Religious Accommodation Pursuant to Title VII. An employee may file notice with the Union, at its Central Office, challenging the deduction of dues or fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and the Employee Identification Number of the employee. Upon receipt of said notice, the Union shall notify the Office of Collective Bargaining (OCB) in writing that the dues or fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Union shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed for approval within sixty (60) days of receipt. Should the parties be unable, within this time period, to resolve this matter by either a written agreement or withdrawal of the application, the matter shall be set for arbitration. Similarly situated applications may be scheduled for arbitration collectively. The employee(s) and the Union shall mutually agree upon an Arbitrator, and except as may otherwise be agreed upon, in writing, between the employee and the Union, the arbitration shall be conducted in accordance with this Agreement. If the parties cannot agree to an Arbitrator, then they shall secure a list of seven (7) Arbitrators from FMCS and use the alternative strike method to determine the Arbitrator. The expense of the arbitration shall be borne by the Union. The Arbitrator shall analyze the claim in accordance with the standards of Title VII and all applicable case law. If the Arbitrator determines that the employee is entitled to relief under Title VII, the Arbitrator shall direct that the appropriate portion of the dues or fair share fee attributable to the employee be directed to a charitable organization mutually agreed upon between the employee and the Union. If the Arbitrator determines that the employee is not entitled to relief under Title VII, then the application shall be dismissed. Any accommodation shall comply with Title
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Labor Council, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Association, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII of the Federal Civil Rights Act of 1964. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Association shall notify OCB in writing that the fair share fees of the employee (or the portion thereof as identified by the employee) are to be withheld, but not remitted to the Association, until further notice. The Association shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed by the Association for approval within sixty (60) days of receipt. Any accommodation made by the Association to the employee shall comply with Title
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Union, at its Central Office, challenging the deduction of dues or fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and his/her employee ID number. Upon receipt of said notice, the Union shall notify the Office of Collective Bargaining (OCB) in writing that the dues or fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Union shall forward an “Application for Religious Exemption” to the employee for completion. of the affected employee in compliance with the decision and this section.
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Association, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII of the federal Civil Rights Act of 1964. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Association shall notify the Office of Collective Bargaining (OCB) in writing that the fair share fees of the employee (or the portion thereof as identified by the employee) are to be withheld, but not remitted to the Association, until further notice. The Association shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed by the Association for approval within sixty (60) days of receipt. Any accommodation made by the Association to the employee shall comply with Title VII. The Association shall forward either its decision to OCB in regard to the employee’s application or shall provide OCB notice of the employee’s withdrawal or abandonment of his or her application in order to direct the payment of funds that have been withheld but not remitted to the Association, and any future fair share fees of the affected employee in compliance with the decision and this Section.
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Union, at its Central Office, challenging the deduction of dues or fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Union shall notify the Office of Collective Bargaining (OCB) in writing, that the dues or fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Union shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed for approval within sixty (60) days of receipt. Should the parties be unable, within this time period, to resolve this matter by either a written agreement or withdrawal of the application, the matter shall be set for arbitration. Similarly situated applications may be scheduled for arbitration collectively. The employee(s) and the Union shall mutually agree upon an arbitrator, and except as may otherwise be agreed upon, in writing, between the employee and the Union, the arbitration shall be conducted in accordance with this Agreement. If the parties cannot agree to an arbitrator, then they shall secure a list of seven (7) arbitrators from the Federal Mediation Conciliation Services (FMCS) and use the alternative strike method to determine the arbitrator. The expense of the arbitration shall be borne by the Union.
