TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes Sample Clauses

TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes. At the Union’s request, the Employer will grant leave without pay to any employee whose presence is essential for representation of the Union before an Arbitration hearing.
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TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes. MEDIATION 12.01 (a) Upon reasonable notification, the Employer will grant leave with pay to a reasonable number of employees representing the Union before an Arbitration hearing or at mediation;
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TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes. At the Union's request the Employer will grant leave with pay to a reasonable number of employees representing the Union before an Arbitration hearing; Employee called as a Witness‌‌‌‌‌‌‌‌
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TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes. 12.01 In all cases this time off will apply to not more than one employee being absent at a time from one Department or Trade. Where more than one employee is required to take time off for Union business from a Department or trade, such time off will be scheduled so as to cause as little operational disruption as possible. 12.02 The Employer will grant leave with pay to an employee called as a witness before an Arbitration Hearing and leave with pay to an employee called as a witness by the Union. 12.03 The Employer will grant leave with pay to an employee who is a party to the grievance which is before an Arbitration Board to attend the Arbitration Hearing. 12.04 The Employer will grant leave with pay to the Representative of an employee who is a party to the grievance to attend the Arbitration Hearing. 12.05 The Employer will grant leave with pay to a witness called by an employee who is a party to the grievance to attend the Arbitration Hearing.
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TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes. 11.01 (a) Where operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees representing the Union before an Arbitration hearing; (a) The Employer will grant leave with pay to an employee called as a witness before an Arbitration hearing and where operational requirements permit, leave with pay to an employee called as a witness by the Union. (a) The Employer will grant leave with pay to an employee who is a party to the grievance which is before an Arbitrator. (a) Where operational requirements permit, the Employer will grant leave with pay to the representative of an employee who is a party to the grievance. (b) Where operational requirements permit, the Employer will grant leave with pay to a witness called by an employee who is a party to the grievance.
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TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes. At the Union’s request, the Employer will grant leave with pay to employees representing the Union before an Arbitration called as a Witness The Employer will grant leave with pay to an employee called as a witness before an Arbitration for the actual time that an employee is required as a The Employer will grant leave with pay to an employee who is a party to the grievance which is before an Arbitration Board. The Employer will grant leave with pay to the Representative of an employee who is a party to the grievance.
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Related to TIME-OFF FOR UNION BUSINESS ARBITRATION HEARINGS (Disputes

  • Step 4 - Arbitration After receipt of a notice to arbitrate from the Lodge President, designees of the City Manager and the Lodge President shall attempt to agree on an arbitrator. If this attempt is not successful or is waived, the arbitrator shall be selected by the parties making a joint request to the Federal Mediation and Conciliation Service (FMCS) for a panel list of nine (9) arbitrators with business addresses in Ohio. The parties shall then choose an arbitrator by alternately striking names from the list until such time as one (1) name remains as the arbitrator chosen by the parties. Prior to beginning the striking procedure, either the Employer or the Lodge may reject the list and submit a request for another list from the arbitration tribunal. Each party may only reject the list once. In issuing an award, the arbitrator shall be limited to the enforcement of the specific provisions of the Agreement. The arbitrator may not alter, amend, modify, add to or subtract from the provisions of the Agreement. The question of arbitrability of a grievance may be raised by the Employer or the Lodge before the arbitration hearing on the grounds that the matter is nonarbitrable or beyond the arbitrator's jurisdiction. The first question to be placed before an arbitrator will be whether or not the alleged grievance is within the purview of arbitrability. Thereafter, the alleged grievance will be heard on its own merits before the same arbitrator. The decision of the arbitrator shall be final and binding, subject to appeal under applicable state law. The arbitrator shall be without authority to recommend any right to relief on any alleged grievance occurring at any other time than the agreement period in which the right originated. The arbitrator shall not establish any new or different wage rates not negotiated as part of the Agreement. In case of discharge, suspension or reduction, the arbitrator shall have the authority to award modification of said discipline. Both the Lodge and the Employer shall share equally in the cost of the arbitration proceedings. Any member whose testimony is relevant to the arbitration, shall be released with pay to attend the hearing, provided that the hearing is held during the member's regular work hours. The expenses of any non-member witnesses shall be borne by the party requesting the non-member's attendance at the Arbitration Hearing. The arbitrator shall render in writing his or her findings and the award as quickly as possible within thirty (30) calendar days after the hearing is closed and post-hearing briefs are submitted. The arbitrator shall forward such findings and award to the City Manager, or designee, and to the Lodge President, or designee.

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