RIGHTS AND RESPONSIBILITIES OF EMPLOYEE REPRESENTATIVES Sample Clauses

RIGHTS AND RESPONSIBILITIES OF EMPLOYEE REPRESENTATIVES. 3.6.1 For the purposes of this clause "employee representative", means an elected representative who represents the views of employees in the workplace. 3.6.2 Airservices shall be given written notification of the details of employees who have been elected or appointed as an employee representative as soon as practicable. 3.6.3 We accept that the role and activities of employee representatives are, when requested by employees, to provide support and/or represent employee interests before management in relation to matters covered by the Agreement. 3.6.4 Employee representatives have a responsibility to consult their immediate supervisor as soon as practicable in relation to their activities and the facilities that they require so that arrangements can be made in a timely manner. 3.6.5 Access to paid time away from duty will be provided at our discretion and will not be unreasonably denied, including employee representatives attending training programs on the consultative process provided that such training programs are not provided by a trade union. 3.6.6 Use of facilities such as a computer, photocopier, notice boards, telephone, video conference, facsimile, email and meeting rooms will also be provided, so as not to inconvenience workplace operations. 3.6.7 Attendance at meetings which are for purposes other than NCC/DCC, NCC/DCC Sub Committees or EGB hearings are to be viewed as routine employee representation activity. As such, responsibility for funding any travel and/or associated costs resides with the Union or other representative wishing to participate in the meetings. 3.6.8 Any instances of misuse of our facilities may result in them being withdrawn. Such action would only occur after an investigation of the alleged misuse has been conducted and discussions have been held between Airservices and the Union or other representative. 3.6.9 It remains a condition of access to our electronic communications system that the facility is not to be used as a broadcast medium for sending information to groups, networks or on an employee/membership wide basis without the approval of Airservices in each instance.
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RIGHTS AND RESPONSIBILITIES OF EMPLOYEE REPRESENTATIVES. 35.1 The rights and obligations under this clause apply to all appointed Employee Representatives. 35.2 An Employee will be recognised as an Employee Representative if: (a) appointed or elected as a union delegate in the workgroup in which he or she is employed and the Company has been notified of this appointment or election by the relevant Union; or (b) the Employee has been nominated by a workgroup or individual Employee to be their representative and the Company has been notified of this nomination. 35.3 An Employee Representative will be expected to: (a) recognise that work activities, as directed by their leader, take priority; (b) perform the normal duties of the role for which he or she has been employed; and (c) seek leave of absence from his or her leader to perform any duties associated with his or her role as an Employee Representative. 35.4 In addition to the protections afforded to Employee Representatives under legislation, an Employee Representative, during working hours, may take a reasonable amount of time to meet with Employees whom they represent and discuss workplace issues affecting them. 35.5 An Employee Representative, during working hours, may represent the rights of Union members and potential Union members (including in relation to disputes with the Company). 35.6 The Company will not refuse reasonable access to the workplace and its facilities for an Employee Representative to represent Employees' industrial interests. 35.7 Appropriate notice boards will be made available to Employee Representatives for the purpose of displaying notices dealing with employment-related matters. Employee Representatives will be able to place material on notice boards located where Employees can have ready access to them. 35.8 An Employee Representative may without loss of pay: (a) participate in discussions and industrial relations tribunal proceedings associated with the dispute resolution procedure under this Agreement; (b) support Employees in disciplinary or performance management issues if he or she is nominated as the affected Employee’s representative; (c) contribute to workplace committees, teams and other like activities when requested by the Company; and (d) meet with Employees on Employee relations issues. Where an Employee Representative is required to attend the activities in (a), (b), (c) or (d) above, the term ‘without loss of pay’ will take in to account fatigue management issues. This shall also apply to an Employee selected by Co...
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RIGHTS AND RESPONSIBILITIES OF EMPLOYEE REPRESENTATIVES. 3.5.1 For the purposes of this clause "Employee representative", means an elected representative who represents the views of employees in the workplace. 3.5.2 Unions will advise us as soon as practicable, in writing, of all appointed or elected employee representatives. 3.5.3 We accept that the role and activities of employee representatives are, when requested by employees, to provide support and/or represent employee interests before management in relation to matters covered by the Agreement. 3.5.4 Employee representatives have a responsibility to consult their immediate supervisor as soon as practicable in relation to their activities and the facilities that they require so that appropriate arrangements can be made in a timely manner.
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Related to RIGHTS AND RESPONSIBILITIES OF EMPLOYEE REPRESENTATIVES

