UNION RECOGNITION/REPRESENTATION Sample Clauses

UNION RECOGNITION/REPRESENTATION. 3.01 The Employer recognizes the Union as the sole bargaining agent for and that this Collective Agreement shall apply to all Employees when employed in accordance with the applicable Alberta Labour Relations Board certificate. 3.02 No Employee will be required or permitted to make any written or verbal agreement which is in conflict with this Collective Agreement. (a) For the purposes of this Collective Agreement, the Union shall be represented by its appointed Officers. The Union shall provide the Employer with a current list of the Officer's names. (b) The Employer shall grant Union Representatives access to its premises for Union business subject to the prior permission of the Employer. (c) Union membership meetings may be held on Employer premises subject to the approval of the Employer. 3.04 The Chapter Chairperson or designate shall be given the opportunity to meet with new Employees for a period of up to fifteen (15) minutes during the Employer's orientation session. A copy of the Collective Agreement shall be provided to each Employee by the Employer upon commencement of employment. 3.05 The cost of the printing of the Collective Agreement shall be borne equally between the parties. The Collective Agreement will be printed by the AUPE print center. The invoice for printing the Collective Agreement will be processed by the Union. 3.06 The Employer will provide a bulletin board for the Union, the location of which will be accessible to all Employees. The Union reserves the right to approve notices placed on the Union bulletin board. The Union agrees to remove material from the Union bulletin board which the Employer considers objectionable. The Union also agrees to maintain the timeliness of material and professional appearance of the bulletin board.
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UNION RECOGNITION/REPRESENTATION. A. The Employer recognizes the Union as the deemed certified sole and exclusive representative for the purposes of establishing hours of work, salaries, wages, benefits, and all other conditions of employment for the bargaining units defined herein. Waste Water Treatment Operator/Preventative Maintenance Technician Laboratory Technician Laboratory Technician in Training Composting Bio-Solids Reuse Technician Sewer/Water Maintenance Worker I Sewer/Water Maintenance Worker II Vactor Operator/Sewer/Water/Street Maintenance Technician - Sewer Cemetery Xxxxxx Crew Leader Cemetery Worker Quality Assurance Director Secretary Finance Clerk I Finance Clerk II Finance - Lead Person Water Treatment Plant Operator Water Treatment Plant Crew Leader Water/Sewer Maintenance Worker I - Distribution Water/Sewer Maintenance Worker II - Distribution Water/Sewer Maintenance Crew Leader - Distribution Maintenance Technician - Water Laborer Maintenance Technician – Street Worker Maintenance Technician/Relief Water Plant Operator Street Maintenance Worker I Street Maintenance Worker II Street Maintenance Crew Leader Maintenance - Electrician - Service Department Maintenance - Plumber - Service Department Utility Technician Fire Fighters Lieutenant B. Notwithstanding the provisions of this Article, management, confidential, professional, supervisory, temporary, seasonal, and employees in the exempt services shall not be included in the Bargaining Unit. All classifications not specifically established herein as being included in this unit shall be excluded from the bargaining unit unless determined otherwise by the appropriate tribunal under the operation of applicable law (O.R.C. 4117) and/or per this Agreement. C. This Agreement shall cover Group 1 employees only. Group 2 and Group 3 employees, while continuing as a part of the deemed unit, are covered by a separate Agreement. D. The Employer retains, pursuant to the Ohio Revised Code Chapter 4117, the right to create or establish new positions, delete classifications or positions and retain, reallocate, or modify positions from the unit in compliance with the provisions of this Agreement and Article 34 herein. The Employer agrees to inform the union of any said changes. The Employer agrees to negotiate hours, wages, benefits, terms and conditions of employment concerning any new classified positions.
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UNION RECOGNITION/REPRESENTATION. 3.01 The Employer recognizes the Union as the sole bargaining agent for and that this Collective Agreement shall apply to all Employees when employed in accordance with the applicable Alberta Labour Relations Board certificate. 3.02 No Employee will be required or permitted to make any written or verbal agreement which is in conflict with this Collective Agreement. 3.03 Employees shall be permitted to wear only a Union logo pin during hours of work. (a) For the purposes of this Collective Agreement, the Union shall be represented by its appointed officers. The Union shall provide the Employer with a current list of the officer’s names. (b) The Employer shall grant Union Representatives access to its premises for Union business subject to the prior permission of the Employer. (c) Union membership meetings may be held on Employer premises subject to the approval of the Employer. 3.05 The Union shall be given the opportunity to make a presentation to new Employees of up to thirty (30) minutes during the Employer’s general orientation session.
