Union-Management Review Board Sample Clauses

Union-Management Review Board a. After the Company gives notification of a contemplated dismissal for just cause pursuant to section 1 above, the Union may, within five (5) working days request that a Union Management Review Board be convened relative to the contemplated dismissal. Such a request by the Union must be made to the office of the vice president of operations, or his/her designee. b. Within five (5) working days after the Union request is made, the Company will notify the Union as to the names of the two (2) management members of the Board, and the Union will notify the Company as to the names of two (2) Union Board members. c. The Board will meet within fifteen (15) days from the original notification of contemplated dismissal. The Union will advise the employee whose dismissal is contemplated that he/she has a right to attend this meeting. It is intended by the parties that the employee will attend the meeting except in unusual circumstances. The purpose of the Board meeting will be to review the facts that are available concerning the contemplated dismissal to permit the employee (or in the employee’s absence, the Union) to present any facts which the employee believes should be brought to management’s attention when considering the matter, and for the parties to attempt to resolve the issue. Union Board members who are employees will participate in the Board meeting without loss of pay during scheduled working hours when the employee whose dismissal is contemplated is present
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Union-Management Review Board a. In the event the Company contemplates the dismissal for just cause of any employee, the Company shall notify the Business Manager or appointed designee of the Local Union involved and provide the reason to the Business Manager prior to the actual dismissal. b. The provisions for a Union-Management Review Board apply only after the Company gives notification of a contemplated dismissal for just cause of an employee with 12 (twelve) or more months of Net Credited Service, the Union may, within two (2) working days, request that a Union- Management Review Board be convened relative to the contemplated dismissal. Such a request by the Union must be made to the appropriate Labor Relations Designee. c. Within two (2) working days after the Union request is made, the Company shall notify the Union as to the names of the two (2) Company members of the Board, and the Union shall notify the Company as to the names of the two (2) Union Board members. d. The Board will meet by phone or at a mutually agreed upon location within fifteen (15) calendar days from the original notification of contemplated dismissal unless extended by mutual agreement. It is the Parties' intent that the employee shall attend the Board meeting except in unusual circumstances and the Union shall advise the employee whose dismissal is contemplated of this intent. The purpose of the Board meeting will be to review the facts that are available concerning the contemplated dismissal and to permit the employee (or in his/her absence, the Union) to present any facts which the employee believes should be brought to the Company's attention when considering the matter and for the Parties to attempt to resolve the issue. Union Board members who are employees will participate in the Board meeting without loss of pay during scheduled working hours. e. The Parties agree to work together to provide reasonable security for the safety of Board participants when either party determines that a need for such security exists. f. In the event the employee does not attend the Board meeting, the Board meeting will automatically convert to a Step 2 grievance meeting. g. If after the Board meeting, the Company dismisses the employee, any grievance involving the dismissal shall be deemed withdrawn thirty (30) calendar days after the date of dismissal unless the Union elects to advance the matter to impartial arbitration as provided in Article 9, if the employee was present at the Board meeting. h. In the event that t...
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Union-Management Review Board a After the Company gives notification of a contemplated dismissal for just cause pursuant to section 1 above, the Union may, within five (5) working days request that a Union Management Review Board be convened relative to the contemplated dismissal. Such a request by the Union must be made to the office of the vice president of operations, or his/her designee.
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Union-Management Review Board. The provisions for a Union-Management Review Board (12.04 through 12.09) apply only to AT&T Midwest. After the Company gives notification of a contemplated dismissal for just cause of an employee with six (6) or more months of Net Credited Service, the Union may, within two (2) working days, request that a Union Management Review Board be convened relative to the contemplated dismissal. Such a request by the Union must be made to the appropriate Labor Relations Director.
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Union-Management Review Board. After the Company gives notification of a contemplated dismissal for just cause pursuant to paragraph 12.02 (Union Representation & Notification) above, the Local Union may, within two (2) working days, request that a Union-Management Review Board be convened relative to the contemplated dismissal. Such a request by the Local Union must be made to the appropriate Labor Relations Director or other designated Labor Relations representative. The Union may withdraw such request at any time prior to the Board meeting.
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Union-Management Review Board. After the Company gives notification of a contemplated dismissal for just cause (other than for layoffs or a reduction in force) pursuant to paragraph 10.02 (Union Representation & Notification) above, the Local Union may, within three (3) business days, request that a Union-Management Review Board be convened relative to the contemplated dismissal. The Union may withdraw such requests at any time prior to the Board meeting. During the pendency of proceedings under these provisions, the Company may place the Employee on an unpaid suspension pending dismissal. In the event that the Employee is not dismissed by the Company after the proceedings set forth in 10.05 through 10.07, the Employee shall be reinstated by the Company with or without back pay, as determined in the Company’s sole discretion. In the event that the Company reinstates the Employee without back pay or takes other adverse action against the Employee such as demotion or discipline, the Union may initiate grievance proceedings consistent with the grievance procedures set forth below.
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Related to Union-Management Review Board

  • Union/Management Committee There shall be a union/management committee comprised of four (4) employee representatives appointed by the Union and four (4) employer representatives. The Committee's purpose is to provide and promote effective and meaningful communication of information and ideas and to make joint recommendations on matters of concern. Matters that are properly the subject of an individual grievance will not be discussed at this committee. The Committee will meet quarterly, unless agreed otherwise, at a time and place mutually agreed to provided there is business for their joint consideration. The parties will exchange agenda items at least one (1) week prior to the meeting. The parties further agree the Committee may meet at any time its members mutually agree a meeting should be held. The duties of the Chairperson will be shared by the parties. Copies of the minutes shall be provided to Committee members. The employer agrees to pay for time spent during regular working hours for representatives of the union attending such meetings. The parties may utilize video or teleconferencing services for the purposes of committee members attending committee meetings, where appropriate and available. Neither party can unreasonably deny an initiative to utilize video or teleconferencing services.

  • Union Management Relations Any changes deemed necessary in this Agreement may be made by mutual agreement of the parties at any time during the life of this Agreement.

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Construction Management Plan Contractor shall prepare and furnish to the Owner a thorough and complete plan for the management of the Project from issuance of the Proceed Order through the issuance of the Design Professional's Certificate of Material Completion. Such plan shall include, without limitation, an estimate of the manpower requirements for each trade and the anticipated availability of such manpower, a schedule prepared using the critical path method that will amplify and support the schedule required in Article 2.1.5 below, and the Submittal Schedule as required in Article 2.2.3. The Contractor shall include in his plan the names and resumés of the Project Superintendent, Project Manager and the person in charge of Safety.

  • Management Team Subject to any approval or consulting rights of the --------------- Joint Operations Committee, Manager shall engage or designate one or more individuals experienced in dental group management and direction, including, but not limited to, an administrator, who will be responsible for the overall administration of the Practice including day-to-day operations and strategic development activities.

  • Project Management Plan 3.2.1 Developer is responsible for all quality assurance and quality control activities necessary to manage the Work, including the Utility Adjustment Work. Developer shall undertake all aspects of quality assurance and quality control for the Project and Work in accordance with the approved Project Management Plan, Good Industry Practice and applicable Law. 3.2.2 Developer shall develop the Project Management Plan and its component parts, plans and other documentation in accordance with the requirements set forth in Section 1.5.2.5

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