UNION AND MANAGEMENT Clause Samples

The "Union and Management" clause defines the relationship and interactions between the employer's management and the labor union representing employees. It typically outlines the rights and responsibilities of both parties, such as management's authority to direct operations and the union's role in representing workers' interests. For example, it may specify procedures for communication, consultation, or negotiation on workplace issues. The core function of this clause is to establish clear boundaries and processes for cooperation and conflict resolution, thereby promoting stable labor relations and minimizing disputes.
UNION AND MANAGEMENT. Parties and Effective Date 1 Section 2. Expiration Date and Renewal 1 Section 3. Recognition 1 Section 4. Management 1-2 Section 5. Union Shop 2 Section 6. Check-off 2-3
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UNION AND MANAGEMENT agree to a job study to review and bargain job descriptions and compensation should the parties agree that upgrades are warranted.
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UNION AND MANAGEMENT. Section 1. Union membership will be made available for employees of the Company employed in positions covered by this Collective Bargaining Agreement (CBA) . The Union will make membership in the Union available to all employees covered by the CBA on a non-discriminatory basis . Section 2. The Employer agrees to deduct initiation fees and Union dues for proportionate share payments from the wages of officers who voluntarily authorize the Employer to do so on a properly executed payroll deduction card as provided by the Union . Such deductions shall be made per paycheck, or the first paycheck received in which the officer has sufficient net earnings to cover the Union membership dues or payments . Funds deducted, along with a summary sheet including the names, addresses, social security number and local union number of officers and the amount of dues deducted from each, shall be remitted to the Secretary/Treasurer of SPFPA Local 111 within fifteen (15) days after the first regular payday of the month and the Employer will provide a monthly summary sheet describing gross amounts remitted and a schedule, by person and Social Security number, indicating amounts withheld . The Employer will provide to the International quarterly reports that will include officer’s name, address, city, state, zip code and current wage rates, sorted by Union Local . The Employer shall also inform The International Secretary/Treasurer, in writing, of the change of status of any bargaining unit employee, i .e . medical leave, military leave, promotion out of the bargaining unit etc . The Union agrees it will promptly furnish to the Employer a written schedule of the Union dues, initiation fees, and proportionate share payments . The Union also agrees to promptly notify the Employer in writing of any changes to these amounts . Union authorization cards must be submitted prior to the fifteenth (15th) of the month proceeding the date that deductions are to be made . The Union agrees to indemnify the Employer against any loss or claim, which may arise as a result of the Employer's compliance with the Union membership or check off articles . In addition, the Union agrees to return to the Employer any erroneous or improper overpayment made to it . Section 3. In the event that any of the provisions of this Agreement are found to be in conflict with any valid Federal or State law or DOE order, regulation, or directive now existing or hereinafter enacted, it is agreed that such law, order, ...
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UNION AND MANAGEMENT 
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Related to UNION AND MANAGEMENT

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  • Workload Management 11.1 The parties to this Agreement acknowledge that Employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employee/s and the quality of resident/client care. 11.2 To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) Step 2: If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected Employees. 11.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, work health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements); (f) Accreditation standards; and (g) Budgetary considerations. 11.4 If the issue is still unresolved, the Employee/s may advance the matter through clause 9 Dispute Resolution Procedure. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.

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