Union Job Stewards Sample Clauses

Union Job Stewards. The Union may appoint or elect certain bargaining unit employees to serve as union job stewards. There will be a total of six (6) job stewards representing employees covered by this MOU. Consistent with operational needs, the Employer will allow reasonable release time as defined in Article 19 of this MOU, without loss of compensation, to job stewards for the purpose of presenting grievances to the Employer on behalf of an employee. Typically, a grievance will have no more than one union representative (President or job xxxxxxx) in attendance at a grievance hearing. Exceptions may be granted by mutual agreement of the parties. This limitation does not apply to non-university employee staff representatives. The Union will submit a list of job stewards to the employer within ninety (90) days after the ratification of this MOU, and thereafter will notify the Employer in writing as to any changes to the job stewards’ list. No employee may serve or act as a job xxxxxxx until officially designated by the Union.
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Union Job Stewards. The Union shall appoint (12) job stewards to represent the non-exempt bargaining unit employees. Job stewards must be a part of the bargaining unit. Ninety (90) calendar days after ratification of this agreement, the Union will submit a list of job stewards to the Office of Human Resources. The Office of Human Resources shall inform all supervisors as to the employees authorized to perform job xxxxxxx duties on campus. AFSCME reserves the right to replace any job xxxxxxx on the list at any time it deems appropriate. In cases of changes to the job xxxxxxx list, the Union will inform the Office of Human Resources as soon as a change is made official by the Union. The employer shall not recognize any employee as job xxxxxxx until the employer is in receipt of a written list that contains that employee’s name.
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Union Job Stewards. The Union may appoint and the University will recognize up to ten (10) job stewards. The Union shall submit a list of stewards within ninety (90) days after the ratification of this MOU and thereafter will notify the University in writing as to any additions or deletions to the list within ten (10) days of said change. Job Stewards shall receive a cumulative total of 2,400 hours of paid release time per contract year to perform all duties of a job xxxxxxx, at all University locations wherever bargaining unit employees are assigned to work. Job Xxxxxxx duties include, but are not limited to, the investigating and processing of grievances, meetings with management, and new employee orientation. A Job Xxxxxxx should obtain prior permission from his or her immediate supervisor prior to performing Job Xxxxxxx duties.
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Union Job Stewards. The Union shall appoint or elect Job Stewards and shall notify the Employer, in writing, of such appointments or election. In addition to advising the Employer at the time of such appointments or election, the Union will supply the Employer's Labour Relations Department with an updated list of all Job Stewards at all terminal locations each January 1st. The Employer shall recognize Job Stewards and shall not discriminate against them for lawful Union activities. The Employer will notify the Union prior to the dismissal of a Job Xxxxxxx.
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Union Job Stewards. The Union may appoint and the University will recognize up to twenty (20)
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Union Job Stewards. The Union will appoint or elect certain employees to serve as Union job stewards. Job stewards will be responsible for investigating and processing grievances. The Employer shall allow reasonable release time, without loss of compensation, to job stewards for the purpose of investigating and presenting grievances to the Employer on behalf of an employee. Such times are to be documented in writing and available within ten (10) working days after the written request from the Labor Relations Manager or designee is received by the xxxxxxx. The job xxxxxxx agrees to acknowledge receipt of request for documentation in writing immediately. As a general rule, there should be one job xxxxxxx for every twenty (20) bargaining unit members. It is understood and agreed that the minimum number of stewards shall be four (4); however in the event the bargaining unit contains less than sixty (60) employees the minimum number of stewards shall be three (3). The Union will submit a list of job stewards to the Employer within sixty (60) days after the ratification of this Agreement, and thereafter will notify the Employer in writing as to any additions or deletions to the job stewards’ list. In the case of changes to the initial job xxxxxxx list, the Union will notify the Employer in writing as to the changes and the Employer shall acknowledge receipt of these changes in writing immediately. The University must acknowledge in writing the names of the employees serving as job stewards before those employees may assume their duties. The Employer agrees not to delay having the new job stewards assume their duties by unreasonably delaying the acknowledgement of the changes to the xxxxxxx list.
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Union Job Stewards. The Union may appoint or elect certain bargaining unit employees to serve as Union job stewards. There will be a total of five stewards representing employees covered by this MOU. Consistent with operational needs, the Employer will allow reasonable release time, without loss of compensation, to job stewards for the purpose of attending grievance meetings with the Employer. Typically, a complaint will have no more than one Union representative (President or job xxxxxxx) in attendance at a grievance hearing. Exceptions may be granted by mutual agreement of the parties. This limitation does not apply to non- University employee staff representatives. The Union will submit a list of job stewards to the Employer within 90 days after the ratification of this MOU, and thereafter will notify the Employer in writing as to any changes to the job stewards' list.
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Union Job Stewards. The Union may appoint and the University will recognize up to ten (10) Job Stewards. The Union shall submit a list of stewards within ninety (90) days after the ratification of this MOU and thereafter will notify the University in writing as to any additions or deletions to the list within ten (10) days of said change. Job Stewards shall receive a cumulative total of 2,400 hours of paid release time per contract year to perform all duties of a Job Xxxxxxx, at all University locations wherever bargaining unit employees are assigned to work. Job Xxxxxxx duties include, but are not limited to, the investigating and processing of grievances, meetings with Management, and New Employee Orientation. A Xxx Xxxxxxx should obtain prior permission from his/her immediate supervisor prior to performing Job Xxxxxxx duties. Stewards will report all xxxxxxx activity of five (5) minutes or longer on their timesheets. In the event that a xxxxxxx does not complete his/her own timesheet, the xxxxxxx shall give notification to the individual completing his/her timesheet of all xxxxxxx activity of five (5) minutes or longer.
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Union Job Stewards. The Union will appoint or elect certain bargaining unit employees to serve as Union Job Stewards who will be responsible for investigating and processing grievances which may arise under this MOU. UMUC shall allow reasonable time, without loss of compensation to stewards to carry out the above stated duties and responsibilities. There shall be one xxxxxxx for every thirty (30) bargaining unit employees. The Union shall submit a list of job stewards to UMUC Office of Human Resources within twenty (20) work days after the ratification of this Memorandum of Understanding and thereafter will notify UMUC in writing of any changes to the list prior to the date of such changes.
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Related to Union Job Stewards

