Maintaining   Good   Employee   Relations              ‌ Sample Clauses

The "Maintaining Good Employee Relations" clause requires the parties, typically an employer, to foster a positive and respectful working environment for employees. This may involve adhering to fair labor practices, addressing employee grievances promptly, and promoting open communication between management and staff. By setting expectations for workplace conduct and dispute resolution, the clause helps prevent conflicts, supports employee morale, and ensures compliance with employment laws, ultimately contributing to a stable and productive workforce.
Maintaining   Good   Employee   Relations              ‌. The partners to this agreement recognise the mutual responsibilities of each other in that: • The Trust has a responsibility to plan, organise and manage the activities of the Trust according to the objectives set by the Trust Board; and • The Trade Unions and Professional Organisations have a responsibility to represent the interests of their members, to work for improved conditions of employment • These mutual responsibilities do not obviate the requirement to inform, consult and negotiate matters covered by this agreement. The partners to this agreement recognise that there are situations where, despite the best endeavours of all involved, there may be disagreement between the partners. In these situations the following steps may be taken • Where an accredited representative considers that the Trust has failed to disclose information that has impeded the Trade Union or Professional Organisation, the matter should be brought to the attention of the Staff Side Chair in the first instance who will raise the matter with the Director of Human Resources. • If, despite all partners' best endeavours, there is a failure to agree, the first stage would be a 7 day cooling off period. At the end of this period or before, if agreed, both sides will meet again to attempt to resolve the matter. • Where there is still a failure to reach a resolution, subject to the agreement of management and only in exceptional circumstances, the practice or agreement in force at the time the difference is registered, may continue to operate pending a settlement. • Conflicts of opinion should always be resolved before changes are implemented. The partners to this agreement recognise that there may be times when change is necessary in the best interests of service users and staff. • At the time of agreement to either continue or change a practice a formal review date should be agreed as discussions progress • In the event of a complete failure to agree within the internal procedure either party may refer the issue for conciliation to ACAS in an attempt to find a solution. • Differences between the parties not resolved by negotiation or conciliation may be referred to ACAS for arbitration, subject to the agreement of both parties. Provided that both parties agree before referral, the findings of the Arbitrator(s) shall be final and binding upon both parties.
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Maintaining   Good   Employee   Relations              ‌. 9.1 Both sides agree that it is in their mutual interest to observe a sound negotiating agreement by which all issues arising between them can be considered and resolved.
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Maintaining   Good   Employee   Relations              ‌. Both parties agree that it is in their mutual interest to observe the consultation and negotiation procedures by which any issues arising between them can be considered and resolved. Both parties agree that at each stage of the relevant procedure, every attempt will be made to resolve issues raised. It is further agreed that in the event of any difference arising which cannot immediately be resolved, then whatever practice or agreement existed prior to the difference shall continue to operate pending a settlement or until the agreed procedure has been exhausted, unless exceptional operational practicalities or the interest of patients prevail. Both parties agree that at each stage of the relevant procedure every attempt will be made to resolve issues raised and until such procedure has been exhausted, there shall be no stoppage of work, lockout or other coercive action.
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Related to Maintaining   Good   Employee   Relations              ‌

  • Employee Relations Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Labor and Employee Relations As of the date hereof, except as disclosed in Section 4.11(a) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports, (i) neither PSNC nor any of the PSNC Subsidiaries is a party to any collective bargaining agreement or other labor agreement with any union or labor organization and (ii) to the best knowledge of PSNC, there is no current union representation question involving employees of PSNC or any of the PSNC Subsidiaries, nor does PSNC know of any activity or proceeding of any labor organization (or representative thereof) or employee group to organize any such employees. PSNC has delivered or otherwise made available to SCANA true, correct and complete copies of the collective bargaining agreements listed in Section 4.11(a) of the PSNC Disclosure Schedule, together with all amendments, modifications or supplements thereto. Except as disclosed in Section 4.11(b) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports filed prior to the date hereof or except to the extent such could not reasonably be expected to have a PSNC Material Adverse Effect, (a) there is no unfair labor practice, employment discrimination or other written grievance, arbitration, claim, suit, action or proceeding against PSNC or any of the PSNC Subsidiaries pending, or to the best knowledge of PSNC, threatened before any court, governmental department, commission agency, instrumentality or authority or any arbitrator, (b) there is no strike, lockout or material dispute, slowdown or work stoppage pending or, to the best knowledge of PSNC, threatened against or involving PSNC, and (c) there is no proceeding, claim, suit, action or governmental investigation pending or, to the best knowledge of PSNC, threatened in respect of which any director, officer, employee or agent of PSNC or any of the PSNC Subsidiaries is or may be entitled to claim indemnification from PSNC or such PSNC Subsidiary pursuant to their respective charters or by-laws or as provided in the indemnification agreements listed in Section 4.11(c) of the PSNC Disclosure Schedule. Except as set forth in Section 4.11(d) of the PSNC Disclosure Schedule, to the knowledge of PSNC, PSNC and the PSNC Subsidiaries are in material compliance with all federal, state and local laws with respect to employment practices, labor relations, safety and health regulations and mass layoffs and plant closings.

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • Employee Retention Engineer agrees to maintain the organizational and administrative capacity and capabilities to carry out all duties and responsibilities under this Agreement. The personnel Engineer assigns to perform the duties and responsibilities under this Agreement will be properly trained and qualified for the functions they are to perform. If specific qualifications are set forth in job descriptions required by the funding entity and/or in this Agreement, unless a written waiver is granted, Engineer shall only assign personnel with the required qualifications to fulfill those functions. Notwithstanding transfer or turnover of personnel, Engineer remains obligated to perform all duties and responsibilities under this Agreement without degradation and in accordance with the terms of this Agreement.

  • Employee Records 31.01 (i) Each employee shall be entitled to receive a record of their sick leave standing and any personal appraisal or disciplinary action that is added to their file.