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Relations Unit Sample Clauses

Relations Unit. If the employee does not approve sending the notices of pre-dismissal, suspension, reduction, demotion and dismissal to the Union then the employee shall sign a waiver form. If a waiver is not signed, the notices shall be forwarded to the Union on the same day as the employee is notified.
Relations UnitThe Unit’s representative shall respond within fifteen (15) calendar days from the date of receipt of the grievance.
Relations UnitThe decision of the Employer shall be final, binding, and determinative of the issue. If a determination is made by the Employer in the course of an employee appeal that a position should be upgraded, the employee shall be promoted retroactively to the date the grievance was filed in writing. If a final determination is made by the Employer in the course of an employee appeal or an Employer-initiated classification review that a position should be downgraded, the employee shall be demoted to the proper classification and pay range at the nearest level (step) not greater than the employee's current salary. If the employee's salary is greater than the maximum level (step) of the lower pay range, there shall be no reduction in salary. The effective date of the classification change shall be the first day of the first pay period subsequent to the response. All of the time limits contained in this Section may be extended by mutual agreement. The granting of any extension at any step shall not be deemed to establish precedence.
Relations Unit. Within l4 days after receipt of the grievance, a meeting will be held with the employee and a written response issued within five days thereafter.
Relations UnitAn employee who is underfilling a position shall be informed in writing that he/she is an underfill, the reasons for the underfill and the requirements necessary for the employee to qualify for reclassification to the allocated level. Upon gaining regular status and meeting the requirements for the allocated level of the position, the employee shall be reclassified.
Relations Unit. The Labor Relations Unit shall respond within fourteen (14) calendar days after receipt of the grievance.
Relations UnitThe Department shall respond within fifteen (15) calendar days from the date of receipt of the grievance. In the event the response from the Department of Administrative Services is acceptable to the Union, such response shall have the same force and effect as a decision or award of an arbitrator and shall be final and binding on all parties and they will abide thereby.
Relations UnitAn employee would not be entitled to a per diem expense allowance in lieu of the differential.
Relations Unit. At the Grievance Committee meeting, the grievant may represent him/herself or appoint another member to represent his/her position to the Committee when the grievant requests arbitration.

Related to Relations Unit

  • Nurses Unit The appointment of two (2) full-time employees to the same budgeted regular position may be authorized by the Director of Human Resources to facilitate training, to make assignments to a position which is vacant due to extended authorized leave of absence, or in an emergency. The most recently hired dual appointee shall enjoy all of the benefits of regular employees except regular status, unless the most recently appointed dual appointee has regular status in the classification. The most recently appointed employee shall be notified in writing by the appointing authority and such notification will clearly define the benefits to which that employee is entitled. Upon return of the initial appointee or completion of the training period or emergency, the following procedure shall apply. If the most recently appointed dual appointee has regular status in the same classification, he/she shall be placed in a vacant position in the same classification in the department/group. If no position is available, the employee shall be laid off, pursuant to the layoff provisions of this Agreement; provided, however, that the initial appointee shall be excluded from the order of layoff. If the most recently appointed dual appointee does not have regular status in the classification, he/she may be appointed to a vacant position in the same classification in the department/group, however, he/she shall be required to serve a probationary period unless waived by the Director of Human Resources. If the most recently appointed dual appointee held prior regular status in a lower classification immediately preceding the dual appointment, he/she shall have the right to return to the former classification and department. If he/she has not held prior regular status in a lower level classification, he/she shall be terminated.

  • The FTPS Unit Servicing Agent shall be indemnified ratably by the affected Trust and held harmless against any loss or liability accruing to it without negligence, bad faith or willful misconduct on its part, arising out of or in connection with the operations of the Trust, including the costs and expenses (including counsel fees) of defending itself against any claim of liability in the premises, including without limitation any loss, liability or expense incurred in acting pursuant to written directions to the FTPS Unit Servicing Agent given by the Trustee or Depositor from time to time in accordance with the provisions of this Indenture or in undertaking actions from time to time which the FTPS Unit Servicing Agent deems necessary in its discretion to protect the Trust and the rights and interests of the FTPS Unit holders pursuant to the terms of this Indenture.

  • Unit The fractional undivided interest in and ownership of an individual Trust Fund equal initially to 1/(the number of Units of fractional undivided interest outstanding) provided in the Statement of Condition in the Prospectus for the Trust Fund, the denominator of which fraction shall be (1) increased by the number of any additional Units issued pursuant to Section 2.03 hereof and (2) decreased by the number of any such Units redeemed as provided in Section 5.02. Whenever reference is made herein to the "interest" of a Unitholder in the Trust Fund or in the Income or Capital Accounts, it shall mean such fractional undivided interest represented by the number of Units, whether or not evidenced by a Certificate or Certificates, held of record by such Unitholder in such Trust Fund.

