Common use of Position of shop xxxxxxx Clause in Contracts

Position of shop xxxxxxx. 1. In their employment relationship with the employer, shop stewards are in a position equal to all other employees. Shop stewards are obligated to per- sonally comply with the general terms of work, working hours, the orders of management and the workplace’s regulations, unless otherwise specified in this agreement. 2. A shop xxxxxxx’x opportunities to develop and advance in their profession may not be impaired due to the task of shop xxxxxxx. 3. An employee acting as shop xxxxxxx may not, when they are carrying out this duty or because of this duty, be transferred to a job which pays less than the job the shop xxxxxxx was in when elected shop xxxxxxx. Nor may they be transferred to a less demanding job. A shop xxxxxxx may not be subjected to pressure or dismissed from their job due to their role as shop xxxxxxx. 4. If the actual job of a chief shop xxxxxxx impedes the performance of their duties as shop xxxxxxx, they must, insofar as possible, be provided with ot- her work. In such cases, attention is paid to the conditions of the company or its operational unit and the professional skills of the shop xxxxxxx. The arrangement may result in a lowering of their earnings. 5. The wage development of a shop xxxxxxx who has been entirely relieved of their job must correspond with the wage development occurring in the com- pany. 6. If the company’s workforce is downsized or laid off due to financial or pro- duction-related reasons, the order followed must be of the kind which ensu- res that the shop xxxxxxx is the last employee targeted by such measures. If the shop xxxxxxx cannot be offered work that accords with their occupa- tion or qualifications, this regulation may be derogated from. Should a shop xxxxxxx xxxx that they have been made redundant or laid off in contradiction to the aforementioned regulations, they have the right to re- quest that the matter be resolved between the organisations. 7. The employment contract of a shop xxxxxxx cannot be terminated due to grounds related to the shop xxxxxxx’x person without compliance with Chapter 7, section 10, subsection 1 of the Employment Contracts Act, which requires the consent of a majority of employees. This is investigated by a signatory organisation party to the collective agreement. 8. A shop xxxxxxx’x employment relationship may not be cancelled contrary to the Employment Contracts Act. When assessing the grounds for cancelling a shop xxxxxxx’x employment contract, the shop xxxxxxx may not be placed in a position inferior to other employees. 9. In the event that the employment contract of a shop xxxxxxx is cancel- led and the shop xxxxxxx contests the cancellation, the employer pays an amount equal to the salary of one month, provided that the relevant procee- dings are instituted within four weeks of the employment contract’s cancel- lation. 10. The regulations of sections 1–9 also apply to industrial safety delegates. The regulations of sections 1–9 must be applied to an employee who has acted as a chief shop xxxxxxx for a further six months after their task as chief shop xxxxxxx has come to an end. A shop xxxxxxx is notified of the termination of an employment relation- ship on grounds related to the person no later than a month before the be- ginning of the period of notice pursuant to the collective agreement. The notice concerning the termination of the employment relationship must in- dicate the reason for it. The employer shall also notify the employee organi- sation of the notice of termination.

Position of shop xxxxxxx. 1. In their employment relationship with the employer, shop stewards are in a position po- sition equal to all other employees. Shop stewards are obligated to per- sonally personally comply with the general terms of work, working hours, the orders of management manage- ment and the workplace’s regulations, unless otherwise specified in this agreementagree- ment. 2. A shop xxxxxxx’x opportunities to develop and advance in their profession may not be impaired due to the task of shop xxxxxxx. 3. An employee acting as shop xxxxxxx may not, when they are carrying out this duty or because of this duty, be transferred to a job which pays less than the job the shop xxxxxxx was in when elected shop xxxxxxx. Nor may they be transferred trans- ferred to a less demanding job. A shop xxxxxxx may not be subjected to pressure or dismissed from their job due to their role as shop xxxxxxx. 4. If the actual job of a chief shop xxxxxxx impedes the performance of their duties du- ties as shop xxxxxxx, they must, insofar as possible, be provided with ot- her other work. In such cases, attention is paid to the conditions of the company or its operational op- erational unit and the professional skills of the shop xxxxxxx. The arrangement may result in a lowering of their earnings. 5. The wage development of a shop xxxxxxx who has been entirely relieved of their job must correspond with the wage development occurring in the com- pany. 6. If the company’s workforce is downsized or laid off due to financial or pro- ductionproduc- tion-related reasons, the order followed must be of the kind which ensu- res ensures that the shop xxxxxxx is the last employee targeted by such measures. If the shop xxxxxxx cannot be offered work that accords with their occupa- tion occupation or qualificationsqualifica- tions, this regulation may be derogated from. Should a shop xxxxxxx xxxx that they have been made redundant or laid off in contradiction to the aforementioned regulations, they have the right to re- quest request that the matter be resolved between the organisations. 7. The employment contract of a shop xxxxxxx cannot be terminated due to grounds related to the shop xxxxxxx’x person without compliance with Chapter 7, section 10, subsection 1 of the Employment Contracts Act, which requires the consent of a majority of employeesthe employees the shop xxxxxxx represents. This is investigated inves- tigated by a the shop xxxxxxx’x signatory organisation that is a party to the collective col- lective agreement. The account must be given without delay after an appropriate request for the planned termination, stating the reasons, has been made to the sig- natory organisation. 8. A shop xxxxxxx’x employment relationship may not be cancelled contrary to the Employment Contracts Act. When assessing the grounds for cancelling a shop xxxxxxx’x employment contractcon- tract, the shop xxxxxxx may not be placed in a position inferior to other employeesem- ployees. 9. In the event that the employment contract of a shop xxxxxxx is cancel- led cancelled and the shop xxxxxxx contests the cancellation, the employer pays an amount equal to the salary of one month, provided that the relevant procee- dings proceedings are instituted institut- ed within four weeks of the employment contract’s cancel- lation. 10. The regulations of sections 1–9 also apply to industrial safety delegatescancellation. The regulations of sections 1–9 must be applied to an employee who has acted act- ed as a chief shop xxxxxxx for a further six months after their task as chief shop xxxxxxx has come to an end. A shop xxxxxxx is notified of the termination of an employment relation- ship relationship on grounds related to the person no later than a month before the be- ginning beginning of the period of notice pursuant to the collective agreement. The notice concerning concern- ing the termination of the employment relationship must in- dicate indicate the reason for it. The employer shall also notify the employee organi- sation organisation of the notice of termination.

