MANAGEMENT RELATIONS Sample Clauses

MANAGEMENT RELATIONS. Labour Management (a) No employee or group of employees will undertake to represent the Union at meetings with the University without the proper authorization of Union. Neither will the University meet with any employee or group of employees undertaking to represent the Union without the authorization of the Union. In representing an employee or group of employees, an elected or appointed representative of the Union will speak for the Union. The Union and the University acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Committee The will function in an advisory capacity only, making recommendations to the Union the University with respect to its discussions and conclusions, and will not have the power to modify the terms of this Agreement. Such meetings will be held at a mutually agreeable time upon the request of either party. Meetings will normally be scheduled on a regular, monthly basis. The date, time and location of each meeting will be set at the end of the prior meeting. Agenda items will be exchanged between the Union and the Human Resources representative no later than the day before the meetings. The will normally consist of three or four and not more than six representatives from each party. Quorum for meetings is four participants, two from each side, the parties agree otherwise prior to the meeting. discussion will be without prejudice and precedent and there will be no limitation on agenda items. Should the parties agree in the meeting to a “with prejudice” statement or outcome, such agreements will only occur in accordance with the provisions of Article of the Agreement. Representatives of the Union will have the right to attend meetings between the University and the Union held within working hours without loss of pay.

MANAGEMENT RELATIONS. The Union will supply the University with the names of its officers and stewards, and the University will supply at any time it is requested in regard to any employee or group of employees, the names of the supervisory personnel and their functional responsibilities. The Union shall have the right at any time to have the assistance of representatives of the Canadian Union of Public Employees or any other advisors when dealing or negotiating with the University. Such representatives or advisors shall have general access to the campus in order to investigate and assist in the settlement of a grievance. As soon as possible after a written request by the Union, the University shall provide to the Union reasonable technical information pertaining to the bargaining unit required by the Union such as number of positions in the bargaining unit, job classifications, and wage rates. The University agrees to allow the Union to hold meetings and educational functions and to conduct Union business on University premises. The University will make space available for such functions, subject to normal procedural and scheduling restrictions. The University agrees to invite and accept representatives to ad hoc committees on the same basis as other on-campus unions, as deemed appropriate by the University. The University will provide to the Union one four drawer filing cabinet. The University agrees to allow the Union reasonable use of internal mail service, including electronic mail, free of charge. The Union will pay the cost of connecting its hardware to the network. The University will permit the Union access to disk space to establish its own home page on the World Wide Web. The University agrees to provide the Union with one bulletin board on the main floor of either the Laboratory or the Classroom Building and another on the main floor of the Education Building, upon which the Union may post notices and other similar information which may be of interest to its members, and upon which the Personnel Department will post notices of jobs (see Article 10.2). The University will provide the Union with self-contained office space on the main campus. The University agrees to provide the Union with the following lists: List one: an alphabetical list of students in the bargaining unit, indicating address, department, classification, term of employment, and wage rate. List two: a list indicating the same information as list one, but sorted according to department. This informati...

MANAGEMENT RELATIONS. Members shall respect the property of the contractor and end users, and graffiti and other forms of destruction and waste will not be tolerated. • Members shall respect all legal facility rules of the client and or end user. o Activities which cast the International Association or the local union in disrepute shall not be tolerated. • Any inappropriate behavior toward another member or group of members shall not be tolerated. o Inappropriate behavior toward customer representatives or employer representatives shall not be tolerated. • The goal of the SMART Code of Excellence Program is to promote professionalism within the total membership of SMART and a sense of pride in our membership. The ultimate responsibility of managing the work and projects falls within the control of the employer. With such responsibility our signatory employers, and if applicable our employer associations, have a responsibility to manage their jobs effectively. Therefore, to build confidence and trust in the Code of Excellence Program, the employer must meet its responsibilities in addressing job performance issues, including the following: • To address ineffective supervisors, including superintendents, general foremen, and foremen. • To insure proper job planning, supervision and layout, to minimize down time. • To make available the proper types and quantities of tools, equipment and materials to ensure job progress. • To ensure proper maintenance, care, storage, and security for employer-provided equipment and tools and employee-provided tools. • To demonstrate to the customer the efficiency of our partnership, the employer will ensure there are adequate numbers of employees to perform the work efficiently and, conversely, to limit the number of employees to the work at hand. • To provide the necessary jobsite leadership to eliminate problems and provide effective solutions. • To instill in supervisors the necessary positive attitude that the SMART local union, their members and the employer are working together. • To ensure that jobsite leadership takes the necessary ownership of mistakes created by management decisions. • To eliminate unsafe work conditions and ensure that proper safety training, equipment, and methods are utilized. • To address concerns brought forth by the Business Manager or his/her designee. If the problem is not resolved at the lowest level of management, the Business Manager or his/her designee may choose to address the issue with higher levels of man...

