Local Union Representation Sample Clauses

Local Union Representation a. An employee who believes his or her position was improperly designated a TDP under applicable laws, rules and regulations may grieve the matter under the negotiated grievance procedure. Filing a grievance of the TDP determination will not exempt the employee from random testing, will not exempt the employee from disciplinary and/or adverse action and will not be considered in the penalty determination following a disciplinary and/or adverse action. b. A grievance concerning an alleged impropriety in the drug testing process will be handled by the parties in the same manner as any other grievance. Filing a grievance of an alleged impropriety in the drug testing process will not exempt the employee from random testing, will not exempt the employee from disciplinary and/or adverse action and will not be considered in the penalty determination following a disciplinary and/or adverse action. c. The Local Union will be provided, upon request, with information concerning the general drug testing process and the chain of custody of the sample(s) consistent with applicable law, rules and regulations.
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Local Union Representation. The Union will notify the Employer in writing of the names of stewards and committee members and of any changes from time to time made therein. The Employer shall not be required to recognize any member of a committee until such notification from the Union has been received.
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Local Union Representation. Section 8.1. The Employer agrees to recognize the elected officers, authorized representatives, and stewards appointed by the Union President. Section 8.2. The Union's representatives (officers, stewards, chief ▇▇▇▇▇▇▇, representatives) appointed/elected shall not exceed the ratio of 1 for every Section 8.3. A ▇▇▇▇▇▇▇ will restrict his activities to representational matters that include, but are not limited to: policies, practices, conditions of employment and safety/health matters that my also include accompanying fire and/or safety personnel during scheduled inspections pursuant to 29 CFR Part 1960, involving employees in the bargaining unit. A ▇▇▇▇▇▇▇ can act as the Union's representative on committees of which the Union is a member. Section 8.4. The Union will maintain and furnish the Employer a list of its officers, stewards, chief ▇▇▇▇▇▇▇ and representatives. The list will also include the employing activity and telephone numbers of officers/stewards/representatives who are Department of Army employees at Fort ▇▇▇▇▇▇▇. Section 8.5. Union officers and stewards are responsible for representing the interests of the employees in meetings and discussions with management officials concerning representation and work-related matters. Representation should occur at the lowest level at which a matter can be resolved, and the initial point of contact should be the lowest level management official and Union official having responsibility and authority to act. They may investigate and discuss employee complaints and grievances with employees who have knowledge of the matter at hand and with appropriate management officials for the purposes of contributing toward resolution of such on-the- job problems. Time during working hours will be granted stewards for these activities, IAW Section 8.6. Stewards shall not solicit complaints or grievances. However, they should be allowed to give full and complete consideration and assist in processing to completion any complaint or grievance found by the ▇▇▇▇▇▇▇ to have merit.
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Local Union Representation a. An employee who believes his or her position was improperly designated a TDP may grieve the matter under the negotiated grievance procedure. Seeking review of the TDP determination will not exempt the employee from random testing during the review process or during any negotiated grievance procedure over such.. b. A grievance concerning an alleged impropriety in the drug testing process will be handled by the parties in the same manner as any other grievance. The parties will cooperate in attempts to resolve any dispute according to the negotiated grievance procedure.
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Related to Local Union Representation

  • UNION REPRESENTATION 3.01 For the purpose of representation with the Employer, the Union shall function and be recognized as follows: a. The Union may appoint up to two (2) stewards. Stewards are representatives of the employees in certain matters pertaining to this Agreement, including the processing of grievances. b. Union Representatives are representatives of the employees in all matters pertaining to this Agreement, particularly for the purpose of processing grievances, negotiating amendments to and renewals of this Agreement and enforcing the employees' collective bargaining rights as well as any rights under this Agreement and under the law. 3.02 The Union agrees to notify the Employer in writing of the names of its stewards and the effective dates of their appointments. The Employer shall not be required to recognize a ▇▇▇▇▇▇▇ until such notice is received. 3.03 Stewards will not absent themselves from their work to deal with grievances without first obtaining permission from the Employer. Permission will not be withheld unreasonably. Stewards that are absent from work to attend a grievance arbitration, mediation, or any other proceeding that arises from the administration or enforcement of this Agreement will not receive their regular hourly rate. 3.04 The Employer may meet periodically with the employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. A Union Representative may attend such meetings. 3.05 There shall be no Union activity at any time on the Employer's premises, or in connection with the Employer’s business operations, except that which is necessary for the processing of grievances and the administration and enforcement of this Agreement. 3.06 Union Representatives shall have the right to periodically visit job sites without disrupting productivity and without unreasonable intrusion into the Employer or its clients’ premises. The Union’s Representative shall report to the site superintendent, or ▇▇▇▇▇▇▇ upon arriving at a worksite, and shall abide by all necessary protocol as determined by the general contractor, the Employer, or the client.

  • Right to Union Representation An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule. In any investigatory interview or discussion, conference or meeting with an employee who is the subject of an investigation which may lead to disciplinary action. At any disciplinary hearing, discussion, conference or meeting (including settlement discussions) with the employee who is the subject of the disciplinary hearing. Management shall allow reasonable time for the Union Representative to attend said meeting but in no case less than one (l) hour if there is a representative on duty at the worksite. If there is no Union representative on duty at the worksite, the employee shall be allowed at least four (4) hours to obtain a Union representative; however, the employee must sign a waiver extending the time limits for imposition of any disciplinary action by no more than one (l) workday, excluding weekends and holidays, for FLSA non-exempt employees and no more than five (5) workdays for FLSA exempt employees. Management shall ensure that an employee has an opportunity to exercise the right to secure Union representation. If the Union cannot or does not have a representative available within a reasonable period of time, the meeting may be conducted without representation. If the Employer disapproves release time for the representative under Article 4, the meeting shall be delayed until the representative is released from duty. The role of the Union Representative during an initial investigation interview conducted by Management is to assist in the clarification of questions and otherwise advise the employee of his/her rights. However, it is the employee who must answer the questions posed to him/her as best as possible, and under no circumstances may the Union Representative answer for the employee, dominate the meeting, or interfere with the Employer's investigating process. At a meeting to discuss mitigating circumstances or to impose disciplinary action or in the course of representing an employee who has filed a disciplinary appeal under SPP Title 11 or a grievance under SPP Title 12, the Union Representative may act as spokesperson on behalf of the employee with prior approval of the employee. An employee shall not have the right to a Union Representative in attendance during a discussion solely related to performance or during a performance review. The right to representation does include a criminal investigation.

  • Association Representation The unit member grievant shall be entitled, upon request, to representation by the Association at all grievance meetings. In situations where the Association has not been invited to represent the unit member, the District shall not agree to a final resolution of the grievance until the Association has received a copy of the grievance and the proposed settlement and has been given the opportunity to file a response to the matter.

  • Basic Representations Section 3(a) of the Agreement is hereby amended by the deletion of “and” at the end of Section 3(a)(iv); the substitution of a semicolon for the period at the end of Section 3(a)(v) and the addition of Sections 3(a)(vi), as follows:

  • Union Representative Upon mutual agreement of the parties, the number may be altered from time to time. Where a Union Representative commences on an extended leave of absence, the Union will endeavour to find a temporary replacement for the Union Representative from within the Home.