Administration of this Policy Sample Clauses

Administration of this Policy. 3.1 The responsibility for administering this policy is vested in the [Chief Executive/Executive Director] or delegate. 3.2 In administering this policy, the [Chief Executive/Executive Director] shall provide procedural fairness when making potentially adverse decisions affecting injured workers.

Administration of this Policy. Questions and requests for the interpretation of this policy should be referred to the Human Resources Department (or local decentralized human resources office). The value of the tuition waiver is a taxable benefit to the employee. The value of the tuition waiver is a taxable benefit to the employee. LETTER OF INTENT: EDUCATIONAL ASSISTANCE POLICY‌ July 25, 2018 ▇▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Staff Representative OPSEU ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇ ▇▇▇ ▇▇▇ Dear ▇▇. ▇▇▇▇▇▇▇▇, Members of this bargaining unit holding full-time appointments or part-time appointments of twenty-five (25) percent or more are eligible for the provision of this Policy, however, in the case of part-time staff members, for the first three (3) years of continuous service, the funding is pro-rated in accordance with the part-time appointment. It is agreed that the University may amend the aforesaid Policy from time to time. Yours truly, Alex Brat Executive Director, Labour Relations EDUCATION ASSISTANCE POLICY INTRODUCTION‌ In keeping with its policy objective to provide staff members with opportunities for personal development and establish a working environment that will encourage them to develop their abilities, the University has designed this practice on Educational Assistance. Its provisions define the extent to which the University will financially assist staff to further their formal education. Qualifying staff members referred to below are those staff who are eligible in terms of University service (described under ELIGIBILITY) and have academic acceptability by the Faculty, School, Centre, etc., from whom the course is to be taken and the approval of the Department Head before beginning the course as described under PROCEDURES.

Administration of this Policy. Questions and requests for the interpretation of this policy should be referred to the employee’s decentralized Human Resources Department.

Administration of this Policy. 3.1 The responsibility for administering this policy is vested in the Employer. 3.2 In administering this policy the Employer shall provide procedural fairness when making

Administration of this Policy. Questions and requests for the interpretations of the policy should be referred to the staff members’ Decentralized Personnel Office.

Administration of this Policy. Questions and requests for the interpretation of this policy should be referred to the employee’s decentralized Human Resources Department. November 7, 2002 Ms. ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ National Representative Canadian Union of Public Employees, Local 3261 ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ Suite 800 Scarborough, Ontario M1B 3V4 Dear ▇▇. ▇▇▇▇▇▇▇▇, The University agrees that employees in the bargaining unit shall be entitled to the benefits of the Educational Assistance Policy attach hereto. Yours truly, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Director, Human Resources

Administration of this Policy. 3.1 The responsibility for administering this policy is vested in the CE SA Health or delegate. 3.2 In administering this policy the CE SA Health shall provide procedural fairness when making potentially adverse decisions affecting injured workers.

Administration of this Policy. Questions and requests for the interpretations of the policy should be referred to the Human Resources Department. BENEFITS, 15 BEREAVEMENT LEAVE, 13 CLOTHING, 14 Contracting or Subcontracting, 14 Conventions and Seminars, 7 CORRESPONDENCE, 14 Dental Care Plan, 15, 18 DISCHARGE. See Suspension or Discharge Discharge Grievance, 4 DISCIPLINARY INTERVIEW, 3 DISCRIMINATION, 1 Employment Equity, 2 Sexual Harassment, 2 Discussion of Layoff, 21 DURATION AND MODIFICATION OF AGREEMENT, 15 Employment Equity, 2 Extended Health Care Plan, 15, 18 Fee Waiver for Dependants, 22 Full-time Officer of the Union, 7 GRIEVANCE PROCEDURE, 3 Discharge Grievance, 4 Policy or Group Grievance, 4 Group Life and Survivor Income Plan, 15 Group Life And Survivor Income Plan, 18 HIRING, 5 Hospitalized During Vacation, 12 HOURS OF WORK, 8 Overtime, 8 Shift Premium, 8 JOB SECURITY, 14 Joint Membership, 19 Joint Membership Plan, 15 JURY DUTY OR CROWN WITNESS SERVICE, 13 LEAVES OF ABSENCE, 7 Conventions and Seminars, 7 Full-time Officer of the Union, 7 Seniority During Leave of Absence, 8 LOCKOUTS. See No Strikes or Lockouts Long-Term Disability Plan, 15, 17 MANAGEMENT FUNCTIONS, 1 Meal Allowance, 9 Medical Examination, 12 Misuse of Sick Leave, 12 NO STRIKES OR LOCKOUTS, 1 Overtime, 8, 10 PAID HOLIDAYS, 9 PAID PERSONAL LEAVE OF ABSENCE, 13 PATERNITY LEAVE, 13 Pension Plan, 15, 17 Physician's Certificate, 12 Policy or Group Grievance, 4 PROBATIONARY EMPLOYEES, 5 Recall, 9 RECOGNITION AND COVERAGE, 1 Rest Periods, 9 SAFETY SHOES ALLOWANCE, 14 Semi-Private Hospital Accommodation Plan, 15, 19 SENIORITY Temporary Layoff Notice, 6 Termination Layoff Notice, 6 Seniority During Leave of Absence, 8 Sexual Harassment, 2 Shift Premium, 8 SICK LEAVE, 11

Administration of this Policy. Questions and requests for the interpretation of this policy should be referred to the employee’s decentralized Human Resources Department. November 20, 2002 Ms. ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ National Representative Canadian Union of Public Employees, Local 3261 Part-Time Bargaining ▇▇▇▇ ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, Suite 800 Scarborough, Ontario M1B 3V4 Dear ▇▇. ▇▇▇▇▇▇▇▇, The parties are committed to the early settlement of grievances and as such mutually agree that the process of grievance mediation is a valuable tool in arriving at mutually agreeable grievance settlements. In this regard the parties agree that by mutual agreement on a case-by-case basis, grievances may be referred to private grievance mediation prior to the grievance being heard by a sole arbitrator or a board of arbitration as set out in this collective agreement. In such circumstances the parties shall by mutual agreement select the grievance mediation company and they shall jointly and equally bear the fees and expenses of the mediator. Yours truly, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Director, Human Resources November 20, 2002 Ms. ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ National Representative Canadian Union of Public Employees, Local 3261 Part-Time Bargaining ▇▇▇▇ ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, Suite 800 Scarborough, Ontario M1B 3V4 Dear ▇▇. ▇▇▇▇▇▇▇▇, The Parties are committed to resolving sexual harassment issues as early as possible. Therefore the Union shall have the right to appoint or select, on a trial basis, a Sexual Harassment Officer from the bargaining unit membership who has completed the probationary period and who shall attempt to resolve workplace sexual harassment issues on the St. ▇▇▇▇▇▇ campus in accordance with Articles 4:02 to 4:05 for both the full-time and part-time Union locals. The Union acknowledges that the Sexual Harassment Officer has duties to perform on behalf of the Employer and shall not absent herself/himself from such duties unreasonably in order to attend to sexual harassment issues. The Sexual Harassment Officer shall be required to request leave from their supervisor before leaving their place of work and report back to the supervisor on returning to work. The Employer’s obligation with respect to paid release time shall extend only to the time the Sexual Harassment Officer is dealing with a complaint. Yours truly, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Director, Human Resources November 20, 2002 Ms. ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ National Representative Canadian Union of Public Employees, Local 3261 Part-Time Bargaining ▇▇▇▇ ▇▇▇ ▇▇▇▇▇▇ ▇▇▇...