  • EMPLOYEE RIGHTS AND RESPONSIBILITIES A. A secretary shall strive for excellence in his/her work, and take advantage of opportunities for continually improving his/her skills and relationships with the Board, co-workers, and the public. B. The Association and individual members thereof, agree to uphold and honor the policies, rules, regulations and practices of the Board and sections of this Agreement. Neither the Association, its representatives, nor any member, shall assume administrative or supervisory authority or direct employees to disregard the instructions or directions of the Board unless the Board is limited by this Agreement. C. Secretaries are responsible for maintaining a continuous high level of service to the welfare and benefit of the school district. Secretaries, therefore, are responsible for discharging their work assignments with proficiency and making a conscientious effort to meet all the duties of their positions. D. No Association representative, or secretary, shall engage in Association activities or business during employee working hours, without Board approval. E. The Association is hereby granted the right to reasonable use of school premises for its business meetings, after receiving prior approval from the Board, and providing it pays any overtime costs which may be incurred by the District. F. The Association may have reasonable use of the District's mail service and mailboxes for its business and social event announcements and may post notices on a part of the school bulletin boards in building lounges, provided all such announcements and notices contain the name of the Association officer or representative authorizing the same. G. Nothing in this Contract shall be construed to deny or restrict an employee's rights under the Michigan General School Laws, or applicable civil laws. The rights granted in this Contract are deemed to be in addition to those provided elsewhere. This paragraph is not deemed grievable under the grievance procedure herein. H. When the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member shall be disciplined without just cause. I. A suspended or discharged seniority employee will be allowed to discuss his/her suspension or discharge with the President or Vice President for up to thirty (30) minutes. Nothing contained herein, however, shall prevent the Board from requiring the summary removal of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removal. J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.

  • BOARD RIGHTS AND RESPONSIBILITIES 4.01 The Board, on its own behalf and on behalf of the electors of the District, hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the laws and the Constitutions of the State of Michigan, and of the United States, including, but without limiting the generality of the foregoing, the right: A. to exercise the executive management and administrative control of the school system, its properties and facilities, and the professional activities of its employees; B. to hire all employees and, subject to the provisions of this Agreement and of the law, to determine their qualifications; and the conditions for their continued employment, or their dismissal or demotion, and to promote and transfer all such employees; C. to establish grade levels, and courses of instruction, including special programs, and to provide for athletic, recreational and social events for students, all as deemed necessary or advisable by the Board; D. to decide upon the means and methods of instruction, the selection of textbooks and other teaching materials, and the use of teaching aides of every kind and nature; E. to initiate and carry out procedures by which teaching contracts are not renewed according to the provisions of the Michigan Tenure Act; and this Agreement F. to carry on an evaluation of programs and to evaluate the effectiveness of individual teacher performance; G. to initiate and carry out the means of obtaining financial support for the School District. 4.02 The exercise of the foregoing powers, rights, authority, duties and responsibilities by the Board, the adoption of policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith will be limited by the terms of this Agreement to the extent such terms hereof are in conformance with the Constitution and laws of the State of Michigan, and the Constitution and laws of the United States. 4.03 Nothing contained herein will be considered to deny or restrict the Board of its rights, responsibilities, and authority under the Michigan General School Laws or any other national, state, county, district, or local laws or regulations as they pertain to education.

