LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE Sample Clauses

LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE. The parties recognize that female employees may sometimes need to discuss with other women matters relating to violence or abuse at home. They may also need to find out about specialized resources in the community such as counselors or women’s shelters to assist them in dealing with such issues. For this reason, the parties agree to recognize that the role of a Women’s Advocate will be served by a Unifor female member of the Local Union, at no cost to the Employer. The trained Unifor Local Union Women’s Advocate will meet with female members of the Employer as may be required to discuss or deal with such issues or problems with them and refer them to the appropriate agency when necessary. The Unifor Local Union Women’s Advocate will develop appropriate communications to inform female employees about the role of the Women’s Advocate and resources that may be available in the community to assist the female members including the Employer’s Employee Assistance Program.
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LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community with these and other issues. For this reason the parties agree to recognize the role of women’s advocate in the workplace. The Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees. The Advocate and/or Management will make themselves available to female employees as needed to discuss problems with them and access local services and supports as required. The name of the Advocate will be posted on the union bulletin board. The employer agrees to provide access to a private office so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate. The Women’s Advocate will participate in an initial forty (40) hour training program organized by the Unifor. It is understood that where full time and part time agreements are separate, there shall be one
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LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE. The employer will provide unpaid leave to one (1) employee per home to participate in the Unifor Women’s Advocate training. However, any expenses to be assumed by the union directly and/or through the Paid Education Leave Program.
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LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse. They may also need to find out about specialized resources in the community with these and other issues. For this reason the parties agree that the Union will designate one of the female Union Stewards as the Women’s Advocate in the workplace. For clarity, concerns directly related to the collective agreement and/or the Employer’s policies must be pursued through the means provided in the collective agreement and/or the Employer’s policies. The name of the Union Xxxxxxx who is the Women’s Advocate will be posted on the union bulletin board. It is understood that issues arising for the Women’s Advocate will be addressed during non-working hours where possible and in no case shall the Women’s Advocate leave her normal work duties without obtaining prior permission from the Employer. kvcope343 000 Xxxxxxxx Xxxxx Xxxxxxxxx XX X0X 0X0 Tel: (000) 000-0000 ● Fax (000)000-0000 Toll Free: 0-000-000-0000 xxx.xxxxxx0000.xx e Agr WRHMH and Unifor Local 1106 Collectiv eement – April 1, 2013 – March 31, 2016
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LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or at work. They may also need to find out about specialized resources in the community such as counselors or women’s shelters to assist them in dealing with these and other issues. The union recognizes that any issues related to Workplace Harassment must be brought forward immediately to the Manager, Human Resources or their designate and will be dealt with in accordance with the Respectful Workplace Policy. The parties agree to recognize the role of Women’s Advocate in the workplace. The Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees. The Union will be responsible to train and educate the Women's Advocate, and the parties agree that the Women's Advocate will act strictly as a referral agent and not a counselor. In addition, the Women's Advocate will familiarize herself with the employers' Employee and Family Assistance Program (EFAP) and in each instance, will provide the female employee with an EFAP pamphlet or information with respect to the EFAP. The Women's Advocate will be allowed reasonable time off work for the purpose of making a referral to a female employee who has requested immediate assistance. To conduct such business, the Women's Advocate shall obtain permission from her Supervisor (or designate) before leaving her job or work area, and shall notify her Supervisor (or designate) upon her return. Such permission will not be unreasonably withheld. It is understood that the provision of such time is contingent on the Employers' ability to maintain production requirements. The Company and the Union will develop appropriate communications to inform female employees about the advocacy role of the Women’s Advocate providing contact numbers to reach the Women’s Advocate. The Company will also assign a human resources representative to support the advocate in her role. The Women’s Advocate will participate in an initial forty (40) hour basic training program and an annual three (3) day update training program delivered by Unifor. The Company may select a human resource representative to participate in the above noted training and the Company will be responsible for costs related to the human resources representative attending training. The parties agree that the Union is solely responsible and liable for the actions of the Women's Advocate and in addition, agree tha...
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Related to LETTER OF UNDERSTANDING—WOMEN’S ADVOCATE

  • Letter of Understanding Re Grievance Administration The central parties agree to develop a pilot project to assist the local parties with innovative and creative solutions to enhance grievance administration, such project could include regional review of grievances, regional mediation and/or regional panels of arbitrators. The parties will canvass their respective parties to elicit interest in participation in the project. Letter of Understanding Re: Best Practices The central parties agree to develop communication and promotional strategies regarding the best practices for professional development including identifying success stories; writing articles; and application. To accomplish this objective, information will be acquired through a survey of practices of the Hospitals. The parties agree that from time to time they will endorse best practices that demonstrate creative joint quality of initiatives.

