Notification to the Employee and Union Clause Samples

The "Notification to the Employee and Union" clause requires the employer to formally inform both the affected employee and their union representative about specific actions or decisions, such as disciplinary measures, layoffs, or changes in employment terms. Typically, this notification must be provided in writing and within a set timeframe, ensuring that both parties are aware of the situation and can respond appropriately. The core function of this clause is to promote transparency and allow the union to advocate for the employee's rights, thereby ensuring fair treatment and due process in the workplace.
Notification to the Employee and Union. The Employer agrees, at the request of unsuccessful applicants, to discuss reasons for not being promoted and areas where the employee can improve opportunities for advancement.
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Notification to the Employee and Union. Unsuccessful candidates shall be contacted to advise them of this fact prior to the announcement of the name of the successful candidate. Unsuccessful candidates may request a post interview to assist employees in identifying self development opportunities by discussing the following information with the candidate: • work sample, assessment tools, interview questions and candidate’s answers.
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Notification to the Employee and Union. Unsuccessful candidates shall be called to advise them of this fact prior to the announcement of the name of the successful candidate, which shall be posted on all designated bulletin boards. The Union shall be notified monthly in writing of all changes in classification, hirings, layoffs, recalls and terminations of employment.
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Related to Notification to the Employee and Union

  • Notification to Employee and Union Within seven (7) calendar days of the date of appointment to a vacant position within the bargaining unit, the name of the successful applicant shall be posted. The Union shall be notified of all appointments. The Employer agrees, at the request of unsuccessful applicants, to discuss reasons for not being promoted and areas where the employee can improve opportunities for advancement.

  • Notification to the Union The Employer shall advise the Union of the appointment, termination, or change of status of each Employee in the bargaining unit in accordance with Article 8.06.

  • EMPLOYMENT POLICY AND UNION MEMBERSHIP 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are available employees on layoff qualified to do the work. 5.03 New employees will be hired on a three (3) month probationary period, and thereafter shall attain regular employment status. Their respective seniority shall be dated back to the date of their last hiring by the Employer. 5.04 Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. 5.05 The Employer and the Union will endeavour to make use of an apprenticeship program for employees hired in the Skilled ▇▇▇▇▇▇▇ Helper and ▇▇▇▇▇▇▇ Helper classifications. The parties recognize the Employer's legitimate concern to maintain control over the availability of manpower especially at peak work periods. 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employees because of Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. Before commencing work, any new employee will be referred by the Employer to a ▇▇▇▇▇▇▇ or Local 52 Representative in order to give such ▇▇▇▇▇▇▇ or Local 52 Representative an opportunity to describe the Union's purposes and representation policies to such new employees.

  • Notification to Union The Hospital will provide the union with a list, monthly of all hirings, lay-offs, recalls and terminations within the bargaining unit where such information is available or becomes readily available through the Hospital's payroll system."

  • Employee Notification A copy of any disciplinary action or material related to employee performance which is placed in the personnel file shall be provided to the employee (the employee so noting receipt, or the supervisor noting employee refusal to acknowledge receipt) or sent by certified mail (return receipt requested) to the employee's last address appearing on the Employer's records.