Employer Response. After receipt of proposals or suggestions from the Union pursuant to Article 32.24(c), the Employer shall consider these proposals. The Employer shall either accept or reject, in whole or in part, such proposals. At this time, the Employer shall either make the TSP payment offer unconditional or retract the TSP payment offer.
Employer Response. (step 4) The Employer will give prompt and genuine consideration to matters arising from Consultation and will provide a written response to the Affected Employees, Union and (where relevant) other representative/s.
Employer Response. The Employer’s response to a grievance filed under Articles 11.03, 11.04, 11.05, 11.07 or 11.08 shall be given no later than thirty (30) days following the presentation of the grievance to the Vice President, Human Resources.
Employer Response. The EMPLOYER shall respond, in writing, to the UNION stating the Employer's position within fourteen (14) calendar days following the meeting of the Employer and the UNION representative.
Employer Response. The Employer must give the employee a written response to the request within twenty one (21) days. The response must provide that the Employer must grant the request in writing or if, following discussion between the Employer and the Employee, a differing change to the Employee’s working arrangements is agreed then that must be provided or state that the employer refuses the request and include the matters required by subsection 4.7.6.
Employer Response. The Employer shall make every effort to respond to PTO Vacation requests in a timely fashion. The Employer shall make every effort to respond to PTO vacation requests within 10 working days.
Employer Response. The Employer shall respond to the requesting employee within two (2) days of receipt of the request. The employer will implement an email notification procedure, and a phone call from the employee is required for confirmation if email or other notification has not been received.
Employer Response. The Employer shall respond within forty-five (45) days of receiving the employee’s request with a decision to reclassify or not reclassify the employee’s position.
Employer Response. The Employer’s response to a grievance filed under Articles or shall be given no later than thirty (30) days following the presentation of the grievance to the Vice-president Corporate and Human Resources Grievance by the Employer A grievance by the Employer may be presented, in writing, to the Union President. If the matter is not resolved, it may be pursued to arbitration as hereinafter provided.
Employer Response. The employer shall consider the request having regard to the employee’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect of the workplace or the employer’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer services Communication During Parental Leave Workplace change Where an employee is on parental leave and a definite decision has been made to introduce significant change at the workplace, the employer shall take reasonable steps to: make information available in relation to any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave; and provide an opportunity for the employee to discuss any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave. The employee shall take reasonable steps to inform the employer about any significant matter that will affect the employee’s decision regarding the duration of parental leave to be taken, whether the employee intends to return to work and whether the employee intends to request to return to work on a part-time basis. notify the employer of changes of address or other contact details which might affect the UA’s capacity to comply with 33.1. Keeping in touch days A day on which the employee performs work for the employer during the period of leave is a keeping in touch day if: the purpose of performing the work is to enable the employee to keep in touch with his or her employment in order to facilitate a return to that employment after the end of the period of leave; and both the employee and the employer consent to the employee performing work for the employer on that day; and the day is not within: if the employee suggested or requested that he or she perform work for the employer on that day—14 days after the date of birth, or day of placement, of the child to which the period of leave relates; or otherwise—42 days after the date of birth, or day of placement, of the child; and the employee has not already performed work for the employer or another entity on 10 days during the period of leave that were keeping in touch days.
