Housekeeping Workload Meeting Sample Clauses

Housekeeping Workload Meeting. The Company agrees that they will hold a meeting a minimum of two (2) times per year at which will be present the Housekeeping Shop Xxxxxxx, a maximum of two (2) Housekeeping employees, the Local Chairperson, Executive Housekeeper, Director of Human Resources, and the Director of Operations or designate(s) in order to review workload issues in the department and other issues that should arise. The Union shall provide the Company with an Agenda one (1) week prior to the meeting.
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Housekeeping Workload Meeting. Where issues arise with respect to Housekeeping Workload, issues shall be raised at the Labour Management meetings and a representative from amongst Housekeepers shall be present to speak to Housekeeping workload issues.
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Housekeeping Workload Meeting. Upon request of the Union Local President or their designate, the Employer agrees to hold a meeting not less than quarterly, to discuss issues specifically related to Housekeeping. The Parties will attend with not more than three (3) representatives each, unless mutually agreed. Signed this 23rd day of October, 2018. FOR THE EMPLOYER: FOR THE UNION: Sheraton Vancouver Guildford Hotel Unifor Local 3000 Xxxx Xxxxxx Xxxx Xxx Xxxxx General Manager Local 3000, President Xxxxx Xxxxx Xxxxxxx Xxxxxxx Director of HR Bargaining Committee Xxxxx Xxxxxxxxx Xxxxxxx Xxxxxxxx HIR Bargaining Committee Xxxxxxxx Xxxxxxxx Bargaining Committee Xxxxxxx Xxxxxxx Bargaining Committee Xxxxx XxXxxxx National Representative Between: SHERATON VANCOUVER GUILDFORD HOTEL And: UNIFOR LOCAL 3000 The following provisions set out in this Letter of Understanding shall be applicable to the following departments: (a) Housekeeping Department – two (2) employees (b) Banquet Department – three (3) employees Each calendar year will be divided into two (2) election periods, January to and including June, and July to and including December. Employees must submit their application by December 15th and June 15th respectively. Two (2) employees from the housekeeping department and three (3) employees from the banquet department may reduce their current work schedule from five (5) days to four
Sample 1
Housekeeping Workload Meeting. The Company agrees that they will hold a meeting every two (2) months at which will be present the Housekeeping Shop Xxxxxxx, a maximum of two (2) Housekeeping employees, the Local Chairperson, Executive Housekeeper, Director of Human Resources, and the Director of Operations or designate(s) in order to review workload issues in the department and other issues that should arise. The Union shall provide the Company with an Agenda one (1) week prior to the meeting. There will be a review process implemented in regard to the credit system. Any changes to the current credit allotment must be agreed upon by both parties. These discussions will take place during the Housekeeping Workload Meeting. Both parties agree that this process will not be subject to the grievance procedure as outlined in Article 16.
Sample 1
Housekeeping Workload Meeting. Upon request of the Union Local President or their designate, the Employer agrees to hold a meeting not less than quarterly, to discuss issues specifically related to Housekeeping. The Parties will attend with not more than 3 representatives each, unless mutually agreed. Yours Truly, I concur, Signed this 29th day of April 2015 Xxxx Xxxxx Xxxx Xxx Xxxxx Director of Hotel Operations Local 3000, President Retirement Concepts Ltd Xxxx Xxxxxx Xxx XxxXxxx General Manager Local 3000, Representative Xxxxx Xxxxx Xxxxx Xxxxx Director of HR Bargaining Committee Xxxxxx Xxxxx Bargaining Committee Xxxxxxxx Xxxxxxxx Bargaining Committee Xxxxxxxxx Xxxxxx Bargaining Committee Xxxxx XxXxxxx National Representative LETTER OF UNDERSTANDING #9‌ Between: SHERATON VANCOUVER GUILDFORD HOTEL And: UNIFOR, LOCAL 3000 RE: REDUCING WORK SCHEDULES FROM FIVE (5) TO FOUR (4) DAYS PER WEEK‌ The following provisions set out in this Letter of Understanding shall be applicable to the following departments: (a) Housekeeping Department – 2 employees (b) Banquet Department – 3 employees Each calendar year will be divided into two (2) election periods, January to and including June, and July to and including December. Employees must submit their application by December 15th and June 15th respectively. Two (2) employees from the housekeeping department and three (3) employees from the banquet department may reduce their current work schedule from five (5) days to four (4) days per work week. This provision will apply to the most senior employees in each department who wish to reduce their work week. An employee will revert to a five (5) day work week once every six (6) months at which time the provisions of this letter will be open again on a seniority basis. An employee with two (2) weeks’ notice may revert back to five (5) days a week at which time any other employees will need to wait for the next eligible election period before they can apply. Signed this 29th day of April 2015 Xxxx Xxxxx Xxxx Xxx Xxxxx Director of Hotel Operations Local 3000, President Retirement Concepts Ltd Xxxx Xxxxxx Xxx XxxXxxx General Manager Local 3000, Representative Xxxxx Xxxxx Xxxxx Xxxxx Director of HR Bargaining Committee Xxxxxx Xxxxx Bargaining Committee Xxxxxxxx Xxxxxxxx Bargaining Committee Xxxxxxxxx Xxxxxx Bargaining Committee Xxxxx XxXxxxx National Representative LETTER OF UNDERSTANDING #10‌ Between: SHERATON VANCOUVER GUILDFORD HOTEL And: UNIFOR, LOCAL 3000 November 5, 2012 Xx. Xxxx Xxx Vliet President, Un...
Sample 1

