EMPLOYMENT RELATIONS COMMITTEE Sample Clauses

EMPLOYMENT RELATIONS COMMITTEE. 3 4 5 To promote harmonious relations and aid internal communications, the parties 6 agree to establish a Physicians Employment Relations Committee (“PERC”) within thirty 7 (30) days following the signing of the contract. The County’s PERC members will be the 8 County Health Director, Health Department Medical Director, Health Department Human
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EMPLOYMENT RELATIONS COMMITTEE. 4 5 To promote harmonious relations and aid internal communications, the parties 6 agree to establish a Physicians Employment Relations Committee (“PERC”) within thirty 7 (30) days following the signing of the contract. The County’s PERC members will be 8 the County Health Director, Health Department Medical Director, Health Department 9 Human Resources Director and a representative from the County’s Labor Relations 10 Division. The Union’s PERC members will be the AFSCME Council Representative and 11 three (3) bargaining unit members, who will be released from duty to serve on the 12 PERC without loss of pay. In selecting members, the Union will select no more than 13 one (1) employee from each clinic, and shall take into account such other 14 considerations as are necessary to prevent disruption of operations.
EMPLOYMENT RELATIONS COMMITTEE. 3 4 To promote harmonious relations and aid internal communications, the parties 5 agree to establish a Dentists Employment Relations Committee (“DERC”) within thirty 6 (30) days following the signing of the contract. The County’s DERC members will be the 7 following or their designees: Health Department Director, Health Department Dental 8 Director, Health Department Human Resources Director and a representative from the 9 County’s Labor Relations Division. The Union’s DERC members will be the AFSCME 10 Council Representative and no more than one (1) bargaining unit member from each 11 clinic, who will be released from duty to serve on the DERC without loss of pay. In 12 selecting members, the Union shall take into account such other considerations as are 13 necessary to prevent disruption of operations.
EMPLOYMENT RELATIONS COMMITTEE. 5 To promote harmonious relations and aid internal communications, the parties 6 agree to establish a Pharmacist Employment Relations Committee (“PHERC”) within 7 thirty (30) days following the signing of the contract. The County’s PHERC members will 8 be the County Pharmacy Director, Chief Medical Officer, Health Department Human
EMPLOYMENT RELATIONS COMMITTEE. The Employer and the Union shall each name up to two (2) representatives to the Employment Relations Committee which shall meet not less than quarterly per calendar year at times mutually agreed upon by the parties. The purpose of these meetings will be to discuss matters of mutual concern in an open manner. It is understood that all discussions at these meetings are on a without prejudice basis and may not be referred to, nor relied upon in any manner, in the grievance and arbitration process, unless a resolution to an issue is reduced to writing and expressly provides that the parties shall rely upon the resolution to govern future situations.
EMPLOYMENT RELATIONS COMMITTEE. To promote harmonious relations and aid internal communications, the parties agree to establish a Pharmacist Employment Relations Committee (“PHERC”) within thirty (30) days following the signing of the contract. The County’s PHERC members will be the County Pharmacy Director, ICS Medical Director, Health Department Human Resources Director and a representative from the County’s Labor Relations Division. The Union’s PHERC members will be the AFSCME Council Representative, other representatives designated by Local 88 including but not limited to Local 88 President and Department Lead Xxxxxxx and Four (4) bargaining unit members, who will be released from duty to serve on the PHERC without loss of pay. The County understands that the Union has a desire for broad representation of the bargaining unit on this committee. The PHERC will establish regular meetings every two (2) months during normal working hours and will schedule such meetings insofar as practical to avoid disruptions and interruptions of work. The committee may discuss any matter pertinent to maintaining good employer employee relations.. Each party will attempt to give the other reasonable advance notice, insofar as practical, of the agenda items it wishes to discuss at the next meeting. The parties’ first meeting shall occur within sixty (60) days following signing of this agreement by both parties.
EMPLOYMENT RELATIONS COMMITTEE. To promote harmonious relations and aid internal communications, the parties agree to establish a Physicians Employment Relations Committee (“PERC”) within thirty (30) days following the signing of the contract. The County’s PERC members will be the County Health Director, Health Department Medical Director, Health Department Human Resources Director and a representative from the County’s Labor Relations Division. The Union’s PERC members will be the AFSCME Council Representative and three (3) bargaining unit members, who will be released from duty to serve on the PERC without loss of pay. In selecting members, the Union will select no more than one (1) employee from each clinic, and shall take into account such other considerations as are necessary to prevent disruption of operations. The PERC will establish regular quarterly meetings during normal working hours and will schedule such meetings insofar as practical to avoid disruptions and interruptions of work. The committee may discuss any matter pertinent to maintaining good employer-employee relations. Each party will attempt to give the other reasonable advance notice, insofar as practical, of the agenda items it wishes to discuss at the next meeting. The parties’ first meeting shall occur within sixty (60) days following signing of this agreement by both parties.
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Related to EMPLOYMENT RELATIONS COMMITTEE

