Representation of Employees. An employee shall be entitled to Union representation at an investigative interview or meeting if requested by the employee when that employee reasonably believes that the interview or meeting may result in disciplinary action against him/her. The Union representative's role at an investigative interview or meeting is to consult with the employee. The Employer is free to insist upon hearing the employee's own account of the matter(s) under investigation. The Parties agree that in all cases the principles of "Xxxxxxxxxx" and "Xxxxxxx" and other applicable case law shall be observed. "Disciplinary action" means action resulting in a written warning, the withholding of an annual increment, a suspension, a demotion or a dismissal, as stated in the Administrative Rules of the Division of Personnel.
Representation of Employees. An employee shall be entitled to Association representation at an investigative interview or meeting if requested by the employee when that employee reasonably believes that the interview or meeting may result in disciplinary action against him/her. The Association representative's role at an investigative interview or meeting is to consult with the employee. The Employer is free to insist upon hearing the employee's own account of the matter(s) under investigation. The Parties agree that in all cases the principles of "Xxxxxxxxxx" and "Xxxxxxx" and other applicable case law shall be observed. The provisions of this article shall apply to both full and part-time employees.
Representation of Employees. The Union has the right and responsibility to represent the interest of all employees in the unit; to present its views to the College on matters of mutual concern; to consult or to be consulted with respect to wages, hours, working conditions, and practices relative to employees in this bargaining unit; and to enter collective negotiations with the object of reaching a Contract.
Representation of Employees. A Unit Employee shall be entitled to Union representation at an investigative interview or meeting if requested by the employee when that employee reasonably believes that the interview or meeting may result in disciplinary action against him/her. The Union representative's role at an investigative interview or meeting is to consult with the employee. The Employer is free to insist upon hearing the employee's own account of the matter(s) under investigation. The Parties agree that in all cases the principles of "Xxxxxxxxxx" and "Xxxxxxx" and other applicable case law shall be observed.
Representation of Employees. The Association has the right and responsibility to represent the interest of all employees in the unit; to present its views to the District on matters of mutual concern; and to enter collective negotiations with the object of reaching an agreement with respect to wages, hours, working conditions, and practices relative to employees in this bargaining unit.
Representation of Employees. (a) The Union shall select Grievance Committee members to represent employees covered by this Agreement. The Secretary of the Union shall provide the College/County with a list of Grievance Committee members at the beginning of the contract year.
(b) A total of three Union representatives, any one of which shall be permitted a maximum of one (1) hour per day to investigate and process grievances provided:
(1) notice to and permission from his/her immediate supervisor is given and secured, and
(2) such action does not interfere with the operation of any College department. Additional time beyond the one (1) hour maximum noted above may be approved by the department head subject to the requirements noted above.
Representation of Employees. A. The Union is the Exclusive Representative of bargaining unit employees with respect to conditions of employment governed by this agreement. An employee may file a grievance and process it in Steps 1, 2 and 3 of the grievance procedure without the assistance of the Union; however, departure from the grievance procedure described herein shall automatically nullify the Union’s obligation to process the grievance. However, the decision to arbitrate a grievance is a determination to be made by the Union and/or the Employer. Attorneys who do not represent the Union or the City may appear at the grievance meetings and hearings only at the mutual consent of the Union and the City.
B. Whether or not the employee seeks Union assistance, the Union must be given the opportunity to be present when a settlement offer is made, and any settlement must be consistent with the terms of this Agreement.
C. The names of stewards will be certified to the City by the Union. Upon notification to the employee’s Supervisor of the name of the grievant and the basis of the grievance, or the name of the subject of a disciplinary investigation interview, the xxxxxxx responsible for the grievant work area may investigate and process the grievance or investigation interview at the work site during working hours without loss of pay, subject to prior approval by the Human Resources Director or his/her designee and further subject to such activity not interfering with the productivity and efficiency of work and services. If such activity, as determined by the Human Resources Director or his/her designee, will interfere with productivity and services, then such investigatory activity shall be conducted during non-work hours. Employees meeting with their xxxxxxx to process a grievance will also be permitted to do so without loss of pay during working hours, subject to prior approval by the Human Resources Director or his/her designee.