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UNION RECOGNITION/REPRESENTATION. 5.01 The Corporation recognizes the Union as the sole Collective Bargaining Agent for all employees working as Crossing Guards for the Town of Cobourg 5.02 All employees eligible to be in the bargaining unit shall become and remain members of the Union in good standing as a condition of employment, and all new employees shall become members within 60 days of their employment. 5.03 The Corporation will deduct from the wages of each employee who is eligible to be a member of the Union, a sum equal to the current monthly Union dues and remit the amounts so deducted to the Secretary- Treasurer of the Union, not later than the 15th day of the month following, accompanied by a list of all employees from whose wages the deductions were made. The Employer agrees when issuing T-4 slips to record the amount of Union dues deducted during that taxation year on such T-4. Tax receipts for dues paid will not be issued by the Union. 5.04 No employee shall be required to make a written or verbal agreement with the Corporation or its representative which may conflict with the terms of this Collective Agreement. 5.05 The Union may elect or appoint one (1) Xxxxxxx from among Crossing Guard employees who have completed the probationary period, for the purpose of assisting employees with the provisions of this Agreement. The Union shall keep the Corporation notified, in writing, of the name of the current Xxxxxxx. 5.06 The President of the Union shall represent the Crossing Guards during the negotiation process.
Sample 1
UNION RECOGNITION/REPRESENTATION. A. The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing wages, hours, and other conditions of employment. This recognition shall only be for all employees in the Lucas County Engineer/Road Maintenance Department in the following classifications: Laborer 1B (151 – 730 days) Mechanic Laborer 1A* (731 days and thereafter) Equipment Operator 2 Laborer 2 Equipment Operator 3 Laborer 3 Equipment Operator 4 Laborer 3 (Bottom Man) Survey Tech II Survey Crew Chief Any current CDL Employee who does not maintain their CDL goes to the lowest rate on their current pay scale until they re-obtain a CDL. The County Engineer will grant them twenty-four (24) months to re-obtain their CDL. If said employee fails to re-obtain their CDL within the twenty-four (24) month period, they will be terminated. If at any time the loss of CDL status is due to a verified medical condition, the employee shall become a Laborer 1A on their current pay scale. Should the affected employee regain his CDL status during the course of his employment, he shall revert to his previous position. B. Changes in working conditions and wages paid in any classification in the bargaining unit shall not be made without negotiations with the Union, at times and a place mutually agreeable to both parties. A. All newly hired employees shall serve a probationary period of one hundred fifty (150) calendar days. B. For good cause shown to the Union, the probationary period for an employee may be extended for one (1) additional period not to exceed ninety (90) calendar days. C. Probationary employees may be discharged for any reason not prohibited by law. No grievance may be filed in the case of such discharge. D. Employees on probation, including any extension, shall not be advanced to the contract rate. A. The employer shall deduct during the life of this Agreement, from the wages of employees in the bargaining unit, membership dues in Local 267, Ohio Council #8, AFSCME, for each employee who has signed an authorization card for such deductions. Membership is an agreement between the employee and the union. Cancellation of memberships shall be governed by the terms of the Authorization/Membership card. Dues deductions shall be made in equal installments each pay period. The Union shall inform the Employer of the amounts to be deducted under this Article. The Employer further agrees to remit to the Controller of Ohio Council 8, 0000 X. Xxxx Xx., Xxxxxxxxxxx,...
Sample 1
UNION RECOGNITION/REPRESENTATION. SECTION 1. The Employer recognizes the Union as the deemed certified sole and exclusive representative for the purposes of establishing hours of work, salaries, wages, benefits, and all other conditions of employment for the following employees: A. GROUP 2 Firefighters B. GROUP 3 Lieutenants SECTION 2. Notwithstanding the provisions of this Article, management, confidential, professional, supervisory, temporary, seasonal, and employees in the exempt services shall not be included in the Bargaining Unit. All classifications not specifically established herein as being included in this unit shall be excluded from the bargaining unit unless determined otherwise by the appropriate tribunal under the operation of applicable law (O.R.C. 4117) and/ r per this Agreement. SECTION 3. This Agreement shall cover Group 2 and Group 3 employees only. Group 1 employees, while continuing as a part of the deemed unit, are covered by a separate Agreement. SECTION 4. The Employer has the right to establish new positions, delete classifications or positions and retain, reallocate, or modify positions from the unit in compliance with the provisions of this Agreement and Article 35 herein. The Employer agrees to inform the Union of any changes and to negotiate whether said changes and said positions shall be included in the bargaining unit and their proper rates of pay and benefits. The parties will recognize O.R.
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UNION RECOGNITION/REPRESENTATION 
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Related to UNION RECOGNITION/REPRESENTATION