MANAGEMENT RELATIONS. Committees

MANAGEMENT RELATIONS. No Employee or group of Employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union executive. The Union shall supply the Employer

MANAGEMENT RELATIONS. A Labour Management Relations Committee shall be appointed consisting of an equal number of representatives, of at least two from the Union and the Employer, which shall constitute a quorum. The Committee shall meet on request of either party, and at least once per month during the operating season for the purpose of discussing all matters of mutual concern. The Committee shall have the power to make to the Union and to the Employer. The Employer is responsible for preparing the agenda and ensuring that minutes are distributed as soon as possible. The parties will both sign the minutes of each meeting. Such minutes will then be posted for the information of all employees. Provision for typing of the minutes will be made by the Employer. Where an employee who is a member of the Labour-Management Relations Committee is required to attend the Committee meeting during her regularly scheduled working hours, she shall be reimbursed for those hours. As much as reasonably practicable, meetings of the Committee shall be during regular operating hours.

MANAGEMENT RELATIONS. A Labour Management Client Issues Committee shall be appointed consisting of Union designated employees, the Union representative, and representatives of the Company. The purpose of this

MANAGEMENT RELATIONS. Representative: The Employer shall not bargain with or enter into any agreement with an employee or group of employees in the Bargaining Unit. No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. In representing an employee or group of employees, an elected or appointed representative of the Union shall be the Spokesperson. In order that this may be carried out, the Union will supply the Employer with the names of its officers and members of the Committee. Likewise, the Employer shall supply the Union with a of its supervisory personnel with whom the Union may be required to transact business. Bargaining Committee: A Bargaining Committee shall be appointed and consist of five (5)members of the Employer, as appointees of the Employer, and not more than five (5) members of the Union, as appointees of the Union. The Union will advise the Employer of the Union nominees to the Committee. The Employer will also advise the Union of the Employer's nominees to the Committee. The Union may have the assistance of the National Representative, and the Employer may have the assistance of one additional member to the Bargaining Committee. A limited number of observers from either party may attend. Function of Bargaining Committee: All matters of mutual concern pertaining to performance of work, operational problems, rates of pay, hours of work, collective bargaining and other working conditions, etc., shall be referred to the Bargaining Committee for discussion and settlement. It is clearly understood that the function of the Bargaining Committee shall not supersede the function of the grievance procedure established herein.

MANAGEMENT RELATIONS. Only officers, agents or officials of the Union shall be deemed to be authorized to represent the Union at meetings with the Corporation, and the Corporation shall not be bound to recognize such personnel until it has received such information from the Union in writing. The Union shall, therefore, furnish the Corporation with the names of its officers, agents or Similarly, the Corporationwill, if requested, supply the Union with a list of its supervisory personnel with whom the Union may be required to transact business. The Corporation acknowledges the right of the Union to appoint or otherwise select from the Corporation's seniority employees covered by this Agreement, a Union Committee composed of not more than three seniority employees. This Committee will act as the negotiating and/or grievance committee. The Union shall have the right to have the assistance of a representative of the Canadian Union of Public Employees at Steps and of the grievance procedure or when meeting with the Corporation. It is understood that the stewards and committee members have their regular work to perform on behalf of the Corporation. If it is necessary for a committee member to service a grievance during working hours, shall not leave work without first obtaining the permission of supervisor. If requested, shall give a reasonable explanation why deems such action is necessary. When resuming regular work, shall again report to supervisor. A ▇▇▇▇▇▇▇ or committee member's duties shall include assisting an employee in the preparation and presentation of grievance and generally assist in and be responsible for the proper administration of this Agreement.