Rights of the Parties. Nothing expressed or implied in this Agreement is intended or will be construed to confer upon or give any Person other than the parties hereto any rights or remedies under or by reason of this Agreement or any transaction contemplated hereby.
Rights of the Parties. Should a complainant file a complaint under the provisions of the Human Rights Code, it is understood that the Human Rights Code complaint will be set aside until such time as the procedures under this Article have been completed. Where an allegation includes both complaints under the Human Rights Code and a personal harassment complaint, the local parties may agree to have the Investigator investigate all of the complaints, in order to relieve against expense and duality of process.
2.5.1 The above noted procedure does not restrict:
(a) The employer's right to take disciplinary action;
(b) The union's right to grieve such disciplinary action or to grieve an alleged violation of this Article.
2.5.2 The report of the investigator may be used in the development of an Agreed Statement of Fact for an arbitral proceeding.
Rights of the Parties. 11:1 The Board agrees to make available to the Association upon reasonable written request all information, reports, and budgets which are available to the public and shall, upon reasonable written request, make available to the Association other statistics, information, and records necessary for negotiations.
11:2 The Association shall have the right to use school buildings for Association business on the same basis as other school-affiliated organizations in accordance with District policy.
11:3 The Association may use the school mail system and bulletin board space for posting notices in areas readily available to employees and assigned for the dissemination of information by means of notices, circulars, or other similar materials pertaining to Association business under the following provisions:
(a) The material must identify clearly the individual(s) and/or organization responsible for the information contained therein.
(b) A copy of the material for general distribution or an opportunity to copy material being distributed must be given to the building principal or his designee prior to or at the time of posting or dissemination in that building. If the material is to be distributed or posted system-wide, a copy also must be furnished to the Superintendent or designee prior to or at the time of posting or dissemination.
(c) The use of the mail system and bulletin boards may not interfere with the normal business of the school.
11:4 A copy of current Board policy and Board minutes (agendas) shall be made available electronically to the President of the Association as soon as they are made available online to the public. The Association shall provide the Board copies of its Constitution and By-Laws and a current roster of its elected and appointed officials. A table of the District’s administrative organization with names will be available on the District website.
11:5 The building representative shall have the right to speak to employees during regularly scheduled faculty meetings if the representative notifies the building principal at least two (2) days in advance of the scheduled meetings. The requirement for two (2) days advance notice may be waived by mutual agreement. Placement on the meeting agenda shall be at the discretion of the building principal.
11:6 The Association shall have the right to use, on school premises, office and A-V equipment as designated by the principal when not otherwise being used. The Association shall pay for the cost o...
Rights of the Parties. SECTION 1. The Union retains all rights, except as those rights are limited by the express and specific language of this written Agreement. Nothing anywhere in this Agreement shall be construed to impair the right of the Union to conduct its affairs in all particulars except as expressly and specifically modified by the express and specific language of this written Agreement. It is further agreed that nothing contained in this Agreement shall be construed as limiting the Union’s right to control its internal affairs and discipline its members who have violated the Union’s Constitution and Bylaws, or who have violated the terms of this Agreement, or who have crossed or worked behind a primary picket line including, but not limited to, such a picket line at the Employer’s premises or jobsite where the Employer is engaged in work. It shall not be a violation of this Agreement if the Union advises Cement Masons to exercise rights conferred by this Agreement or provided by law.
SECTION 2. Except as limited by this Agreement the Employer shall have exclusive right to manage their business, to control and supervise all operations and direct all work forces, including but not limited to the right to select and hire, discharge (with or without cause), promote, transfer, or schedule employees, to control and regulate the use of equipment, materials, tools and other property of the Employer and to maintain efficiency among their employees.
SECTION 3. Any reference to “mutual agreement” is defined to mean an agreement between the Union and the Employer.
Rights of the Parties. 5.1. Rostelecom shall have the right to:
5.1.1. Change, on a unilateral basis, the Tariffs, payment terms and conditions and time frames pursuant to para. 4.1.2 hereof.
5.1.2. Initiate temporary suspension of User’s access to the long-distance and international telecommunications in circumstances referred to in para. 7.2. hereof.
5.2. The User shall have the right to:
5.2.1. Raise objections against bills issued to it, in the manner described in Article 8 below.
5.2.2. To refuse to pay for Telecommunications, that was rendered to the User without their concert. Telecommunications shall be deemed provided with User’s consent if the call is made from the User Equipment by means of the course of action referred to in paras 3.2. and 3.3. hereof.
Rights of the Parties. The Parties, according to the ASPS, may:
a) establish, adopt, maintain or implement any sanitary or phytosanitary measures in their territories , only to the extent necessary to protect human life and health (food safety) and animal life and health or to preserve plant health, even if they are stricter than international standard, guidelines or recommendations, provided that there is a scientific basis to justify them;
b) implement the sanitary and phytosanitary measures only to the extent necessary to reach an appropriate level of protection; and
c) verify that plants, animals, products and by-products bound for export are subject to sanitary and phytosanitary monitoring to ensure conformity with the requirements of the sanitary and phytosanitary measures established by the importing Party.
Rights of the Parties. 9.6.1 These procedures may not be used where a complainant has filed a complaint under the BC Human Rights Code.
9.6.2 The above noted procedure does not restrict OC’s right to take disciplinary action or the Association’s right to grieve such disciplinary action or to grieve an alleged violation of this Article.