  • UNION REPRESENTATION 5.01 The Local Union may appoint or otherwise select a bargaining committee which shall be composed of not more than seven (7) employees one of whom will be designated as an alternate, and one of whom shall be employed in maintenance. Such committee, together with representatives of the Union shall represent the Union in all negotiations with representatives of the Board for a renewal of this Agreement. The local union shall notify the Board in writing of the names of its bargaining committee members prior to the start of negotiations. 5.02 The Local Union may also appoint or otherwise select up to seven (7) stewards one of whom will be selected as the Chief Xxxxxxx. One of such stewards shall be designated to represent the employees engaged in caretaking in each Field Service Area of the Board, and one of such stewards shall be designated to represent those engaged in maintenance, courier, and warehousing services. In the absence of the designated stewards one of the other stewards may act in their place. The Local Union's Chief Xxxxxxx shall co-ordinate the activities of such stewards. 5.03 A xxxxxxx'x function shall be to assist an employee in the preparation and presentation of grievances to the employee's supervisor and in the event of any violation of Article 4 by any employees to instruct them to return to work and perform their usual duties. A xxxxxxx, with the prior permission of the xxxxxxx'x immediate supervisor, shall be reasonably allowed such time off as is necessary for the prompt investigation and settlement of grievances. The Board will compensate stewards and Union officers for any portion of their regularly scheduled work time spent with the permission of the Board in servicing grievances. The Board may revoke this compensation if it reasonably believes that the time off for servicing grievances is being abused. 5.04 Members of the bargaining committee shall suffer no loss in pay for any portion of their regularly scheduled work time spent in attending negotiations with the Board. 5.05 The Local Union shall notify the Board in writing of the names of its officers, Chief Xxxxxxx and stewards. 5.06 The President of the Local union shall be supplied a copy of Board Corporate Services and Human Resources Committee meeting agendas and Regular Board meeting agendas, 48 hours prior to the meeting/s.

  • UNION RECOGNITION The Employer recognizes the Union as the exclusive bargaining agent for all employees for whom the Union has been certified.

  • Right to Union Representation An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule. In any investigatory interview or discussion, conference or meeting with an employee who is the subject of an investigation which may lead to disciplinary action. At any disciplinary hearing, discussion, conference or meeting (including settlement discussions) with the employee who is the subject of the disciplinary hearing. Management shall allow reasonable time for the Union Representative to attend said meeting but in no case less than one (l) hour if there is a representative on duty at the worksite. If there is no Union representative on duty at the worksite, the employee shall be allowed at least four (4) hours to obtain a Union representative; however, the employee must sign a waiver extending the time limits for imposition of any disciplinary action by no more than one (l) workday, excluding weekends and holidays, for FLSA non-exempt employees and no more than five (5) workdays for FLSA exempt employees. Management shall ensure that an employee has an opportunity to exercise the right to secure Union representation. If the Union cannot or does not have a representative available within a reasonable period of time, the meeting may be conducted without representation. If the Employer disapproves release time for the representative under Article 4, the meeting shall be delayed until the representative is released from duty. The role of the Union Representative during an initial investigation interview conducted by Management is to assist in the clarification of questions and otherwise advise the employee of his/her rights. However, it is the employee who must answer the questions posed to him/her as best as possible, and under no circumstances may the Union Representative answer for the employee, dominate the meeting, or interfere with the Employer's investigating process. At a meeting to discuss mitigating circumstances or to impose disciplinary action or in the course of representing an employee who has filed a disciplinary appeal under SPP Title 11 or a grievance under SPP Title 12, the Union Representative may act as spokesperson on behalf of the employee with prior approval of the employee. An employee shall not have the right to a Union Representative in attendance during a discussion solely related to performance or during a performance review. The right to representation does include a criminal investigation.

  • Association Representation The unit member grievant shall be entitled, upon request, to representation by the Association at all grievance meetings. In situations where the Association has not been invited to represent the unit member, the District shall not agree to a final resolution of the grievance until the Association has received a copy of the grievance and the proposed settlement and has been given the opportunity to file a response to the matter.

