LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE Sample Clauses

LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. ‌ A. The representatives of Xxxxx State and two representatives of the Council shall meet upon request of either party for the purpose of discussing Xxxxx State policies and problems in regard to this Agreement. B. Any grievance or dispute which may arise between the parties under and during the term of this Agreement which involves the application or interpretation of express provisions of this Agreement shall be settled in the following manner (for the purposes of Article IV, the term “grievance” shall be defined as a single grievance):
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. 1. STEP 1. Any employee having a grievance shall, within five (5) working days of the occurrence of said grievance first engage in informal discussions with his/her immediate supervisor in an attempt to resolve the matter.
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE parties. However, each party shall be responsible for compensating its own representatives and witnesses. Arbitration shall be under the rules of the American Arbitration Association, and the decision of the arbitrator shall be final and binding on the Council, on all the Bargaining unit Employees and on the Employer.
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. 8. The decision of the arbitrator in any case shall not require a retroactive wage adjustment in any other case, except in representative cases when there is mutual agreement. 9. Arbitrators shall be requested to issue their decision within thirty (30) calendar days after the conclusion of testimony, argument, and submission of briefs. 10. A grievance filed by the Council on behalf of an entire craft or a larger group may, at the option of the party filing the grievance, begin at Step 2. A grievance over a suspension, disciplinary layoff, or a discharge, shall begin at Step 3, and said grievance must be filed in writing within three (3) working days of its occurrence and signed by the Employee.
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. A. The representatives of Xxxxx State and two representatives of the Council shall meet upon request of either party for the purpose of discussing Xxxxx State policies and problems in regard to this Agreement. B. Any grievance or dispute which may arise between the parties under and during the term of this Agreement which involves the application or interpretation of express provisions of this Agreement shall be settled in the following manner (for the purposes of Article IV, the term “grievance” shall be defined as a single grievance): 1. STEP 1. Any employee having a grievance shall, within five (5) working days of the occurrence of said grievance first engage in informal discussions with his/her immediate supervisor in an attempt to resolve the matter.
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. (Continued) 3. STEP 3. If the grievance is not resolved at Step 2, the Building Trades Council representative shall submit the appeal in writing within five (5) working days of the Step 2 disposition to the Department of Labor Relations or its designee. Representatives of the University, not to exceed three (3) in number, will meet with representatives of the Council, not to exceed three (3) in number, and shall attempt to resolve the problem and reach an agreement. Additional persons may be present by mutual agreement. 4. In the event the parties are unable to settle their differences as provided in Step 3 hereof, either party may, within fifteen (15) days, request arbitration of such differences of the American Arbitration Association and expenses thereof shall be borne equally by both parties. However, each party shall be responsible for compensating its own representatives and witnesses. Arbitration shall be under the rules of the American Arbitration Association, and the decision of the arbitrator shall be final and binding on the Council, on all the Bargaining unit Employees and on the Employer.
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. (Continued) 3. STEP 3. If the grievance is not resolved at Step 2, the Building Trades Council representative shall submit the appeal in writing within five (5) working days of the Step 2 disposition to the Department of Labor Relations or its designee. Representatives of the University, not to exceed three (3) in number, will meet with representatives of the Council, not to exceed three (3) in number, and shall attempt to resolve the problem and reach an agreement. Additional persons may be present by mutual agreement. 4. In the event the parties are unable to settle their differences as provided in Step 3 hereof, either party may, within fifteen (15) days, request arbitration of such differences of the American Arbitration Association and expenses thereof shall be borne equally by both parties. However, each party shall be responsible for compensating its own representatives and witnesses. Arbitration shall be under the rules of the American Arbitration Association, and the decision of the arbitrator shall be final and binding on the Council, on all the Bargaining unit Employees and on the Employer. 5. Should either the University or the Council indicate that a particular grievance or dispute is of such a nature as to require expeditious determination, said party may waive the Arbitration procedure as set forth above and request that the grievance or dispute be submitted to Expedited Arbitration. Under this process, the parties shall mutually agree to select an arbitrator on an ad-hoc basis within seven (7) working days from the date that the request for arbitration is made. Failure to mutually select an Arbitrator within the above stated time period will require the parties to (within three (3) days thereafter) alternately strike arbitrators from a panel of five (5) to be immediately established by the parties upon the close of negotiations. This panel shall remain in effect throughout the life of this Agreement.
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LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE. (Continued) 6. The jurisdictional authority of the arbitrator is defined and limited to the determination of any grievance which involves a controversy concerning compliance with any provision of the Agreement. The arbitrator shall have no power to add to, or subtract from, or modify, any of the terms of this Agreement. The award of the arbitrator shall be based exclusively on the evidence at the arbitration hearing. 7. The Employer shall not be required to pay back wages for more than thirty (30) calendar days prior to the date any grievance is filed. Claims for back wages shall be limited to the amount of wages that the Employee otherwise would have earned less any unemployment compensation, or additional or new wages for personal services that such Employee may have received from any source during the period in question. 8. The decision of the arbitrator in any case shall not require a retroactive wage adjustment in any other case, except in representative cases when there is mutual agreement. 9. Arbitrators shall be requested to issue their decision within thirty (30) calendar days after the conclusion of testimony, argument, and submission of briefs. 10. A grievance filed by the Council on behalf of an entire craft or a larger group may, at the option of the party filing the grievance, begin at Step 2. A grievance over a suspension, disciplinary layoff, or a discharge, shall begin at Step 3, and said grievance must be filed in writing within three (3) working days of its occurrence and signed by the Employee.
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Related to LABOR RELATIONS COMMITTEE/GRIEVANCE PROCEDURE

