Discussion with Union Sample Clauses
The 'Discussion with Union' clause establishes a formal process for the employer to engage in dialogue with the labor union representing employees. Typically, this clause outlines when and how the employer must notify or consult the union regarding workplace changes, disputes, or policy updates, and may specify timelines or procedures for such discussions. Its core practical function is to ensure open communication and collaboration between management and the union, helping to address concerns proactively and prevent misunderstandings or labor disputes.
Discussion with Union. The Parties recognize the value of a discussion, or a meeting prior to laying off Employees in the Bargaining Unit. The purpose is to discuss the relevant factors related to the layoff. The Employer will provide a current seniority list to the Union upon a layoff.
Discussion with Union. The Parties recognize the value of a discussion, or a meeting prior to laying off Employees in the Bargaining Unit. Where the Employer intends to introduce a measure which may result in a reduction of the workforce, the parties shall meet at least two (2) full pay periods prior to the measure being implemented. The purpose is to discuss the relevant factors related to the layoff. The Employer will provide a current seniority list to the Union upon a layoff.
Discussion with Union. The Parties recognize the value of a discussion, or a meeting prior to laying off Employees in the Bargaining Unit. Where the Employer intends to introduce a measure which may result in a reduction of the workforce, the parties shall meet at least twenty• one (21) days prior to the measure being implemented. The purpose is to discuss the relevant factors related to the layoff and possible alternatives. The Employer will provide a current seniority list to the Union upon a layoff. Where a notice of displacement or layoff actually results in a layoff, and prior to the layoff becoming effective, a copy of such notice shall be sent to the Local union designate and HEU staff representative.
Discussion with Union. By mutual agreement of the supervisor and the employee, an employee may discuss the denial or termination notice with the supervisor and have a union representative attend and participate in this discussion.
Discussion with Union. The Parties recognize the value of a confidential meeting prior to laying off Employees in the Bargaining Unit. The purpose of this meeting is to discuss the relevant factors related to the layoff. The Employer will provide a current seniority list to the Union for review during the pre–layoff meeting.
Discussion with Union. Upon notice to the Union, representatives of the Clinic and Union will meet to discuss scope of the reduction and the likely impacted clinics and positions as well as options for voluntary lay-offs (including requests for voluntary layoff), reduction of the scheduling of per diem providers, conversion from regular status to per diem provider, and FTE reductions (full-time
Discussion with Union. Upon request, the Clinic will meet with the Union 2 after providing notice of a reduction in force for nurses covered by this 3 Agreement. The topics to be discussed may include information about the 4 positions being impacted, options for voluntary layoffs, and FTE 5 reductions/changes, e.g., nurses moving to part-time and/or per diem
Discussion with Union. Upon notice to the Union, representatives of 12 the Clinic and Union will meet to discuss scope of the reduction and 13 the likely impacted clinics and positions as well as options for 14 voluntary lay-offs (including requests for voluntary layoff), reduction 15 of the scheduling of per diem providers, conversion from regular 16 status to per diem provider, and FTE reductions (full-time providers 17 going to part-time status). In addition, if the Employer believes that 18 consideration of providers’ skills, competence, performance and 19 qualifications will lead to layoff of a more senior provider, the 20 Employer will notify the Union and upon request, discuss its reasons 21 for the selection. The Employer will consider the options suggested 22 by the Union but will not be required to implement the suggested 23 options.