
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Related to EMPLOYEE RELATIONS MANAGEMENT

  • EMPLOYEE RELATIONS Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Employee Relations Committee ‌ The parties agree to an Employee Relations Committee (E.R.C.) to address issues of concern to both employees and the Employer. The meetings will be held as needed at the request of either party at the store or at an otherwise mutually agreed location. The Union Representative and up to two (2) bargaining unit employees or their designates. Subjects addressed may include health and safety, housekeeping and maintenance. Issues that arise between meetings may be presented in writing to management or the Union. The Employer will reply in writing or determine that an additional

  • ACTIONS BY EMPLOYEE RELATIONS BOARD If any action(s) by the Employee Relations Board prior to the expiration of this MOU result in any significant changes to the composition of this representational unit, the parties to this MOU will meet as soon as possible thereafter to consider any revisions or amendments thereto that may be required.

  • LABOUR MANAGEMENT RELATIONS 30.01 A Labour/Management Relations Committee shall be appointed, consisting of a maximum of two (2) Shop Stewards from the Union, and a maximum of two (2) representatives from the Co-operative. The full-time Union Representative may also attend these meetings from time to time. The Committee shall meet at the request of either party, for the purpose of discussing matters of mutual concern. Time spent by bargaining unit employees in carrying out the functions of this Committee shall be considered as time worked and shall be paid for by the Co-operative. The Committee shall not have jurisdiction to interpret and/or amend the Collective Agreement.

  • Labour Management (a) No employee or group of employees will undertake to represent the Union at meetings with the University without the proper authorization of the Union. Neither will the University meet with any employee or group of employees undertaking to represent the Union without the authorization of the Union. In representing an employee or group of employees, an elected or appointed representative of the Union will speak for the Union.

  • Executive Management The PH-MCO must include in its Executive Management structure: • A full-time Administrator with authority over the entire operation of the PH-MCO. • A full-time HealthChoices Program Manager to oversee the operation of the Agreement, if different than the Administrator. • A full-time Medical Director who is a current Pennsylvania-licensed physician. The Medical Director must be actively involved in all major clinical program components of the PH-MCO and directly participates in the oversight of the SNU, QM Department and UM Department. The Medical Director and his/her staff/consultant physicians must devote sufficient time to the PH-MCO to provide timely medical decisions, including after-hours consultation, as needed. • A full-time Pharmacy Director who is a current Pennsylvania-licensed pharmacist. The Pharmacy Director oversees the outpatient drug management and serves on the PH-MCO P&T Committee. • A Dental Director who is a current Pennsylvania-licensed Doctor of Dental Medicine or Doctor of Dental Surgery. The Dental Director may be a consultant or employee but must be available at a minimum of 30 hours per week. The Dental Director must be actively involved in all program components related to dental services including, but not limited to, dental provider recruitment strategy, assessment of dental network adequacy, providing oversight and strategic direction in the quality of dental services provided, actively engaged in the development and implementation of quality initiatives, and monitor the performance of the dental benefit manger if dental benefits are subcontracted. A full-time Director of Quality Management who is a Pennsylvania- licensed RN, physician or physician's assistant or is a Certified Professional in Healthcare Quality by the National Association for Healthcare Quality Certified in Healthcare Quality and Management by the American Board of Quality Assurance and Utilization Review Providers. The Director of Quality Management must be located in Pennsylvania and have experience in quality management and quality improvement. Sufficient local staffing under this position must be in place to meet QM Requirements. The primary functions of the Director of Quality Management position are: • Evaluate individual and systemic quality of care • Integrate quality throughout the organization • Implement process improvement • Resolve, track, and trend quality of care complaints • Develop and maintain a credentialed Provider network • A full-time CFO to oversee the budget and accounting systems implemented by the PH-MCO. The CFO must ensure the timeliness and accuracy of all financial reports. The CFO shall devote sufficient time and resources to responsibilities under this Agreement. • A full-time Information Systems Coordinator, who is responsible for the oversight of all information systems issues with the Department. The Information Systems Coordinator must have a good working knowledge of the PH-MCO's entire program and operation, as well as the technical expertise to answer questions related to the operation of the information system. • These full time positions must be solely dedicated to the PA HealthChoices Program.

  • Union Management Relations 4.1 All collective bargaining with respect to hours and general working conditions shall be conducted by authorized representatives of the Union and authorized representatives of the Employer.

  • Labor/Management Relations Section 9.1 Representatives of the Union, not to exceed five (5) in number including at least one (1) representative of each shift, and representatives of the Employer, shall meet at least quarterly at mutually agreed upon times for up to two (2) hours to discuss matters of mutual concern relating to the interpretation, application, or administration of this Agreement and existing work rules which affect the members of the bargaining unit. Each party shall prepare and submit an agenda to the other party one (1) week prior to the scheduled meeting.

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer.

  • Employee Responsibilities 1. Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible duration of the absence.

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