9.6.3 Employees may process complaints about harassment through the grievance procedure according to Article 36 (Grievance Procedure) subject to the following changes:
9.6.3.1 Where a person who is the subject of a grievance under this Article is the OC representative at any step of the grievance procedure, then the Association may bypass that step of the procedure;
9.6.3.2 Association representatives in the course of investigating a complaint of harassment and OC representatives in the course of investigating a grievance of harassment shall have due regard for the privacy and confidentiality of any and all persons involved in the complaint or grievance;
9.6.3.3 An arbitrator in the determination of a grievance of harassment may take reasonable steps to protect the privacy and confidentiality of all parties, subject to the requirement of fairness to all parties.
9.6.3.4 If, as a result of a grievance, it is determined necessary to separate the work locations of the grievor and the person who is the subject of a grievance, it is agreed that the grievor will not be moved against his/her wishes.
9.6.3.5 All formal grievances under this clause shall be initiated within twelve months of the event. In the case of a series of events, a grievance shall be filed no later than twelve months after the last event in the series on which the complaint is based. The limitation period may be extended if the delay was incurred in good faith or if the delay does not result in substantial prejudice to any of the involved individuals.
Rights of the Parties. 23.1 The Union retains all rights except as those rights are limited by the express and specific language of this written Agreement. Nothing anywhere in this Agreement shall be construed to impair the right of the Union to conduct its affairs in all particulars except as expressly and specifically modified by the express and specific language of this written Agreement. The Union and the Employer agree that nothing contained in this Agreement shall be construed as limiting the Union’s right to control its internal affairs and discipline its members who have violated the Union’s Constitution and Bylaws, or who have violated the terms of this Agreement. This Section is not intended and shall not be construed to authorize any conduct which is proscribed by the National Labor Relations Act.
23.2 Except as specifically limited herein, the Employer shall have the exclusive right to manage its business, to control and supervise all operations and direct all working forces, including but not limited to, the right to select and hire, discipline or discharge for justifiable cause, lay off, promote, transfer, or schedule employees, to control and regulate the use of all equipment, materials, tools and other property of the Employer, and to maintain discipline and efficiency among its employees. Pertaining exclusively to the Washington Association of Signatory Glazing Contractors, Inc. Collective Bargaining Agreement, discipline or discharge for justifiable cause shall be defined as the Employer’s judgment of unsatisfactory quality or quantity of work, unsatisfactory attendance and/or tardiness, lack of skills, misuse of paid time, and/or other unsatisfactory workplace-relevant behavior. The Employer retains discretion to determine the degree of discipline to apply or to waive based upon the Employer’s judgment and without precedent. The Employer will not exercise its judgment or discretion in an arbitrary or capricious manner. Justifiable cause will not apply to an employee who has less than fifteen (15) consecutive working days employment at the Company prior to the date of any discipline/discharge.
23.3 Supervisors or managers shall have the right to work at the trade within the shop only. Under this Section the number of people in these categories shall be determined, by the Employer and the Union, on an individual shop basis.
Rights of the Parties. 6.1 The Board agrees to make available to the Union upon reasonable written request all information, reports and budgets which are available to the public. The District will send to the Union District Vice-President copies of new written work rules; job postings; and within the bargaining unit, new hires, leaves of absence, promotions and transfers.
6.2 A copy of current Board policy and Board minutes and agendas shall be made available online to the Vice-President of the Union as soon as they are made available to the public. The Union shall provide the Board with copies of its constitution, bylaws, and a correct roster of elected and appointed individuals.
6.3 The employer recognizes and agrees to deal with the accredited Union Stewards and any Union officer employed by the district or his representatives as employed by the district in all matters relating to grievances and the implementation of this Agreement.
6.4 The District Vice-President and/or District Secretary and/or shop Xxxxxxx and/or Executive Officers of the Union may leave the place of work without loss of pay only under the following circumstances and conditions:
6.5 The time shall be devoted to proper investigation and processing of grievances as specified under Article 4.
6.6 Authority to leave the workplace or to enter another location shall be requested of the immediate supervisor with a reason for leaving, destination and estimated time for return. Authority shall not be unreasonably withheld.
6.7 Before entering a work area, the meeting time and location shall be approved by the appropriate supervisor of that work area.
6.8 In no event shall employees be released or allowed to enter a work area during work hours if the supervisor determines that operational needs cannot be put off to another time. Reasonable efforts will then be made to make a time and a place available as soon as practicable.
6.9 Union officers, agents, or employees shall not change job orders or interfere in any way with employees' full and faithful performance of their job assignments.
6.10 A written list giving the names of the Stewards, the Chairman of the Grievance Committee, the President of the Union, the Executive Vice-President, Executive Secretary, Executive Treasurer, District Vice-President, and Secretary/Treasurer of the Union shall be furnished to the employer immediately after their designation and the Union shall notify the employer promptly of any changes in such list.
6.11 Accredited representatives...
Rights of the Parties. 5.1. Rostelecom has a right:
5.1.1. To unilaterally introduce changes to Tariffs, conditions and terms of payment according to para. 4.1.2 hereof.
5.1.2. To initiate a temporary stoppage of access to long-distance and international telecommunications to the User in cases covered by para. 7.2 hereof.
5.2. The User has a right:
5.2.1. To make claims about the received xxxx in the order, covered by Article 8 hereof.
5.2.2. To refuse to pay for Telecommunications, that was rendered to the User without their concent.