  • Union Stewards (a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief Xxxxxxx or designate may, in the absence of any xxxxxxx, assist in the presentation of any grievance, or with any xxxxxxx function. (c) The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union xxxxxxx is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such xxxxxxx shall again report to his immediate supervisor. A Union xxxxxxx shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice-versa. (f) The number of stewards and the areas which they represent, are to be determined locally.

  • Job Stewards (1) An employee appointed as a Job Xxxxxxx shall, upon notification by the Union to the employer be recognised as the accredited representative of the Union and he/she shall be allowed all necessary time during working hours to submit to the employer matters affecting the employees he/she represents and further shall be allowed reasonable time during working hours to attend job matters affecting the Union. Provided that the foregoing does not relieve the Job Xxxxxxx of the obligation imposed upon him/her by his/her employer. A Job Xxxxxxx shall notify the employer and where relevant the principal contractor's representative and the Union prior to the calling of any stop work meeting so that the procedures laid down in Clause 42. - Settlement of Disputes - may be observed before any stoppage of work occurs. (2) Prior to termination or transfer two days' notice shall be given to any Job Xxxxxxx and the Union. Payment in lieu of notice shall not be given. In the event of the Union disputing the decision of management to transfer the Job Xxxxxxx or terminate his/her service, the Union shall notify management within two working days after being informed of the decision of management. The Job Xxxxxxx shall remain on the job during which time a Board of Reference shall deal with the matter. The Union shall, within three working days of notifying the management that it disputes the decision to transfer or terminate the job xxxxxxx, request the Registrar or Deputy Registrar in writing to appoint a Board of Reference to deal with the matter. The Union and the employer shall do all things necessary to enable the Board to sit within ten working days of the management decision to transfer or terminate the job xxxxxxx. If the Board cannot sit within ten working days because of the employer's failure to nominate representatives, or their unavailability to sit on the Board, the decision to transfer or terminate the job xxxxxxx shall be null and void. If the Board cannot sit within ten working days because of the Union's failure to nominate representatives, or their unavailability to sit on the Board, the job xxxxxxx'x transfer or termination shall automatically take effect at the expiry of the period of ten working days. Provided that nothing in this subclause shall prevent the parties proceeding by agreement to have the matter settled by the Commission or a Local Disputes Board set up in accord with Clause 42 (3) in lieu of the Board of Reference procedure. Provided further that nothing shall affect the right of the employer to dismiss a job xxxxxxx without notice for misconduct or refusing duty.