  • 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.

  • 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.

  • Employment Relations Except as set forth in Schedule 5.21: (a) The Company has been and is in compliance in all material respects with all applicable Laws respecting employment and employment practices, terms and conditions of employment and wages and hours; (b) The Company has not been and is not engaged in any unfair labor practice and no unfair labor practice complaint against the Company is pending before the National Labor Relations Board; (c) There is no labor strike, dispute, slowdown or stoppage actually pending or, to the knowledge of the Seller, threatened against or involving the Company and since January 1, 2002, the Company has not experienced any labor strike or material concerted labor dispute; (d) No union is currently certified, and there is no union representation question and, to the knowledge of the Seller, no union or other organizational activity that would be subject to the National Labor Relations Act (20 U.S.C. 151 et seq.) existing or threatened with respect to the Company; (e) The Company is not subject to or bound by any collective bargaining or labor union agreement applicable to any Person employed by the Company, and no collective bargaining or labor union agreement is currently being negotiated by the Company; (f) The Company has not experienced any material labor difficulty or work stoppage since January 1, 2002; (g) The Company has no Equal Employment Opportunity Commission charges or other claims of employment discrimination pending or, to the knowledge of the Seller, threatened against the Company; (h) To the knowledge of the Seller, no wage and hour department investigation has been made of the Company since January 1, 2002; (i) There are no occupational health and safety claims pending or, to the knowledge of the Seller, threatened against the Company or that relate to its business or property; (j) Since January 1, 2002, the Company has not (i) engaged in layoffs or employment terminations sufficient in timing and number to constitute (A) a "mass layoff" (as defined in the Worker Adjustment and Retraining Notification Act ("WARN")) or (B) an "employment loss" (as defined in WARN) or (ii) effected a "plant closing" (as defined in WARN) affecting any site of employment or one or more facilities or operating units within any site of employment or facility of the Company; the Company has not been affected by any transaction or engaged in layoffs or employment terminations sufficient in number to trigger application of any similar Law; (k) The Company is not a governmental contractor for purposes of any federal, state or local Law.

  • Negotiations Committee At all negotiations meetings with the Employer representatives for a renewal of this Agreement, the Union may be represented by a negotiations committee composed of five (5) bargaining unit members. No deduction from the regular pay of such Employees will be made for attendance at such meetings with the Employer’s representatives held during the Employee's regular working hours. The Union has the right to have up to an additional five (5) members, including Union Officers, on the Negotiating Committee at no cost to the Employer.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Employment Relations Education Leave Employment Relations Education Leave will be allowed in accordance with the Employment Relations Act.

  • Employment Relations Authority If the problem is still not resolved to your satisfaction, then you can apply to the Employment Relations Authority to have the problem investigated and a determination made. This decision can be appealed, by either party, to the Employment Court and then to the Court of Appeal.

  • Board-Superintendent Relationship The Board shall be primarily responsible for formulating and adopting policy. The Superintendent shall be the chief administrative officer for the district and shall be responsible for implementing Board policy. He shall organize the administrative and supervisory staff, and select, place, and transfer personnel with the concurrence of the Board. He is responsible for administering the instruction of students and the business affairs of the school district. The Board members agree, individually and collectively, to promptly refer all criticisms, complaints, and suggestions called to their attention to the Superintendent for action, study and/or recommendation, as appropriate.

  • TRANSITION COMMITTEE A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Mandate of the Committee The mandate of the Education Worker Diverse and Inclusive Workforce Committee is to jointly explore and identify best practices that support diversity, equity, inclusion and to xxxxxx diverse and inclusive workforces reflective of Ontario’s diverse communities.

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