Committee Structure Sample Clauses

Committee Structure. The parties shall appoint a District Labour Management Committee composed of not more than four (4) members of management and four (4) members of the Union with the understanding that additional knowledgeable and appropriate people may attend to speak on specific issues. The committee chair will alternate between the Employer and the Union.

Committee Structure. 1. There shall be one (1) LPDC. 2. The scope of the LPDC shall be district wide.

Committee Structure. A District Health and Safety Committee shall be established and composed of two (2) representatives of the Association and two (2) representatives of the Board, without eliminating the rights of both parties to engage consultants and assistance from other jurisdictions. These consultants will not become members of the joint committee. The District Health and Safety Committee shall be expanded to include two (2) representatives from CUPE Local 703.

Committee Structure. The structure of the continuing curriculum study committee shall be subject to the mutual approval of the Board and the Association. This committee shall not be limited to Association members.

Committee Structure. Mill Operations with one Local Union in the mill shall have a union committee structure of not less than two (2) and not more than three (3) members. Mill operations where there are two Local Unions shall have a committee consisting of not less than three (3) nor more than five (5) members. Such committee members shall be selected by the Union or Unions concerned. The Company shall appoint a Management Welfare Committee consisting of not less than two (2) members and not more than the aggregate number of members of the Union Welfare Committee.

Committee Structure. This Committee structure establishes equal number of voting representatives from the employer and employees due to the premise that they both share an equal concern in preventing accidents and injuries arising out of conditions in the workplace.

Committee Structure. The Labour Management Committee will consist of two (2) representatives of the Employer and two (2) representatives of the Union. By Mutual agreement, the parties may increase the size of the Committee, maintaining equal representation.

Committee Structure i. The Association and District will be represented. ii. Committee will be made up of the Association President (or designee), Association member (or designee), and the Associate Vice President of Human Resources (or designee). iii. Quorum of the committee is defined as 2 voting members, one of which is the Associate Vice President of Human Resources (or designee). iv. A Payroll representative will serve as a resource to the committee as needed.

Committee Structure. The figure below presents the eight (8) governance committees and their relationship. Each committee has responsibility for certain decisions, based on their role as defined in the roles and responsibilities matrix. Additionally, the IT Leadership Committee serves as the escalation point for unresolved issues from the solution groups and the Business Executive Leadership Committee serves as the escalation point for unresolved issues from the IT Leadership Committee. Committee responsibilities are below. A broad overview of the decision making framework can be found in Section 2.3.6 below and specific details can be found in the roles and responsibilities matrix. Solution Groups are the front line for addressing most enterprise issues that are not initially resolved between DIR Customers, DIR and DCS Service Provider staff. The goal is to resolve enterprise issues and escalated DIR Customer-specific issues at this level through consensus-based solution building efforts. In addition, each group has responsibility for strategic decisions in their area of expertise. Specific responsibilities of each group are as follows: • Generally oversee the transformation program • Resolve and approve requests for changes to transformation timing that affect other agencies • Support milestone tracking • Approve changes to the Transformation Plan • Approve resolution of escalated transformation issues • Consulted on the Technology Plan • Monitor trends in performance and Problem management • Focus on trends in Service delivery issues • Focus on addressing delivery issues and resolution on an enterprise level • Review and recommend changes to Service Levels • Review and recommend changes to Services • Track and monitor contract obligations and understand the commercial implications • Oversee contract changes and amendments • Resolve issues regarding contractual or financial matters • Monitor progress against contract Deliverables • Identify trends in contractual and financial issues • Monitor and assess financial results realized against business case • Act as technology steering committee • Approve technology standards (architecture/platform) • Own the technology roadmap • Guide evaluation of new and emerging technologies • Consulted on technology approvals related to Transformation Services • Oversight of project prioritization process • Monitoring and tracking work requests and status • Cross-DIR Customers priorities and forecast (i.e. 30, 60, 90 days). • Reviewing sugges...