  • Shop Stewards Shop Stewards who have been selected pursuant to the rules and regulations of the Union to represent the employees covered hereby will be recognized by the Employer. The number of stewards appointed shall be reasonably related to the needs of the Union to represent bargaining unit members. The names of the stewards will be furnished to the General Manager of the Employer in writing before beginning their duties. An alternate shall act as the xxxxxxx when appointed to do so by the Union and the Employer is so notified. The Employer recognizes that the stewards will be assigned their Union duties and responsibilities by the Union and pursuant to this Agreement. The stewards will cooperate with the Employer in securing compliance with this Agreement and, at the request of the General Manager of the Employer, or of the General Manager’s duly authorized representative, will call to the attention of its employees any violations of this Agreement. Stewards shall perform their assigned duties as an employee covered by this Agreement. Stewards will be given a reasonable amount of time by the xxxxxxx’x supervisor during working hours, and without loss of pay, to handle Union business pertaining to the xxxxxxx’x area of responsibility which could not reasonably be accomplished during non-working hours. This business will be handled as expeditiously as possible and, except for matters taking only a few minutes, the appropriate management supervisor will be informed before a xxxxxxx performs Union business. A xxxxxxx may, with permission from the management supervisor, use a company vehicle to pursue labor management problems during working hours. During outages and other emergencies, a supervisor has the right to require a xxxxxxx to give priority attention to Employer’s business. The xxxxxxx will confine the xxxxxxx’x activities during working hours to those matters pertaining to this Agreement. Stewards will not be terminated for any cause until the General Manager of the Employer and the Business Manager of the Union have completed an investigation of such cause, provided that the investigation shall not last longer than fifteen (15) work days in cases not involving a reduction in force, and 48 hours in cases involving a reduction in force, without mutual agreement of the parties. In the event of a reduction in force involving a xxxxxxx, the General Manager for Employer and the Business Manager of the Union will meet at least 48 hours prior to the reduction in force to allow adequate time for the Business Manager to replace the xxxxxxx; this section, in and of itself, does not obligate Employer to otherwise give the Union advance notice of a reduction in force. As used in this section, “shop xxxxxxx” or “xxxxxxx” includes alternate shop stewards, and “working hours” does not include meal and break periods.

  • Stewards Each UNION shall have the right to designate a working journeyman as a xxxxxxx. The UNION shall notify the EMPLOYER in writing of the identity of their designated xxxxxxx. In addition to his work as an employee, the xxxxxxx shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the xxxxxxx in the proper performance of his union duties. The xxxxxxx shall not leave his work area without first notifying his appropriate supervisor or xxxxxxx as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the xxxxxxx shall not affect the work of the craft. The xxxxxxx, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the xxxxxxx a reasonable amount of time to perform such duties. The xxxxxxx shall receive his regular craft rate of pay. The xxxxxxx'x duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a xxxxxxx violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working xxxxxxx designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working xxxxxxx except for a violation of work rules. The xxxxxxx shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Union Grievances 4/8/1 Union officers and grievance representatives who are members of the bargaining unit shall have the right to file and process a grievance when any provision of this Agreement has been violated or when the Employer interpretation of the terms and provisions of this Agreement lead to a controversy with the Union over application of the terms or provisions of this Agreement. Such grievances must be designated as Union grievances at the initial step and must comply with the time limits previously set forth in this Article.

