Grievance Committee Union Stewards Sample Clauses

Grievance Committee Union Stewards. The Hospital agrees to recognize Union Stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the of dealing with Union business as provided under this Agreement. A Chief Xxxxxxx may be appointed or elected. The Chief Xxxxxxx may, in the absence of any Xxxxxxx, assist in the presentation of any grievance, or with any xxxxxxx function. The Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It agreed that Union Stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union Xxxxxxx is required to enter an area within the Hospital in which he is not originally employed, he shall his presence to the supervisor in the area immediately upon entering it. Such shall not be unreasonably withheld. When resuming regular duties and responsibilities,such Xxxxxxx shall again report to his immediate supervisor. A Union Xxxxxxx shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours.
Sample 1
Grievance Committee Union Stewards. Central Bargaining Committee Local Negotiating Committee Labour-Management Committee GRIEVANCE AND ARBITRATION Policy Grievance Group Grievance Discharge Grievance Probationary Period Definition of Seniority Transfer of Service and Seniority Loss of Seniority Effect of Absence ARTICLE JOB SECURITY Severance and Retirement Options Regional Staff Planning Committees Layoff and Recall Benefits on Layoff ARTICLE JOB POSTING CONTRACTING OUT WORK OF THE BARGAINING UNIT Work of the Bargaining Unit Employment Agencies Volunteers ARTICLE TECHNOLOGICAL CHANGE LEAVES OF ABSENCE Bereavement Leave Education Leave Jury and Witness Duty Pregnancy Leave Parental Leave Full-Time Union Union Leave Leave Plan Personal Leave HOURS OF WORK Daily and Weekly Hours of Work Rest Periods Time OffBetween Shifts PREMIUM PAYMENT Definition of Regular Straight Time Rate of Pay Definition of Overtime (Overtime Premium) Reporting Pay Responsibility Outside the Bargaining Unit Overtime Lieu Time Paid Time to Working Time Weekend Premium ALLOWANCES Meal Allowance Uniform Allowance Transportation Allowance ARTICLE HEALTH AND SAFETY Protective Clothing ARTICLE VACATIONS Entitlement and Calculation of Payment ARTICLE BENEFITS FOR PART-TIME EMPLOYEES ARTICLE INJURY AND DISABILITY Worker's Compensation Disabled Employees ARTICLE PROGRESSION ON THE WAGE GRID ARTICLE COMPENSATION Experience Pay Promotion to a Higher Classification Temporary Transfer Job Classification Wages And Classification Premiums ARTICLE RELATIONSHIPS ARTICLE EDUCATION FUND ARTICLE PROFESSIONAL ARTICLE DURATION Renewal Term39 ARTICLE MISCELLANEOUS ITEMS MODEL AGREEMENT Extended Shift Arrangement LETTER OF INTENT -Liability WORKLOAD REVIEW FORM LETTER OF INTENT -Utilization of Skills LETTER OF INTENT Benefits Review Committee LETTER OF INTENT -Standardization Committee LETTER OF INTENT Planning Committee and Board Article Article Article Article Article Article Article
Sample 1
Grievance Committee Union Stewards. Central Bargaining Committee Local Negotiating Labour-Management Article Grievance and Arbitration Right to Union Xxxxxxx
Sample 1

Related to Grievance Committee Union Stewards

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • 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.

  • 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.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

  • 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.

  • 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.

  • 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.

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