  • Condominiums/Planned Unit Developments If the Mortgaged Property is a condominium unit or a planned unit development (other than a de minimis planned unit development) such condominium or planned unit development project such Mortgage Loan was originated in accordance with, and the Mortgaged Property meets the guidelines set forth in the Originator's Underwriting Guidelines;

  • FEDERATION RIGHTS 1. The following organizational rights shall not be enjoyed by any rival organization. 2. The Federation shall be able to use existing bulletin board(s) or place bulletin boards at the Education Center and Iowa Street locations in a mutual agreeable location(s) that are visible to employees. 3. The Federation shall be represented on committees established by the Board when other employee groups are represented. 4. The facilities requested by the Federation shall not be denied, except where there is a previously announced and conflicting meeting or activity. 5. Information, statistics, and records relating to wages, hours, benefits, and all other terms and conditions of employment reasonably necessary for the proper enforcement of the terms of this contract, to the extent permitted by privacy laws, shall be made available to the Federation upon request at cost. The Federation President shall receive information which is to be given to the public on the Friday before the Board of Education meeting or as soon thereafter as it is available. 6. The Federation shall have the right to distribute bulletins and other pertinent materials through the inter-school mail delivery and/or by placing them in the mailboxes of employees or by distributing them to employees at their work locations, provided that the employee's normal work duties are not disrupted. 7. The Federation President, or his/her designee who is employed by the Board, shall have the right to visit schools and other work locations to investigate working conditions, employee complaints or problems, or for a purpose relating to the terms and conditions of employment, provided there is no interruption of the employee's normal duties and that the Federation representative announced his/her presence to the principal, or to the person in charge if the principal is not immediately available. 8. The Board shall provide the Federation with the names and addresses of new bargaining unit employees, and the change of addresses and new positions of current employees. The Board will provide annually, within twenty (20) days of the first paycheck, to the Federation a list of bargaining unit members including their work location, classification, and home address. In addition, the Board will provide a list of employees and their seniority dates. As soon as telephone numbers are entered into Board computers, the Board will provide them with the directory information unless the employee objects. 9. The Federation shall be notified of any proposed change in policy or procedure affecting its employees before the change is put into effect. The Federation shall have an opportunity to make recommendations concerning such proposals before they are put into effect. If the Board or the Superintendent issues a policy or procedure which becomes effective because of an emergency or through inadvertence before the Federation is notified and given an opportunity to make recommendations, the Federation, upon request, shall be given an opportunity to make recommendations and, where appropriate, the policy or procedure will be reconsidered. 10. Upon ratification of the contract, the Federation shall have one thousand (1,000) copies printed; the Board and the Federation shall agree on the format. The Board shall pay half the cost of printing the contract in a Union print shop within the Cincinnati City School District which presents the lowest of three bids obtained by the Federation. 11. The Board shall deduct contributions to the Committee on Political Education (COPE) fund from the pay checks of any employee who authorizes in writing that such deductions be made. The Board shall transmit such contributions to the Federation monthly, or less frequently if the Federation so requests. The Federation shall be charged no more than four cents ($.04) per deduction and ten dollars ($10.00) per transmittal to defray the cost of making the deductions. Employees who desire to cancel COPE deductions shall notify the Federation in writing. The Federation shall transmit the cancellations promptly to the Board. Under no circumstances shall the Federation deny the right of employees to revoke the authorization of payroll deduction of Federation COPE contributions. a. The Board shall not be liable to the Federation for the remittance or payment of any sum other than that constituting actual deductions made from the wages of office employees. The Federation shall indemnify and hold the Board harmless against any and all claims, demands, suits or other forms of liability including, by way of example and not limitation, the cost of any judgment against the Board and the reasonable value of any attorney fees incurred, that may arise out of or by reason of action taken by the Board or not taken by the Board for the purpose of complying with any provision of this Section. The provisions of this Section shall comply with Section 9.41 of the Ohio Revised Code.

  • 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.

  • 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.

  • Subaward a. This term means a legal instrument to provide support for the performance of any portion of the substantive project or program for which you received this award and that you as the recipient award to an eligible subrecipient. b. The term does not include your procurement of property and services needed to carry out the project or program (for further explanation, see 2 CFR 200.330). c. A subaward may be provided through any legal agreement, including an agreement that you consider a contract.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • Relation to Plan This Agreement is subject to the terms and conditions of the Plan. In the event of any inconsistency between the provisions of this Agreement and the Plan, the Plan shall govern. The Committee acting pursuant to the Plan, as constituted from time to time, shall, except as expressly provided otherwise herein or in the Plan, have the right to determine any questions which arise in connection with this Agreement.