UNION MANAGEMENT CONSULTATION COMMITTEE. The Union and the Employer agree to establish/maintain a Union Management Consultation Committee which shall be comprised of two (2) representatives of the Local Union and two (2) representatives of the Employer. A person designated by the Union and the Employer shall alternate as the Chairperson.
UNION MANAGEMENT CONSULTATION COMMITTEE. 20.1 A committee known as the Union/Management Consultation Committee shall consist of an equal number of representatives from the Union and the Employer.
20.2 The committee shall meet as soon as possible at the request of either party. It shall meet at least once every two (2) months at a time mutually agreed upon between the parties.
UNION MANAGEMENT CONSULTATION COMMITTEE. 38.1 A committee known as the Union/Management Consultation Committee shall consist of Director or designate level from each applicable Division, an Employee Services representative and an equal number of representatives from the Union.
38.2 It is agreed that the Committee shall be Chaired by representatives of the Union and Labour Relations on rotational basis. On each occasion that the Committee meets the Chair shall have the responsibility of producing the Agenda and previous Meeting’s Minutes at least one week prior to the next meeting.
38.3 The committee shall meet as soon as possible at the request of either party. It shall meet at least once every two (2) months at a time mutually agreed upon between the parties.
38.4 The purpose of such meetings shall be to discuss issues relating to the workplace which affect the parties. It is also understood that the parties will not use this Committee to discuss matters relating to a grievance or legal proceeding.
UNION MANAGEMENT CONSULTATION COMMITTEE. The Employer and the Union agree to maintain a Union-Management Consultation Committee at each Site (i.e. Colchester East Hants, Annapolis Valley, Tri-County, Pictou County). This Committee shall be comprised of the Nurse Manager and/or designates, and the Local Union President and other members of the bargaining unit as appointed or elected by the Local Union. The President of the Local Union and the Nurse Manager shall alternate as Chairperson. Each party shall notify the other in writing of the names of their respective Committee members. In no event shall either party have more than three persons in attendance at Committee meetings. This Committee shall determine a schedule of meetings setting out a meeting each second month, or more or less frequently if mutually agreed. An agenda shall be developed and circulated prior to each meeting. Matters of discussion shall include problems concerning staffing, geographic districts or regions, orientation, complaints re: workload, scheduling, transfers, reassignment, and difficulties created by short-term or long-term absences. The Committee shall be responsible for:
(a) defining problems;
(b) developing viable solutions to such problems; and
(c) recommending the proposed solutions to the appropriate authority. The Committee shall be advisory in nature and shall not substitute for staff meetings or normal lines of communication in effect at the VON. It is agreed that meetings will be scheduled in such a way as to give due consideration to the normal operation of the VON and the convenience of the parties, however, where meetings are scheduled during working hours employees shall suffer no loss of regular pay while attending.
UNION MANAGEMENT CONSULTATION COMMITTEE. The Employer and the Union agree to maintain a Union-Management Consultation Committee with no more than four (4) members from each of the Employer and the Union. This Committee shall be comprised of the Director and/or designates, and the Local Union President and other members of the bargaining unit as appointed or elected by the Local Union. The President of the Local Union and the Director shall alternate as Chairperson. Each party shall notify the other in writing of the names of their respective Committee members. This Committee shall determine a schedule of meetings setting out a meeting each second month, or more or less frequently if mutually agreed. An agenda shall be developed and circulated prior to each meeting. Matters of discussion shall include concerns about staffing, geographic districts or regions, orientation, issues re: workload, scheduling, transfers, re-assignment, and challenges created by short-term or long-term absences. The Committee shall be responsible for:
(a) defining problems
(b) developing viable solutions to such problems; and
(c) recommending the proposed solutions to the appropriate authority. The Committee shall be advisory in nature and shall not substitute for staff meetings or normal lines of communication in effect at Northwood Homecare Incorporated. It is agreed that meetings will be scheduled in such a way as to give due consideration to the normal operation of Northwood Homecare Incorporated and the convenience of the parties, however, where meetings are scheduled during working hours members shall suffer no loss of regular pay while attending. With reasonable advance notice to the other party and with the agreement of the other party either the Union or the Employer may invite guests to the meeting.
