Employee Representation. Clauses 50, 51 and 52 of this Agreement outline the rights for Employee representatives and Union Delegates when assisting Employees. For clarity, each Employee has the right to determine whether they wish to be represented by a Union Delegate, Employee Representative, another representative of their choosing, or not at all. Such representatives (or individual Employees) are entitled to the protections of Division 4 of Part 3-1 of the Fair Work Act in relation to their involvement in lawful industrial activities.
Employee Representation. A. An employee may represent himself or herself or may be represented by OCEA in the formal grievance/appeal procedure. An employee is not entitled to be represented by privately retained counsel during the grievance process or arbitration hearing. Provided, however, an employee eligible for Legal Defense Fund coverage (LDF) under PORAC or any other OCEA-approved LDF provider shall be entitled to be represented by privately reained counsel obtained through that coverage during the grievance process and/or arbitration hearing.
B. Authorized grievance/appeal representatives shall be regular employees in the same agency/department or Representation Unit as the grievant/appellant who are members of and are designated by OCEA to represent employees for purposes of the grievance/appeal procedure. OCEA shall notify agency/department heads of the names and titles of such representatives and send a copy of such notice to the Chief of Employee Relations quarterly.
C. If an employee chooses not to be represented by OCEA, OCEA may have staff representatives present at Step 2 of the grievance/appeal procedure and/or arbitration and, if necessary, shall have the right to present OCEA's interpretation of provisions of this Agreement at issue. Such presentation shall not include comments regarding the merits of the grievance. The decision of the arbitrator in such a case shall not be precedent setting and shall not be admissible in any subsequent dispute between the County and OCEA.
Employee Representation. The Union as exclusive representative of bargaining unit employees is the responsible representative of said employees in grievance matters.
Employee Representation. The Executive expressly represents and warrants to the Company that the Executive is not a party to any contract or agreement and is not otherwise obligated in any way, and is not subject to any rules or regulations, whether governmentally imposed or otherwise, which will or may restrict in any way the Executive's ability to fully perform the Executive's duties and responsibilities under this Agreement.
Employee Representation. Executive represents and warrants that Executive’s employment and obligations under this Agreement will not (i) breach any duty or obligation Executive owes to another or (ii) violate any law, recognized ethics standard or recognized business custom.
Employee Representation. Employee hereby represents to the Company that the execution and delivery of this Agreement by Employee and the Company and the performance by Employee of Employee’s duties hereunder shall not constitute a breach of, or otherwise contravene, the terms of any employment agreement or other agreement or policy to which Employee is a party or otherwise bound.
Employee Representation. The Union is the official representative for any individual employee or group of employees filing a grievance who wish to be represented. Individual employees or groups of employees who choose not to be represented by the Union may present grievances to management through Step Two of the grievance procedure only. Such grievances may be adjusted by management so long as the adjustment is not inconsistent with the collective bargaining agreement and the Union has had an opportunity to review such adjustments.
Employee Representation. An Employee is entitled to be represented by a person of their choice (including a Union representative) at any stage of the misconduct process.
Employee Representation. 7:6.1 The Union shall appoint or elect Shop Stewards from any employee in the bargaining unit provided:
(1) the employee has successfully completed his/her probationary period; and
(2) the employee is a member in good standing in accordance with Article 7:2.
1. The Board will recognize Shop Stewards and will not discriminate against them for lawful Union activity.
7:6.2 No Shop Xxxxxxx shall leave his/her place of work without obtaining the permission of his/her immediate supervisor. Employee/Shop Xxxxxxx discussions shall take place where instruction and/or District operations are not affected. Shop Stewards shall be permitted to represent an employee’s interests without loss of pay when such meetings are scheduled during the Shop Xxxxxxx’x hours of work.
7:6.3 Where an employee has asked or is obliged to be represented by the Union in relation to the presentation of a grievance, the Shop Xxxxxxx and the employee, where operational requirements permit, shall be given reasonable time off without loss of pay for the purpose of discussion/presentation when the discussion takes place at the employer’s place of business.
7:6.4 An employee may choose to have a Shop Xxxxxxx present at any meeting which the Board requires the employee to attend and which the Board believes could reasonably lead to discipline. Efforts will be made to accommodate the employee’s preference of shop xxxxxxx, provided there are no unreasonable delays.
7:6.4.1 The Board shall notify the employee of the nature of the meeting and of the employee’s right to choose to have a Shop Xxxxxxx present at the meeting. Provided that an undue delay of the appropriate disciplinary action being taken does not occur, such notification shall be provided to the employee at least twenty-four (24) hours in advance of the meeting.
7:6.4.2 Article 7:6.2 shall apply to a Shop Xxxxxxx who is requested by an employee to attend a meeting with the Board under this Article. The required permission of the Shop Xxxxxxx’x immediate supervisor, in order for the Shop Xxxxxxx to leave his/her place of work, will not be unreasonably withheld.
Employee Representation. Grievances may be filed by the Union on behalf of an employee or on behalf of a group of employees. The grievance will state the name of the employee or the names of the group of employees. The Union, as exclusive representative, is considered the only representative of the employee in each step of the grievance procedure and at any meetings scheduled to discuss a grievance. The Union has the right in each step of a grievance to designate the person who will represent the employee on behalf of the Union.
