Management and Labour Relations Sample Clauses

Management and Labour Relations. 15.01 The Employer shall provide the Union with a list of supervisory staff and the Union shall provide the Employer with a list of Union Executive and Shop Stewards. 15.02 The Employer and the Union agree to establish a Labour-Management Committee consisting of not more than four representatives of the Union and not more than four representatives of the Employer. Union members will receive hourly pay at the applicable regular hourly rate for the time in attendance at each meeting or a minimum of two and one half (2 ½) hours, whichever is greater. 15.03 The Committee shall consider such items affecting the operation and maintenance of school buses, the safety and well-being of students, employee development and training and the harmonious relationships between the Employer and employees as are mutually agreed upon. 15.04 The Committee shall meet once in each calendar month except July and August. Such meetings may be called by either party. Other meetings may be held as mutually agreed upon. Minutes will be distributed 2 (two) weeks following each meeting. Labour and management shall provide notification of all guests. 15.05 All reasonable requests for information shall be provided to union representatives on the labour-management committee.
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Management and Labour Relations applies. Article 16 -
Sample 1
Management and Labour Relations. The Employer shall provide the Union with a list of supervisory staff and the Union shall provide the Employer with a list of Union Officers and Shop Stewards.
Sample 1
Management and Labour Relations. 16.01 The Employer shall provide the Union with a list of supervisory staff and the Union shall provide the Employer with a list of Union Executive and Shop Stewards. 16.02 The Employer and the Union agree to establish a Labour-Management Committee consisting of not more than four representatives of the Union and not more than four representatives of the Employer. Union members will receive hourly pay at the applicable regular hourly rate for the time in attendance at each meeting or a minimum of two and one half (2 ½) hours, whichever is greater. The union agrees to make reasonable efforts to conduct Labour-Management meetings outside any members’ daily operational work days. 16.03 The Committee shall consider such items affecting the operation and maintenance of school buses, distribution of extra work assignments, the safety and well-being of students, employee development and training and the harmonious relationships between the Employer and employees as are mutually agreed upon. 16.04 The Committee shall meet once in each calendar month except July, August, and September. Such meetings may be called by either party. Other meetings may be held as mutually agreed upon. Minutes will be distributed 2 (two) weeks following each meeting. Labour and management shall provide notification of all guests. 16.05 All reasonable requests for information shall be provided to union representatives on the labour-management committee.
Sample 1
Management and Labour Relations. 15.01 The Employer shall provide the Union with a list of supervisory staff and the Union shall provide the Employer with a list of Union Executive and Shop Stewards. 15.02 The Employer and the Union agree to establish a Labour-Management Committee consisting not less than two (2) representatives but not not more than four representatives of the Union and not less than two (2) representatives but not more than four representatives of the Employer. Union members will receive hourly pay at the applicable regular hourly rate for the time in attendance at each meeting or a minimum of two and one half (2 ½) hours, whichever is greater. 15.03 The Committee shall consider such items affecting the operation and maintenance of school buses, the safety and well-being of students, employee development and training and the harmonious relationships between the Employer and employees as are mutually agreed upon. 15.04 The Committee shall meet once in each calendar month except July and August. Such meetings may be called by either party. Other meetings may be held as mutually agreed upon. Minutes will be distributed two (2) weeks following each meeting. Labour and management shall provide notification of all guests. 15.05 All reasonable requests for information shall be provided to Union representatives on the Labour-Management Committee.
Sample 1

Related to Management and Labour Relations

  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • Employment and Labor Relations Neither the Borrower nor any of its Subsidiaries is engaged in any unfair labor practice that, either individually or in the aggregate, could reasonably be expected to have a Material Adverse Effect. There is (i) no unfair labor practice complaint pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against any of them, before the National Labor Relations Board, and no grievance or arbitration proceeding arising out of or under any collective bargaining agreement is so pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against any of them, (ii) no strike, labor dispute, slowdown or stoppage pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against the Borrower or any of its Subsidiaries, (iii) no union representation question exists with respect to the employees of the Borrower or any of its Subsidiaries, (iv) no equal employment opportunity charges or other claims of employment discrimination are pending or, to the Borrower’s knowledge, threatened against the Borrower or any of its Subsidiaries, and (v) no wage and hour department investigation has been made of the Borrower or any of its Subsidiaries, except (with respect to any matter specified in clauses (i) through (v) above, either individually or in the aggregate) such as could not reasonably be expected to have a Material Adverse Effect.

  • MANAGEMENT GRIEVANCES 14.01 It is understood that the Management may bring forward at any meeting held with the Union Representative any complaint with respect to the conduct of the Union, or Stewards, and that if such complaint by Management is not settled to the mutual satisfaction of the conferring Parties, it may be treated as a grievance and referred to arbitration in the same way as the grievance of any employee.

  • 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.

  • Management Grievance The Employer may initiate a grievance at Step 3 of the grievance procedure by the Employer or designate presenting the grievance to the President of the Union or designate. Time limits and process are identical to a union grievance.

  • Customer Relations A. Actively promote DCP Holding Company in all Marketing, Sales, Public Relations, and Community activity. B. Strategize that the DCP Holding Company product is placed effectively before the public with emphasis on “Agent/Broker” C. Continually monitor the success, quality and effectiveness of DCP Holding Company marketing

  • 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.

  • Labor Management Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.

  • Labour Relations Code The decision of the arbitrator shall be final and binding.

  • Clinical Management for Behavioral Health Services (CMBHS) System 1. request access to CMBHS via the CMBHS Helpline at (000) 000-0000. 2. use the CMBHS time frames specified by System Agency. 3. use System Agency-specified functionality of the CMBHS in its entirety. 4. submit all bills and reports to System Agency through the CMBHS, unless otherwise instructed.

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