Position of shop xxxxxxx. 1. In their employment relationship with the employer, shop stewards are in a position equal to all other employees. Shop stewards are obligated to per- sonally personally comply with the general terms of work, working hours, the orders of management and the workplace’s regulations, unless otherwise specified in this agreement. 2. A shop xxxxxxx’x opportunities to develop and advance in their profession may not be impaired due to the task of shop xxxxxxx. 3. An employee acting as shop xxxxxxx may not, when they are carrying out this duty or because of this duty, be transferred to a job which pays less than the job the shop xxxxxxx was in when elected shop xxxxxxx. Nor may they be transferred to a less demanding job. A shop xxxxxxx may not be subjected to pressure or dismissed from their job due to their role as the task of shop xxxxxxx. 4. If the actual job of a chief shop xxxxxxx impedes the performance management of their duties as shop xxxxxxx, they must, insofar as possible, be provided with ot- her other work. In such cases, attention is paid to the conditions of the company or its operational unit and the professional skills of the shop xxxxxxx. The arrangement may result in a lowering of their earnings. 5. The wage development of a shop xxxxxxx who has been entirely relieved of their job must correspond with the wage development occurring in the com- panycompany. 6. If the company’s workforce is downsized or laid off due to financial or pro- ductionproduction-related reasons, the order followed must be of the kind which ensu- res ensures that the shop xxxxxxx is the last employee targeted by such measures. If the shop xxxxxxx cannot be offered work that accords with their occupa- tion occupation or qualifications, this regulation may be derogated from. Should a shop xxxxxxx xxxx that they have been made redundant or laid off in contradiction to the aforementioned regulations, they have the right to re- quest request that the matter be resolved between the organisations. 7. The employment contract of a shop xxxxxxx cannot be terminated due to grounds related to the shop xxxxxxx’x person without compliance with the Chapter 7, section 10, subsection 1 10(1) of the Employment Contracts Act, which requires the consent of a majority of employees. This , which is investigated by a signatory organisation party part to the collective agreement. 8. A The cancellation of a shop xxxxxxx’x employment contract due to a breach of regulations is possible only in the case that the shop xxxxxxx has repeatedly and materially, and despite a warning, failed to fulfil their obligation to work. The employment relationship of a shop xxxxxxx may not be cancelled contrary due to an illness, even when there are grounds for cancellation (section 8(1) of the collective agreement), without adhering to a period of notice applicable to the Employment Contracts Acttermination of the employment relationship. When assessing the grounds for cancelling a shop xxxxxxx’x employment contract, the shop xxxxxxx may not be placed in a position inferior to other employees. 9. In the event that the employment contract of a shop xxxxxxx is cancel- led cancelled and the shop xxxxxxx contests the cancellation, the employer pays an amount equal to the salary of one month, provided that the relevant procee- dings proceedings are instituted within four weeks of the employment contract’s cancel- lationcancellation. 10. The regulations of sections 1–9 also apply to industrial safety delegates. The regulations of sections 1–9 must be applied to an employee who has acted as a chief shop xxxxxxx for a further six months after their task as chief shop xxxxxxx has come to an end. A shop xxxxxxx is notified of the termination of an employment relation- ship relationship on grounds related to the person no later than a month before the be- ginning beginning of the period of notice pursuant to the collective agreement. The notice concerning the termination of the employment relationship must in- dicate indicate the reason for it. The employer shall also notify the employee organi- sation organisation of the notice of termination.