Status of Employee Representatives Clause Samples

The 'Status of Employee Representatives' clause defines the legal standing and rights of individuals or groups chosen to represent employees within an organization. It typically outlines the recognition of these representatives by the employer, their entitlement to participate in consultations or negotiations, and any protections afforded to them while performing their representative duties. This clause ensures that employee representatives can effectively advocate for workers' interests without fear of retaliation, thereby facilitating fair and transparent communication between employees and management.
Status of Employee Representatives. A. The Agency shall not impose any restraint (except as may otherwise be provided in the FSLMR statute or this agreement), interference, coercion, or discrimination against employees in the exercise of their rights to organize and designate representatives of their own choosing for the purposes of collective bargaining, Labor-Management Relations, or upon duly designated employee representatives acting on behalf of an employee or group of employees within the bargaining unit. B. A reasonable number of stewards may be designated by the Union or its affiliated Locals and shall be recognized as employee representatives. The Union will supply the Agency with their names and notify Management of any changes in the roster of stewards. Stewards will normally function within their Sector, except in unusual situations; as an exception to the payment of travel and per diem expenses otherwise provided for in this agreement, in such instances the Union will bear any cost of travel and per diem, and time traveling to and from the representational activity will be on official time. C. Upon request and approval in advance, Union officials are authorized to perform and discharge the duties and responsibilities which may be properly assigned to them under the terms of the FSLMR statute by the Union in accordance with this agreement and any supplementary agreements hereunder. The Agency agrees that there shall be no restraint, interference, coercion, or discrimination against a Union official because of the performance of such duties during the period they are serving as Union officials. This does not preclude employees, including those on leave without pay, from being called back to their official duties when there is an immediate need for their services. D. It is incumbent upon the Union to furnish Management the names of its stewards. In turn Management will advise new unit employees, or employees transferring between stations, upon entering on duty, of the name of the Local President.
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Status of Employee Representatives. The Agency shall not impose any restraint (except as may otherwise be provided in the FSLMR statute or this agreement), interference, coercion, or discrimination against employees in the exercise of their rights to organize and designate representatives of their own choosing for the purposes of collective bargaining, Labor-Management Relations, or upon duly designated employee representatives acting on behalf of an employee or group of employees within the bargaining unit.
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Status of Employee Representatives 
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Related to Status of Employee Representatives

  • 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.

  • Employee Representative The employee may choose someone to represent him or her at any step in the procedure. No person hearing a grievance need recognize more than one representative for any employee at any one time, unless he or she so desires.

  • Status of Employees The employees involved in a job sharing arrangement will be classified as regular part-time and will be covered by the provisions of the applicable Collective Agreement.

  • Nurse Representatives The Employer agrees to recognize two (2) Nurse Representatives for the purpose of dealing with grievances and conducting Union interviews.

  • Employee Representation Clauses 50, 51 and 52 of this Agreement outline the rights for Employee representatives and Union Delegates when assisting Employees. For clarity, each Employee has the right to determine whether they wish to be represented by a Union Delegate, Employee Representative, another representative of their choosing, or not at all. Such representatives (or individual Employees) are entitled to the protections of Division 4 of Part 3-1 of the Fair Work Act in relation to their involvement in lawful industrial activities.