  • LETTER OF UNDERSTANDING Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).

  • LETTER OF UNDERSTANDING NO 3 The parties to the Collective Agreement recognize that production gang work has different requirements than other work performed under the Collective Agreement. Accordingly, the parties agree as follows:

  • Memoranda of Understanding From time to time during the term of this Agreement, the parties may agree to Memoranda of Understanding (MOUs) that interpret, implement, modify, or provide non-precedent-setting exceptions to this Agreement. To be binding, an MOU must have been negotiated by the respective negotiators and signed by the chief negotiator of the Association, the President of the Association, and the Xxxxxxx or their designee. Each MOU shall be identified by a unique number that begins with the year in which it was signed, followed by decimal number that reflects the sequence of the MOU during the calendar year (e.g., 2010.1; 2010.2; 2010.3; etc.).

  • Statement of Understanding By executing this Agreement, Employee acknowledges that (a) Employee has had at least twenty-one (21) or forty-five (45) days, as applicable in accordance with the Age Discrimination in Employment Act, as amended, (the “ADEA”) to consider the terms of this Agreement [and any attachment necessary or desirable in accordance with the ADEA] and has considered its terms for such a period of time or has knowingly and voluntarily waived Employee’s right to do so by executing this Agreement and returning it to Company; (b) Employee has been advised by Company to consult with an attorney regarding the terms of this Agreement; (c) Employee has consulted with, or has had sufficient opportunity to consult with, an attorney of Employee’s own choosing regarding the terms of this Agreement; (d) any and all questions regarding the terms of this Agreement have been asked and answered to Employee’s complete satisfaction; (e) Employee has read this Agreement and fully understands its terms and their import; (f) except as provided by this Agreement, Employee has no contractual right or claim to the benefits and payments described herein; (g) the consideration provided for herein is good and valuable; and (h) Employee is entering into this Agreement voluntarily, of Employee’s own free will, and without any coercion, undue influence, threat, or intimidation of any kind or type whatsoever. HAVING READ AND UNDERSTOOD THIS AGREEMENT, CONSULTED COUNSEL OR VOLUNTARILY ELECTED NOT TO CONSULT COUNSEL, AND HAVING HAD SUFFICIENT TIME TO CONSIDER WHETHER TO ENTER INTO THIS AGREEMENT, THE UNDERSIGNED HEREBY EXECUTE THIS AGREEMENT ON THE DATES SET FORTH BELOW. EMPLOYEE JDA SOFTWARE GROUP, INC. By: Date: Date:

  • Term of Letters of Understanding All central letters of understanding appended to this agreement, or entered into after the execution of this agreement shall, unless otherwise stated therein, form part of the collective agreement, run concurrently with it, and have the same termination date as the agreement.

  • LETTERS OF UNDERSTANDING Any Letter of Understanding negotiated between the Company and the Union shall be deemed to form part of this Agreement as if it had been incorporated herein. A Letter of Understanding shall be identified by a heading and a number, and must be signed by representatives of both parties at the Headquarters level.

  • Acknowledgement of Understanding I have read this waiver of liability, assumption of risk, and indemnify, fully understand its terms, and understand that I am giving up my rights, including my right to sue. I acknowledge that I am signing the agreement freely and voluntarily, and intend by my signature to a complete and unconditional release of liability, to the greatest extent allowed by law. Printed Name Signature

  • MEMORANDUM OF UNDERSTANDING Re: Nurses Committee The parties acknowledge that the Registered Nurses’ Union Newfoundland and Labrador (RNUNL) have indicated that they have issues of concern unique to Nurses who live and work in Labrador and that the RNUNL will attempt to address these concerns through a committee which will be established subsequent to these negotiations.

  • PARTIES TO MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into on April 6, 2014, and amended on March 31, 2016 between the City Administrative Officer (CAO), as authorized management representative of the City Council, and the authorized management representatives of any City Departments in which classifications listed in the Appendices may be employed (hereinafter referred to as "Management") and authorized representatives of the Engineers and Architects Association (“EAA” or "Association") as the exclusive recognized employee organization for the Supervisory Administrative Unit.

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