Exchange of Information for Processing Grievances Sample Clauses

Exchange of Information for Processing Grievances. A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. ▇. ▇▇▇▇▇▇▇▇▇▇ principles (the right of an employee who reasonably believes that they may be subject to discipline to have, upon the employee’s request, a Union representative present during the investigatory interview) shall apply during investigatory interviews of an employee. C. Upon request from the Union representative, the Employer will provide that Union representative with written statements of witnesses, if they exist. D. Upon request from the Employer’s representative, the Union will provide the Employer’s representative with statements of witnesses, if they exist. E. Employees who receive witness statements must comply with the State’s policy that witness statements and the information contained in the statements will not be redisseminated to any person not directly involved with the processing of the grievance. Employees who violate the State’s policy on redissemination will be subject to disciplinary action. F. When a grievance is scheduled for arbitration, if the representative of either party desires to interview a witness prior to the arbitration hearing and the witness has been interviewed by the Employer or the Union in the course of a grievance investigation, the interview shall be conducted in the presence of a representative from DAS-HRE. Witnesses are not required to grant the interview, however, such interviews, when conducted, shall be limited to the witness, an AFSCME Iowa Council 61 staff representative or attorney, and the representative from DAS-HRE.
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Exchange of Information for Processing Grievances. A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. ▇. ▇▇▇▇▇▇▇▇▇▇ principles (the right of an employee who reasonably believes that they may be subject to discipline to have, upon the employee’s request, a Union representative present during the investigatory interview) shall apply during investigatory interviews of an employee. Management shall inform an employee of their right to have a Union representative present during the investigatory interview. C. Upon request from the Union representative, the Employer will provide that Union representative with written statements of witnesses, if they exist. D. Upon request from the Employer’s representative, the Union will provide the Employer’s representative with statements of witnesses, if they exist. E. Employees who receive witness statements must comply with the State’s policy that witness statements and the information contained in the statements will not be redisseminated to any person not directly involved with the processing of the grievance. Employees who violate the State’s policy on redissemination will be subject to disciplinary action. F. When a grievance is scheduled for arbitration, if the representative of either party desires to interview a witness prior to the arbitration hearing and the witness has been interviewed by the Employer or the Union in the course of a grievance investigation, the interview shall be conducted in the presence of a representative from DAS-HRE. Witnesses are not required to grant the interview, however, such interviews, when conducted, shall be limited to the witness, an AFSCME Iowa Council 61 staff representative or attorney, and the representative from DAS-HRE.
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Exchange of Information for Processing Grievances. A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. ▇. ▇▇▇▇▇▇▇▇▇▇ principles (note: the right of an employee who reasonably believes that they may be subject to discipline to have, upon the employee's request, a union representative present during the investigatory interview) shall apply during an investigatory interview of that employee. C. Upon request from a designated AFSCME representative, the Employer will provide the representative with written statements of witnesses, if they exist. D. Upon request from the Employer's representative, the Union will provide the Employer's representative with statements of witnesses, if they exist. E. If the grievance is scheduled for arbitration and if the representative of either party desires to interview a witness prior to the arbitration hearing, and the witness has been interviewed by the Employer or the Union in the course of a grievance investigation, the interview shall be conducted in the presence of the State Court Administrator or designee. Witnesses are not required to grant the interview; however, such interview shall be limited to the witness, an AFSCME Council 61 Staff Representative or attorney, and the State Court Administrator or designee.
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Exchange of Information for Processing Grievances. A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. B. Upon request from the Union representative, the Employer will provide that Union representative with written statements of witnesses, if they exist. C. Upon request from the Employer’s representative, the Union will provide the Employer’s representative with statements of witnesses, if they exist. ▇. ▇▇▇▇▇▇▇▇▇ who receive witness statements must comply with the State’s policy that witness statements and the information contained in the statements will not be disseminated to any person not directly involved with the processing of the grievance. Employees who violate the State’s policy on dissemination will be subject to disciplinary action. E. When a grievance is scheduled for arbitration, if the representative of either party desires to interview a witness prior to the arbitration hearing and the witness has been interviewed by the Employer or the Union in the course of a grievance investigation, the interview shall be conducted in the presence of a representative from DAS-LLS. Witnesses are not required to grant the interview, however, such interviews, when conducted, shall be limited to the witness, an AFSCME Iowa Council 61 staff representative or attorney, and the representative from DAS-LLS.
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Exchange of Information for Processing Grievances. A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. ▇. ▇▇▇▇▇▇▇▇▇▇ principles (the right of an employee who reasonably believes that they may be subject to discipline to have, upon the employee’s request, a Union representative present during the investigatory interview) shall apply during investigatory interviews of an employee. C. Upon request from the Union representative, the Employer will provide that Union representative with written statements of witnesses, if they exist. D. Upon request from the Employer’s representa- tive, the Union will provide the Employer’s represen- tative with statements of witnesses, if they exist. E. Employees who receive witness statements must comply with the State’s policy that witness state- ments and the information contained in the state- ments will not be redisseminated to any person not directly involved with the processing of the griev-
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Related to Exchange of Information for Processing Grievances

  • Exchange of Information 1. The competent authorities of the Contracting States shall exchange such information as is foreseeably relevant for carrying out the provisions of this Agreement or to the administration or enforcement of the domestic laws concerning taxes of every kind and description imposed on behalf of the Contracting States, or of their political subdivisions or local authorities, insofar as the taxation thereunder is not contrary to the Agreement. The exchange of information is not restricted by Articles 1 and 2. 2. Any information received under paragraph 1 by a Contracting State shall be treated as secret in the same manner as information obtained under the domestic laws of that State and shall be disclosed only to persons or authorities (including courts and administrative bodies) concerned with the assessment or collection of, the enforcement or prosecution in respect of, the determination of appeals in relation to the taxes referred to in paragraph 1, or the oversight of the above. Such persons or authorities shall use the information only for such purposes. They may disclose the information in public court proceedings or in judicial decisions. 3. In no case shall the provisions of paragraphs 1 and 2 be construed so as to impose on a Contracting State the obligation: (a) to carry out administrative measures at variance with the laws and administrative practice of that or of the other Contracting State; (b) to supply information which is not obtainable under the laws or in the normal course of the administration of that or of the other Contracting State; (c) to supply information which would disclose any trade, business, industrial, commercial or professional secret or trade process, or information the disclosure of which would be contrary to public policy (ordre public). 4. If information is requested by a Contracting State in accordance with this Article, the other Contracting State shall use its information gathering measures to obtain the requested information, even though that other State may not need such information for its own tax purposes. The obligation contained in the preceding sentence is subject to the limitations of paragraph 3 but in no case shall such limitations be construed to permit a Contracting State to decline to supply information solely because it has no domestic interest in such information. 5. In no case shall the provisions of paragraph 3 be construed to permit a Contracting State to decline to supply information solely because the information is held by a bank, other financial institution, nominee or person acting in an agency or a fiduciary capacity or because it relates to ownership interests in a person.