UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) The Employer shall allow the properly authorized representative of the Union to investigate the standing of all employees' conditions, to see that this Agreement is being enforced. The Employer is entitled to require an individual to substantiate that he is an authorized representative of the Union.
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) The Employer shall allow the properly authorized representative of the Union to investigate the standing of all employees' conditions, to see that this Agreement is being enforced. The Employer is entitled to require an individual to substantiate that they are an authorized representative of the Union.
(b) When access is required for purposes of such investigation, the Union representative will notify the Employer in advance.
(c) Access will not be unreasonably denied by the Employer.
(d) The investigation must not result in any disruption with the Employer's operations or affairs, and it must not result in any employee or employees neglecting their work duties and responsibilities.
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) An authorized representative of the Union shall be permitted reasonable access to the workplace, provided that such access has been approved through the Human Resources Department, does not disrupt the employees’ scheduled duties, and occurs during standard business hours, unless an alternative time has been agreed to. Such access shall not be unreasonably denied or abused.
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) The Employer shall allow the properly representative of the Union to investigate the standing of all employees’ conditions, to see that this Agreement is being enforced. The Employer is entitled require an individual to substantiate that that per- son is an representative of the Union. will When access is required for purposes of such in- vestigation, the Union representative will notify the Employer in Access Employer. unreasonably denied by the The investigation must not result in any disrup- tion with the Employer’s operations or affairs, and it must not result in any employee or employees neglect- ing their work duties and responsibilities.
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) A properly authorized representative of the Union, upon providing advance notice to the Employer, shall be allowed access to investigate the standing of all Employees’ conditions under this Agreement. Such notice shall be provided to the Employer during normal business hours (from 8:00 a.m. to 4:30 p.m. on Monday to Friday). In the case of a Union Representative who is not a member of the International Xxxxxxxxx and Warehouse Union Canada, Local 523, such notice shall be provided during normal business hours (as above) on any day prior to the date that access is sought. The Employer shall not unreasonably deny access. The Employer is entitled to require an individual to substantiate that he/she is an authorized representative of the Union.
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) The Employer shall allow the properly autho- rized representative of the Union to investi- gate the standing of all employees’conditions, to see that this Agreement is being enforced. The Employer is entitled to require an vidual to substantiate that that is an authorized representative of the When access is required for f such investigation, the Union will notify the Employer in advance. Access will not be unreasonably denied by the Employer. The investigation must not result in any dis- ruption with the Employer’s operations or affairs, and it must not result in any employ- ee or employees neglecting their work duties and responsibilities.
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) The Employer shall allow the properly authorized representative of the Union to investigate the standing of all employees' conditions, to see that this Agreement is being enforced. The Employer is entitled to require an individual to substantiate that they are an authorized representative of the Union. When access is required for purposes of such investigation, the Union representative will notify the Employer in advance. Access will not be unreasonably denied by the Employer. The investigation must not result in any disruption with the Employer's operations or affairs, and it must not result in any employee or employees neglecting their work duties and responsibilities. NATURE OF COMMUNICATIONS Every employee, union or management representative, is entitled to fair treatment in the workplace and shall not discriminate against any person as per the British Columbia Human Rights Act. Furthermore, parties to this Agreement and those governed by said Agreement shall ensure that all members of the Hotels in this Agreement are treated equally and with integrity, trust and respect. The Employer and the Union shall endeavour at all times, to promote a work environment which is supportive of the productivity, personal goals and self-esteem of every employee. To this end, both parties will maintain open lines of communication and shall promote a good relationship built on mutual trust and respect. Bulletin Boards The Union will have the exclusive use of one (1) latched bulletin board provided by the Employer, which will be located in the lunchroom. This bulletin board will be used by the Union for the purpose of posting official Union notices concerning internal and administrative matters of the Union which may be of interest to members of the bargaining unit. All notices on the Union bulletin board will only be posted upon the authority of the Executive Committee of the Union. Collective Agreement between
UNION INVESTIGATION OF THE STANDING OF EMPLOYEES' CONDITIONS. (a) The Employer shall allow the properly authorized representative of the Union to investigate the standing of all employees’ conditions, to see that this Agreement is being enforced. The Employer is entitled to require an individual to substantiate that he/she is an authorized representative of the Union.
(b) When access is required for purposes of such investigation, the Union representative will notify the Employer in advance.
(c) Access will not be unreasonably denied by the Employer.
(d) The investigation must not result in any disruption with the Employer’s operations or affairs, and it must not result in any employee or employees neglecting their work duties and responsibilities.