  • Labor Relations; Employees (a) Except as set forth on Section 5.15(a) of the Company Disclosure Letter, (i) neither the Company nor any of its Subsidiaries is a party to or bound by any collective bargaining agreement or any similar agreement, (ii) no such agreement is being negotiated by the Company or any of the Company’s Subsidiaries, and (iii) no labor union or any other employee representative body has requested or, to the knowledge of the Company, has sought to represent any of the employees of the Company or its Subsidiaries in the past three (3) years. In the past three (3) years, to the knowledge of the Company, there has been no labor organization activity involving any employees of the Company or any of its Subsidiaries and there has been no actual or, to the knowledge of the Company, threatened strike, slowdown, work stoppage, lockout or other labor dispute against or affecting the Company or any Subsidiary of the Company, in each case except as would not be or reasonably be expected to be, individually or in the aggregate, material to the business of the Company and its Subsidiaries, taken as a whole. (b) Each of the Company and its Subsidiaries are, and have been for the past three (3) years, in compliance with all applicable Laws respecting labor and employment including, but not limited to, all Laws respecting terms and conditions of employment, health and safety, wages and hours, holiday pay and the calculation of holiday pay, working time, employee classification (with respect to both exempt vs. non-exempt status and employee vs. independent contractor and worker status), child labor, immigration, employment discrimination, disability rights or benefits, equal opportunity and equal pay, plant closures and layoffs, affirmative action, workers’ compensation, labor relations, employee leave issues, unemployment insurance and contributions required to be made with respect to any statutory plan, program, practice or arrangement that is required under applicable law and maintained by any Governmental Authority, except where the failure to comply would not be or reasonably be expected to be, individually or in the aggregate, material to the business of the Company and its Subsidiaries, taken as a whole. (c) Except where it would not be or reasonably be expected to be, individually or in the aggregate, material to the business of the Company and its Subsidiaries, in the past three (3) years, the Company and its Subsidiaries have not received written (i) notice of any unfair labor practice charge or material complaint pending or threatened before any applicable Governmental Authority against them, (ii) notice of any complaints, grievances or arbitrations arising out of any collective bargaining agreement or any other material complaints, grievances or arbitration procedures against them, (iii) notice of any material charge or complaint with respect to or relating to them pending before any applicable Governmental Authority responsible for the prevention of unlawful employment practices, (iv) notice of the intent of any Governmental Authority responsible for the enforcement of labor, employment, wages and hours of work, child labor, immigration, or occupational safety and health Laws to conduct an investigation with respect to or relating to them or notice that such investigation is in progress, or (v) notice of any complaint, lawsuit or other proceeding pending or threatened in any forum by or on behalf of any present or former employee of such entities, any applicant for employment or classes of the foregoing alleging breach of any express or implied Contract of employment, any applicable Law governing employment or the termination thereof or other discriminatory, wrongful or tortious conduct in connection with the employment relationship. (d) To the knowledge of the Company, no present or former employee, worker or independent contractor of the Company or any of the Company’s Subsidiaries’ is in material violation of (i) any restrictive covenant, nondisclosure obligation or fiduciary duty to the Company or any of the Company’s Subsidiaries or (ii) any restrictive covenant or nondisclosure obligation to a former employer or engager of any such individual relating to (A) the right of any such individual to work for or provide services to the Company or any of the Company’s Subsidiaries’ or (B) the knowledge or use of trade secrets or proprietary information, in each case except as would not be or reasonably be expected to be, individually or in the aggregate, material to the business of the Company and its Subsidiaries, taken as a whole. (e) Neither the Company nor any of the Company’s Subsidiaries is party to a settlement agreement with a current or former officer, employee or independent contractor of the Company or any of the Company’s Subsidiaries that involves allegations relating to sexual harassment, sexual misconduct or discrimination by either (i) an officer of the Company or any of the Company’s Subsidiaries or (ii) an employee of the Company or any of the Company’s Subsidiaries at the level of Director (for the avoidance of doubt, such title does not refer to a member of the board of directors) or above. To the knowledge of the Company, in the last three (3) years, no allegations of sexual harassment, sexual misconduct or discrimination have been made against (i) an officer of the Company or any of the Company’s Subsidiaries or (ii) an employee of the Company or any of the Company’s Subsidiaries at the level of Director (for the avoidance of doubt, such title does not refer to a member of the board of directors) or above, in each case except as would not be or reasonably be expected to be, individually or in the aggregate, material to the Company and its Subsidiaries, taken as a whole.

  • Union Grievance The Union may initiate a grievance if the grievance involves a group of employees and if the grievance is submitted in writing within fourteen (14) calendar days from the date the employees were or should have been aware that the grievance existed.

  • Local Union Leave Upon written request, leave of absence without pay shall be granted to employees for Union business in accordance with the following provisions: i) In bargaining units with up to 12 members, no more than one (1) employee shall be on leave at any one time. In bargaining units with 13 or more members, no more than two (2) employees shall be on leave at any one time. ii) The aggregate total number of days of leave, including Provincial Committee Leave, will not exceed sixty-five (65) working days in a calendar year. iii) The Union will give at least four (4) weeks’ written notice where practicable. iv) Replies to request for leaves of absence shall be given within two

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