  • EMPLOYEE REPRESENTATIVES The Union may, by written notice to the Director of Human Resources and the Director of Health and Human Services, designate the Union Chapter President and five (5) of its members as shop stewards. Shop stewards shall be permitted reasonable time for Union activities. Total employee time in all the Union bargaining units spent on Union business during each week shall not exceed twenty (20) hours and no individual employee shall spend more than four (4) hours of County time on Union business, exclusive of the Professional Performance, Safety, and MOU Cleanup Committees. Union activity shall be defined as participating in resolution of contract disputes during the life of the Agreement and the adjustment of grievances of employees in the bargaining unit, subject to the limitations set forth in this Agreement. These permitted activities performed during the normal employee duty time of such designated shop stewards shall fall within one of the following categories: 1. Discuss with an employee a grievance or complaint. 2. Make inquiries in order to obtain relevant information related to a grievance, including discussions with supervisors, other employees or other management officials. 3. Assist employees in preparation for, or represent employees and review steps of the grievance procedure or arbitration. 4. Participate in discussions or meetings with supervisors, other management officials, or other involved parties, e.g., the Union, regarding grievances and such other issues directly related to wages, hours or working conditions, and mutually agreed-upon matters. 5. Prepare for scheduled meetings between the County and the Union. When any shop ▇▇▇▇▇▇▇ is conducting business as defined above, the ▇▇▇▇▇▇▇ will request the permission of his/her immediate supervisor in reasonable advance of any meeting, advising the supervisor of his/her destination and when he/she expects to return. Upon returning to his/her duty station, the shop ▇▇▇▇▇▇▇ will notify his/her supervisor. Upon arriving at the work place of an employee to be represented, the shop ▇▇▇▇▇▇▇ shall normally be permitted to contact the employee. The represented employee also shall be required to request permission for time off in reasonable advance of any meeting. To the maximum extent possible, interviews between representatives and the employees will be held away from other employees and away from the public. All union activities shall be conducted in such a manner as not to disrupt departmental business or the activities of the employees involved.

  • Rights and Responsibilities This Agreement is our standard service agreement. Under this Agreement, we agree to provide and ▇▇▇▇ for Service, and you agree to use and pay for Service, as provided herein and in our other applicable Terms of Service. Our rights and responsibilities, and your rights and responsibilities, are as set forth in this Agreement and our other applicable Terms of Service.

  • MANAGEMENT RIGHTS AND RESPONSIBILITIES Section 2.1 Lodge recognizes the prerogative of Employer to operate and manage its affairs in all respects and in accordance with its responsibilities, and the powers of authority which Employer has not officially abridged, delegated, granted, or modified by this Agreement are retained by Employer, and all rights, powers, and authority Employer had prior to the signing of this Agreement are retained by Employer and remain exclusively without limitation within the rights of Employer. Section 2.2 Except as may be limited herein, Employer retains the rights in accordance with the constitution and laws of the State of Oklahoma and the responsibilities and duties contained in the Charter of the City of Tulsa and the ordinances and regulations promulgated thereunder as follows: (a) To determine Police Department policy including the rights to manage the affairs of the Police Department in all respects; (b) To assign working hours, including overtime; (c) To direct the members of the Police Department, including the right to hire, promote, or transfer any employee; (d) To discipline, suspend or terminate any employee for good and sufficient cause (good and sufficient cause is synonymous with "just cause"); (e) To determine the organizational chart of the Police Department, including the right to organize and reorganize the Police Department and the determination of job classifications and ranks based upon duties assigned; (f) To determine the safety, health, and property protection measures for the Police Department; (g) To allocate and assign work to all Employees within the Police Department; (h) To be the sole judge of the qualifications of applicants and training of new Employees; (i) To schedule the operations and to determine the number and duration of hours of assigned duty per work period provided that any hours worked in excess of forty (40) hours per work period shall be considered overtime; (j) To establish and enforce Police Department rules, regulations, and orders; (k) To introduce new, improved, or different methods and techniques of Police Department operation or change existing methods and techniques; (l) To determine the amount of supervision necessary; (m) To control the departmental budget; (n) To take whatever actions may be necessary to carry out the mission of Employer in situations of emergency.