Representation of Employees. An employee shall be entitled to Association representation at an investigative interview or meeting if requested by the employee when that employee reasonably believes that the interview or meeting may result in disciplinary action against him/her. The Association representative’s role at an investigative interview or meeting is to consult with the employee. The Employer is free to insist upon hearing the employee’s own account of the matter(s) under investigation. The Parties agree that in all cases the principles of “Xxxxxxxxxx” and “Xxxxxxx” and other applicable case law shall be observed. The provisions of this article shall apply to all bargaining unit employees. “Disciplinary action” means action resulting in a written warning, the withholding of an annual increment, a suspension, a demotion or a dismissal, as stated in the Administrative Rules of the Division of Personnel.
Representation of Employees. 1. Members of the bargaining unit will be represented, in order, by the 1) President, 2) UniServ Director, and 3) Vice President. Authorized representatives of the Association will be certified annually by July 1 to the Superintendent of Schools and changes will be reported as they occur.
2. When an Association representative is required by contract or requested by an employee, the President will be contacted. In the event that the President is unavailable, the UniServ Director, and then the Vice President, will be contacted. In the event all three Association representatives are unavailable the meeting shall be postponed until a representative is available. The meeting will occur within two (2) business days from the request of the meeting, or at a time reasonably agreed upon by the parties.
3. In the event none of the three (3) Association representatives certified to the Superintendent, in order of contact, are available, the meeting with the employee will not be held and the employee may be suspended until such meeting can occur.
4. Association representatives attending requested meetings or grievance hearings will not suffer loss of pay if they are called away from their employment duties by a Board or District representative. As a courtesy, supervisors and Nutrition Services managers will be notified by the Association representative that they are leaving work due to a Board or District representative's request.
5. Association representatives authorized in Article II.M. and/or the Association Grievance Chairperson, will be permitted to investigate employee grievances during work hours, with pay, provided that:
a. The investigation of grievances is done as expeditiously and with as little interruption of normal school operations as possible.
b. The appropriate supervisor and principal are notified that the Representative is leaving work.
c. If the representative goes into another building to investigate a grievance, the principal will be notified. As a courtesy, Nutrition Services managers will also be notified by the representatives when appropriate.
d. The representative returns to work as promptly as possible, and upon returning reports at once to his/her supervisor and principal.
e. Any abuse of the above procedures will be grounds for disciplinary action after the abuse has been discussed with the Association representative involved and a representative of the Association.
Representation of Employees.
10.1 The Owner, Contractor and all subcontractors agree to recognize the Council and the labor organizations signatory to this CWA as the sole and exclusive bargaining representatives of all employees performing Covered Work on the Project with respect to wages or rates of pay, benefits, hours of work and other terms and conditions of employment.
10.2 Each labor organization signatory to this CWA shall be entitled to designate one
(1) official representative and one (1) official alternate (hereinafter, “Employee Representatives”) as primary points of contact. It is understood that, depending upon the availability of these individuals, or the unique nature of a problem or dispute, other Employee Representatives may be designated on a short-term basis. Written notice of the designation of Employee Representatives (Attachment 3) shall be provided to the appropriate Contractor or subcontractor. Employee Representatives shall fully comply with the visitor, safety and security rules established for the Project.
10.3 The Contractor and/or subcontractors shall provide the Council or the appropriate labor organization with written notification of its chain of command for resolving issues or workplace disputes.
10.4 Employee Representatives shall be given fair and reasonable access to the Work Site. Employees performing Covered Work shall be permitted to consult and confer privately with their Employee Representatives. Employee Representatives shall work cooperatively with the Contractor’s or subcontractor’s representatives to prevent the escalation of Work Site problems and to resolve them at the lowest possible level.
10.5 Each labor organization signatory to this CWA also shall have the right to designate at least one (1) working journeyman as Xxxxxxx. Written notice of the designation shall be provided to the appropriate Contractor or subcontractor. The Xxxxxxx shall be recognized as the labor organization’s Work Site employee representative. One
(1) Xxxxxxx also may be designated for each shift, should multiple shifts be utilized. Stewards shall be permitted on the Work Site at all times. A Xxxxxxx’x activities may not unreasonably interfere with the Xxxxxxx'x work for the Contractor or its subcontractors, or the work of other employees.
10.6 All Stewards shall be qualified workers assigned to a crew. Under no circumstances shall there be a non-working Xxxxxxx on the Project.
10.7 The Xxxxxxx shall be paid at the applicable prevailing wage rate for the job cl...