Related to Housekeeping Workload Meeting

  • Preparatory Contract Negotiations Meetings Where operational requirements permit, the Employer will grant leave without pay to an employee to attend preparatory contract negotiations meetings.

  • Progress Meetings The Engineer shall from time to time during the progress of the work confer with the State. The Engineer shall prepare and present such information as may be pertinent and necessary or as may be requested by the State in order to evaluate features of the work.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

  • Project Managers The JBE’s project manager is: [Insert name]. The JBE may change its project manager at any time upon notice to Contractor without need for an amendment to this Agreement. Contractor’s project manager is: [Insert name]. Subject to written approval by the JBE, Contractor may change its project manager without need for an amendment to this Agreement.

  • Contract Negotiations Meetings Where operational requirements permit, the Employer will grant leave without pay to an employee for the purpose of attending contract negotiations meetings on behalf of the Institute.

  • Safety Meetings Accident investigation.

  • Conference Telephone Meetings Directors or members of any committee of the Board may participate in a meeting of the Board or such committee by means of conference telephone or similar communications equipment by means of which all persons participating in the meeting can hear each other, and such participation in a meeting shall constitute presence in person at such meeting.

  • Project Steering Committee 1. For a sound implementation and management of the project, a steering committee shall be set up in line with provisions of the programme manual. 2. The steering committee is the decision-making body of the project and it shall be composed by representatives of the LP and all PPs duly authorised to represent the respective LP and PP institutions. It shall be chaired by the LP and it shall meet on a regular basis. Associated partners shall be invited to take part in the steering committee in an advisory capacity. External key stakeholders may also be invited to take part to one or more meetings in an observer/advisory capacity. 3. The steering committee shall at least: a. be responsible for monitoring and validating the implementation of the project and the achievement of the planned results as in the approved application form; b. perform the financial monitoring of the project implementation and to decide on any budget modifications as in § 11 of this agreement; c. monitor and manage deviations of the project implementation; d. decide on project modifications (e.g. partnership, budget, activities, and duration) if needed; e. be responsible for the settlement of any disputes within the partnership (as stipulated in § 22 of this agreement). 4. Further aspects, including the creation of sub-groups or task forces, may be set out in the rules of procedure of the steering committee.

  • Recommended language skills The sending institution, following agreement with the receiving institution, is responsible for providing support to its nominated candidates so that they can have the recommended language skills at the start of the study or teaching period:

  • Reasonable Suspicion Testing All Employees Performing Safety-Sensitive Functions A. Reasonable suspicion testing for alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with alcohol and/or controlled substance use; 2. Evidence or observation of alcohol or controlled substance use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects alcohol or other controlled substance use may have been a factor.

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