Grievance Committeepersons Sample Clauses

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. 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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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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Related to Grievance Committeepersons

  • 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.

  • 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 Committee Where a Health and Safety Committee is established on a job in accordance with section 72 of the OHS Act, it shall include the Employer’s Site Safety Supervisor and the Health and Safety Representative/s.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • 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.

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