  • UNION RECOGNITION AND SECURITY 3.1 The Employer recognizes the Union as the sole bargaining authority for all employees covered by this Agreement and coming within the jurisdiction of the Union. The Union recognizes that the Association is the sole bargaining authority for all subcontractors of the Employer covered by this Agreement and coming within the jurisdiction of the Union. 3.2 The Employer shall be the judge as to the competency of any employee, and shall have the right to discharge men for just cause. The Employer, if requested by the Union, shall provide a termination slip which shall state the reason for discharge or lay-off occurring prior to job completion and whether the employee is eligible for rehire. 3.3 All employees covered by this Agreement, as a condition of continued employment, shall, commencing on the eighth (8th) day following the beginning of such employment, or the effective date of this Agreement, whichever is later, acquire and maintain membership in the Union during the term of their employment. 3.4 Subject to the provisions of Art. 3.2 and Art. 5.8 hereof, the appointment of Journeymen to the capacities of Pipe, Welding, or Tie-in Foremen who shall be members of the Union, is the responsibility of the Employer. Such appointment shall not be interfered with by the Union. 3.5 The Employer recognizes the right of the Union to enforce its Constitution in that the Employer undertakes to provide all welding equipment and shall not employ any employee who provides any vehicle or equipment. No rental equipment shall be utilized to circumvent the intent of this provision. 3.6 The Employer shall require of his employees, as a condition of employment, that an automatic deduction be made from the employee's pay of a sum equal to the regular monthly Union dues. 3.7 As a condition of hiring and continuing employment each employee shall sign the proper authorization form which authorizes the Employer to deduct working dues, initiation fees, and assessments from the employee's pay. The Union will notify the Association in writing as to the amount of fees, dues and assessments to be deducted from the wages of employees from time to time. 3.8 All dues, fees and assessments so deducted shall be remitted to the Local Union not later than the twentieth (20th) of the month following, together with a list showing the amount deducted for each employee. 3.9 The Local Union's Business Manager shall, at the start of a job (i.e. rigging up for pipe operations) select one of its Journeymen members who shall be placed on the Employer's payroll and recognized as the Job Xxxxxxx; such appointment to be confirmed by letter to the Employer. If the Xxxxxxx selected by the Business Manager is objected to by the Employer for valid reason, the Business Manager shall select another Journeyman as Xxxxxxx to whom the Employer has no reasonable objection. 3.10 The Job Xxxxxxx shall perform his duties the same as any other Journeyman and shall not be discharged for Union activities. The Job Xxxxxxx shall be allowed a reasonable amount of time during the working hours to perform the work of the Union but shall not abuse the privilege. On Mainline Pipeline jobs the Job Xxxxxxx shall be the last Journeyman in his classification remaining on the job provided he is competent to perform the work to be completed. Where a main pipe gang and a poor boy pipe gang are used, an Assistant Xxxxxxx may be selected, where warranted, as agreed upon between the Employer and the Union at the Pre-job Conference or by subsequent arrangement. The Assistant Xxxxxxx shall report all matters of concern to the Job Xxxxxxx who will deal with any problem or grievance with the representative of the Employer. Where, on a loop line construction job, crews are working out of separate warehouses or marshalling points, the Union shall have the right to appoint an Assistant Xxxxxxx for and during the continuation of operations out of each separate warehouse or marshalling point. There shall be no non-working Job Xxxxxxx or Assistant Stewards. The Job Xxxxxxx shall be notified of any disciplinary warning given to any employee. 3.11 The Business representative of the Local Union shall have access to any job at any time, providing notice is given to the available Employer's representative on the jobsite. 3.12 In the event of an illegal work stoppage by employees covered by the terms and conditions of this Agreement, those employees not performing work during the work stoppage shall not receive any compensation whatsoever for days not worked. 3.13 It is recognized that traditionally all work combined with, associated with or comprising an integral part of pipeline construction as defined in Article 1 hereof, comes solely within the trade jurisdiction of four International Unions, commonly referred to as the "pipeline craft unions" and their Local Unions which are affiliated with Building and Construction Trades Councils, AFL-CIO. The recognition of this historical precedent is hereby re-affirmed. 3.14 The Employer agrees that, notwithstanding the provisions in any of the other three pipeline crafts’ agreements, appendices or understandings, the assignment of any work shall be made in accordance with local area practice and Provincial Labour Board decisions.

  • Union Recognition and Rights 6 2.1 Bargaining Unit Defined 6 2.2 Bargaining Agent Recognition 7

  • Fair Representation MSEA-SEIU acknowledges its statutory responsibility to represent and handle grievances for all employees within the bargaining unit. The State shall not be responsible for actions taken or not taken by MSEA-SEIU with respect to its responsibility to provide fair representation.

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