Grievance Committeepersons Sample Clauses

The 'Grievance Committeepersons' clause defines the role and responsibilities of individuals designated to represent employees in the grievance process within a workplace or unionized environment. Typically, this clause outlines how committeepersons are selected, their authority to investigate and present grievances, and the scope of their involvement in dispute resolution procedures. By establishing clear guidelines for the appointment and duties of grievance committeepersons, the clause ensures that employees have effective representation and a structured process for addressing workplace concerns or contract violations.
Grievance Committeepersons. (a) The Employer hereby agrees to recognize a total of two (2) Grievance Committeepersons to act as grievance representatives under this Agreement, one of which shall be designated by the Union as the Grievance Chairperson. It shall be the function of such individuals to act in a representative capacity for the purpose of processing and investigating grievances for employees covered by this Agreement. (b) The Union agrees that the Grievance Committeepersons will continue to perform their regularly assigned duties and that their responsibilities as a Grievance Committeeperson will not be used to avoid those duties. They shall act in a manner which will not disrupt or interfere with the normal function of the Employer. If it is necessary for a Grievance Committeeperson to temporarily leave his/her assignment to process a grievance, he/she shall first request permission of the Administrator. In the event it is necessary for a Grievance Committeeperson to remain on his/her job after a request to handle a grievance is made, the Grievance Committeeperson shall be relieved to perform his/her representative duties as within a twenty-four (24) hour period; both parties to this Agreement recognize a rule of reason must apply in this regard. (c) All Grievance Committee persons shall be expected to record all time spent performing their functions under this Agreement on the form designated by the Employer and shall report to the Administrator upon return to their regularly assigned duties. (d) The Employer agrees to compensate the employee at their straight-time regular rate of pay for all reasonable time lost from their regularly scheduled working hours while processing a grievance in accordance with the Grievance Procedure.
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Grievance Committeepersons. ‌ It is agreed and understood by the parties of this Memorandum of Understanding that there shall not be more than two grievance committeepersons within the representation unit as herein defined. The Association of Public Defender Investigators shall give to the Public Defender of the County of Los Angeles a written list of the names of employees selected as grievance committeepersons, which list shall be kept current by the Association of Public Defender Investigators. The Association of Public Defender Investigators agrees that, whenever an investigation or processing of formal grievances is to be transacted during working hours, only that amount of time necessary to bring about a prompt disposition of the matter will be utilized. Grievance committee persons, when leaving their work location to transact such investigations or processing, shall first obtain permission from their immediate supervisor and inform him of the nature of the business. Permission to leave will be granted within a reasonable time unless such absence would cause an undue interruption of work. If such permission cannot be granted, the grievance committeeperson will be informed when time will be made available. Prior to entering other work locations, grievance committeepersons shall inform the cognizant supervisor of the nature of his business. Permission to leave the job will be granted to the employee involved unless such absence could cause an undue interruption of work. If the employee cannot be made available, the grievance committeeperson will be informed when the employee will be made available.
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Grievance Committeepersons. Except when they are engaged in the disposal of a grievance as provided in this Agreement, Committeepersons shall continue at their regularly assigned company work or duties in the same manner as other production workers. When such
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Grievance Committeepersons with the permission of the foremen, shall be afforded reasonable time off without pay to investigate or process grievances. It is understood that such activities shall not interfere with production.
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Related to Grievance Committeepersons

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief ▇▇▇▇▇▇▇ 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.

  • 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.

  • Grievance Commissioner System This is to confirm the discussion of the parties during collective bargaining that they are committed to encouraging early discussion and resolution of labour relations issues at the local level and seek to resolve grievances in a timely and cost efficient manner. To that end, this is to confirm that pursuant to Article 8, the parties agree that the Employer and Union at individual nursing homes may agree to utilize the following process in order to resolve a particular grievance through the utilization of a joint mediation-arbitration procedure:

  • Safety Committees Joint employee-elected and Employer appointed safety committees shall be formed in accord with WISHA requirements and following University of Washington policy. The Union is entitled to representation on the University-wide or specific organizational or divisional committees where bargaining unit employees are working. Any department or unit committee also dealing with health and safety issues in work areas shall appropriately involve bargaining unit employees. Participation in safety and health committees, including meeting time, health and safety research, work on committee assignments, seminars, and classes will be considered time worked for all employees in accordance with University policy. Release time must be arranged with supervisors in advance. When the committee makes a recommendation that requires action or approval beyond its scope of authority, the Employer will communicate its disposition of the formal written recommendation within thirty (30) days.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide