- BOARD AND UNION RELATIONS Sample Clauses

- BOARD AND UNION RELATIONS. 4.01 The "Board" acknowledges the right of the "Union" to appoint or otherwise select a Union Committee which shall consist of not more than three (3) members, plus one (1) alternative member. Such members shall be regular full-time employees of the "Board" and shall be members of the bargaining unit and have completed their probationary period. Such Committee shall have the right at any scheduled meeting held with the "Board" to have the assistance of a full-time staff representative of the Canadian Union of Public Employees when dealing or negotiating with the "Board". The "Union" will advise the "Board” of the members of said Committee and shall keep the "Board" informed of any changes at all times so that the "Board" will be currently informed. 4.02 This Committee shall be known as the "Union Committee" and shall function as a Negotiating Committee and/or a Grievance Committee. The "Board" will recognize and deal with said Committee in an endeavour to complete a collective agreement between the "Union" and the "Board". The "Board" further agrees that it will recognize and deal with said committee with respect to any grievances which might arise during the life of this collective agreement and in accordance with its terms. 4.03 The full-time staff representative of the Canadian Union of Public Employees may have the right of access to the "Board's" premises in order to investigate and assist in the settlement of a grievance. Before entering such premises the staff representative must have prior approval of the "Board". The "Board" shall have the right of designation of time and conditions. 4.04 A current member of the "Union Committee" upon request to the "Board" shall be permitted reasonable time off without loss of pay to attend meetings scheduled between the "Union Committee", the "Union" and the "Board" during working hours. 4.05 The Union understands and agrees that each committee person is employed to perform full time work for the "Board" and that the work place will not be left during working hours except to perform the duties as committee person under this Agreement. Therefore, no committee person shall leave the work place without obtaining the permission of the supervisor or in the supervisor's absence an authorized representative of the “Board”. 4.06 Both parties agree that there will be no discrimination nor interference, coercion or intimidation, by reason of race, sex, or marital status, exercised or permitted with respect to any employee...
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Related to - BOARD AND UNION RELATIONS

  • Employer Union Relations No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The ▇▇▇▇▇▇▇ shall assist any Employee, which the ▇▇▇▇▇▇▇ represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • 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 Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.