Joint Discussion Sample Clauses

Joint Discussion. Following notification of the proposed change to the Union, the Parties shall meet to deliberate upon the impact of the technological change including: (a) Identifying positions, classifications, and employees who may be displaced, downgraded, laid off or terminated. (b) The manner and date the changes will be implemented. (c) The possible application of a labour adjustment plan as set out in Section 54 of the Labour Relations Code
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Joint Discussion. The Employer and the Union recognize the value of joint discussions when a layoff may occur. Once the Employer has identified the possibility of a layoff, the Employer will notify the Union. Representatives of the Employer and the Union shall meet to discuss alternatives to layoff, which may include the assignment of hours worked by casual, vacant positions, reduced FTEs, voluntary layoff or changes to schedules. During this meeting the Employer will provide: (i) Bi-weekly reductions of hours per position (where applicable) (ii) Revised blank schedules of affected positions (where applicable) (iii) Updated seniority list In the event that after these discussions there is no alternative to layoff, the following process shall apply.
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Joint Discussion. The Employer and the Union recognize the value of meeting prior to a layoff. The purpose of this meeting is to discuss the process of how the layoff will take place, review the updated seniority list, discuss alternative layoff processes that may be more appropriate in the particular circumstances, and discuss other factors relevant to the layoff.
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Joint Discussion. The Employer and the Union recognize the value of joint discussions, when a layoff will occur. Representatives of the Employer and the Union may meet to discuss alternative layoff processes that may be more appropriate in the particular circumstances. In the event that the Parties do not mutually agree in writing that alternative processes are appropriate, the following will apply.
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Related to Joint Discussion

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Settlement Discussions This Agreement is part of a proposed settlement of matters that could otherwise be the subject of litigation among the Parties hereto. Nothing herein shall be deemed an admission of any kind. Pursuant to Federal Rule of Evidence 408 and any applicable state rules of evidence, this Agreement and all negotiations relating thereto shall not be admissible into evidence in any proceeding other than to prove the existence of this Agreement or in a proceeding to enforce the terms of this Agreement.

  • Discussion Staff has reviewed the proposal relative to all relevant policies and advise that it is reasonably consistent with the intent of the MPS. Attachment B provides an evaluation of the proposed development agreement in relation to the relevant MPS policies.

  • Informal Discussions Before a written grievance is submitted, informal discussions will take place between the aggrieved party, the principal or supervisor and Education Minnesota – OSSEO representative. Through these discussions the parties will attempt to resolve the problem. Subd. 2. Level I: If the grievance is not resolved through informal discussions, the aggrieved party may submit the grievance in writing to the principal or supervisor. A copy of such written grievance must simultaneously be filed with Human Resources. The Director, Human Resources will set a meeting date within five (5) days of receipt of the written grievance. The Director, Human Resources will give a written decision on the grievance to the parties involved within ten (10) days after the meeting. Subd. 3. Level II: In the event the grievance is not resolved in Level I, the decision rendered may be appealed to the superintendent of schools, provided such appeal is made in writing within five (5) days after receipt of the decision in Level I. If a grievance is properly appealed to the superintendent, the superintendent or designee will set a time to meet regarding the grievance within fifteen (15) days after receipt of the appeal. Within ten (10) days after the meeting, the superintendent or designee will issue a decision in writing to the parties involved. Subd. 4. Level III: In the event the grievance is not resolved in Level II, the decision rendered may be appealed to the School Board, provided such appeal is made in writing within five (5) days after receipt of the decision in Level II. If a grievance is properly appealed to the School Board, the School Board will set a time to hear the grievance within twenty (20) days after the receipt of the appeal. Within twenty (20) days after the meeting, the School Board will issue its decision in writing to the parties involved. At the option of the School Board, a committee or representative(s) of the School Board may be designated by the School Board to hear the appeal at this level and report its findings and recommendations to the School Board. The School Board will then render its decision.

  • Mutual Discussions The Employer and the Union acknowledge the mutual benefits to be derived from dialogue between the parties and are prepared to discuss matters of common interest.