UNION MANAGEMENT CONSULTATION COMMITTEE. 4.1 Recognizing the community of interest in the efficient operation of the Seaway and believing that the basis of good industrial relations rests upon satisfactory co-operation, the Corporation and the Union agree to work together in the establishment and operation of a Union Management Consultation Committee.
4.2 The Union Management Consultation Committee shall be composed of up to four (4) Representatives appointed by the Corporation and up to four (4) Representatives appointed by the Union. Chairpersonship shall alternate between a Corporation Representative and a Union Representative as decided by the Committee.
4.3 The Committee shall meet on a bi-monthly basis, at the call of the Chairperson, to discuss ways and means of improving working methods and efficiency; of eliminating waste; of pursuing employee training and development; of maintaining good morale; of promoting social and recreational activities; and consult on the impact of any technological or operational changes on the bargaining unit.
UNION MANAGEMENT CONSULTATION COMMITTEE. 20.1 A committee know n as the Union/Management Consult ation Committee shall consist of an equal number of represent atives from the Union and the Employer.
20.2 The committee shall meet as soon as possible at the request of either party. It shall meet at least once every tw o (2) months at a t ime mutually agreed upon betw een the parties.
20.3 The purpose of such meetings shall be to discuss issues relating to the w orkplace w hich affect the parties.
UNION MANAGEMENT CONSULTATION COMMITTEE. 4.1 The parties agree to create a committee known as the Union/Management Consultation Committee. The purpose of the committee shall be to meet to discuss issues relating to the workplace which affect the parties or employees. It is understood that the parties will not use this committee to discuss matters relating to a grievance or legal proceeding.
4.2 The parties will jointly develop the terms of reference for this committee. These shall cover matters such as the composition of the committee, its rules of procedures and the frequency of meetings.
UNION MANAGEMENT CONSULTATION COMMITTEE. 4.1 Recognizing the community of interest in the efficient operation of the Seaway and believing that the basis of good industrial relations rests upon satisfactory co-operation, the Corporation and the Union agree to work together in the establishment and operation of Union Management Consultation Committees for each of the Maisonneuve and Niagara Regions of the Seaway.
4.2 Each Union Management Consultation Committee shall be composed of up to six (6) representatives appointed by the Corporation and up to six (6) representatives appointed by the Union. Chairpersonship shall alternate between a Corporation representative and a Union representative as decided by the Committee.
4.3 The parties recognize the importance of providing an avenue to both the Trades Group and Management to voice concerns and arrive at recommendations regarding the distribution of duties, respecting the dominant trade, training methods and opportunities, impact of new technology, contracting out, and other issues affecting the Trades Group. The Union Management Consultation Committees will address these issues through a Technical Training Subcommittee composed of one member from each side chosen to provide the required technical expertise and report on Technical Training issues. These discussions will take into consideration the multiplicity of our small Trades groups spread along the Seaway system, and the need for training opportunities and programs specifically tailored to meet individual needs.
4.4 The Committees shall meet on a bi-monthly basis, at the call of the Chairpersons, to discuss ways and means of improving working methods and efficiency; of eliminating waste; of maintaining good morale; and consult on the impact of any technological or operational changes on the bargaining unit.
UNION MANAGEMENT CONSULTATION COMMITTEE. 7.1 Recognizing the community of interest in the efficient operation of the Seaway and believing that the basis of good industrial relations rests upon satisfactory cooperation, the Corporation and the Union agree to work together in the operation of Union Management Consultation Committees for each of the Maisonneuve and Niagara Regions.
7.2 The Corporate Union Management Consultation Committee shall be composed of four (4) representatives appointed by the Corporation and four (4) representatives appointed by the Union (with two (2) being the representatives referenced in Article 4.5). Chairpersonship shall alternate between a Corporation representative and a Union representative as decided by the Committee.
7.3 The Committee shall meet at the call of one of the Chairpersons, to discuss matters of common interest such as the application and meaning of directives or instructions, ways and means of improving working conditions, methods and procedures, maintaining good morale and consulting on the impact of any technological or operational changes on the bargaining unit.