  • 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.

  • NATIONAL LABOR RELATIONS BOARD CERTIFICATION Contractor certifies that no more than one (1) final unappealable finding of contempt of court by a Federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a Federal court, which orders Contractor to comply with an order of the National Labor Relations Board. (Pub. Contract Code §10296) (Not applicable to public entities.)

  • National Labor Relations Board Orders No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.

  • Labor Relations; Compliance No Acquired Company has been or is a party to any collective bargaining or other labor contract or agreement, and there has not been, there is not presently pending or existing, and there is not Threatened, (a) any strike, slowdown, picketing, work stoppage, or employee grievance process, (b) any Proceeding against or affecting any Acquired Company relating to the alleged violation of any Legal Requirement pertaining to labor relations or employment matters, including any charge or complaint filed by an employee or union with the National Labor Relations Board, the Equal Employment Opportunity Commission, or any comparable Governmental Body, organizational activity, or other labor or employment dispute against or affecting any of the Acquired Companies or their premises, except as described in Part 3.21 of the Disclosure Letter, or (c) any application for certification of a collective bargaining agent. No event has occurred or circumstance exists that could provide the basis for any work stoppage or other labor dispute. There is no lockout of any employees by any Acquired Company, and no such action is contemplated by any Acquired Company. Each Acquired Company has complied in all respects with all Legal Requirements relating to employment, equal employment opportunity, nondiscrimination, immigration, wages, hours, benefits, collective bargaining, the payment of social security and similar taxes, occupational safety and health, and plant closing. No Acquired Company is liable for the payment of any compensation, damages, Taxes, fines, penalties, or other amounts, however designated, for failure to comply with any of the foregoing Legal Requirements.

  • Labor Relations No labor dispute exists or, to the knowledge of the Company, is imminent with respect to any of the employees of the Company, which could reasonably be expected to result in a Material Adverse Effect. None of the Company’s or its Subsidiaries’ employees is a member of a union that relates to such employee’s relationship with the Company or such Subsidiary, and neither the Company nor any of its Subsidiaries is a party to a collective bargaining agreement, and the Company and its Subsidiaries believe that their relationships with their employees are good. To the knowledge of the Company, no executive officer of the Company or any Subsidiary, is, or is now expected to be, in violation of any material term of any employment contract, confidentiality, disclosure or proprietary information agreement or non-competition agreement, or any other contract or agreement or any restrictive covenant in favor of any third party, and the continued employment of each such executive officer does not subject the Company or any of its Subsidiaries to any liability with respect to any of the foregoing matters. The Company and its Subsidiaries are in compliance with all U.S. federal, state, local and foreign laws and regulations relating to employment and employment practices, terms and conditions of employment and wages and hours, except where the failure to be in compliance could not, individually or in the aggregate, reasonably be expected to have a Material Adverse Effect.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • 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.

  • 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.

  • Grievance A grievance is an alleged violation, misinterpretation, or misapplication of the terms of the negotiated agreement between the Board and the Association.

  • 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.

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