Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by any objective standard is minimal. Where the allegation is based on a matter for which another dispute resolution mechanism exists, then this process shall not be utilized. If an employee does not present a complaint within the prescribed time limits, or if the President of the Union or their designate does not present a complaint to the next higher level within the prescribed time limits, the complaint will be deemed to have been abandoned.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Resolution procedures shall be pursuant to Clause 6.4 – Harassment Complaint Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by any objective standard is minimal. Where the allegation is based on a matter for which another dispute resolution mechanism exists, then this process will not be utilized.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by any objective standard is minimal. Where the allegation is based on a matter for which another dispute resolution mechanism exists, then this process shall not be utilized. If an employee does not present a complaint within the prescribed time limits, or the Union does not present a complaint to the next higher level within the prescribed time limits, the complaint will be deemed to have been abandoned. Procedures Process
(a) If there is an allegation a complaint of misuse of managerial/supervisory authority, the employee will approach their supervisor or the first level of excluded manager, not involved in the matter, for assistance in resolving the issue within 30 days of the alleged occurrence. The supervisor/manager will investigate the allegation and take steps to resolve the concern as appropriate within 30 days of the issue being raised by the employee. The supervisor/manager will discuss the proposed resolution with the employees directly involved. The employees directly involved may have a local representative present during these discussions. • the name(s) of individual(s) involved; and • the specific actions and dates of the alleged misuse of managerial/supervisory authority; and • names of witnesses; and • an explanation as to why it should be considered misuse of authority; and • an outline of the steps which have been taken to resolve the matter.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Procedures shall be pursuant to Article 27.1(c)(1), (2), (3), (4)(d)(e)(f) and (g). Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Good faith actions - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute misuse of managerial or supervisory authority. Complaints under this clause shall be made pursuant to Clause 6.4 - Complaints Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Good faith actions Resolution procedures Complaints under this clause shall be made pursuant to Clause 6.4 - Harassment Complaint Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
Misuse of Managerial/Supervisory Authority. (a) Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate.
(b) Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by an objective standard, is minimal.
(c) A misuse of managerial/supervisory authority will be treated as a harassment and will follow the harassment complaints procedure in Clause 3.4.
Misuse of Managerial/Supervisory Authority and Bullying in the Workplace Subsequent to ratification of the 15th Master and Subsidiary Agreements, the parties commit to approaching the BCGEU to negotiate a Letter of Agreement between all three parties (BCPSA, PEA and BCGEU) that would address situations where Misuse of Managerial/Supervisory Authority and Bullying in the Workplace complaints involving one or more bargaining unit members from the two unions (PEA and BCGEU). The intention would be to jointly develop a process for the hearing and resolving these cross-bargaining unit complaints. Sincerely, Xxxxxxx Xxxxxxxxx Senior Labour Relations Specialist Letter Dear Xx. XxXxxxxxx, Re: Rest Periods This letter is to confirm the employer’s interpretation regarding rest periods under Article 13.01 Hours of Work in the PEA Collective Agreement. Within the 35 average weekly hours, employees are entitled to the equivalent of two 15 minute rest periods per day. Given the flexible nature of PEA work hours, employees may take these breaks on a flexible basis, based on operational considerations. For greater clarity, this letter does not entitle employees to additional compensation and unused daily breaks cannot be banked for future use.
Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Good faith actions ‐ such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action ‐ do not constitute misuse of managerial or supervisory authority. Procedures Complaints under this clause shall be made pursuant to Clause 6.4 ‐ Harassment Complaints Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
