Common use of Union Management Relations Clause in Contracts

Union Management Relations. 20.01 The parties to this Agreement pledge to work toward the greatest possible degree of consultation and cooperation believing that the following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environment, and in the adequate development of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot survive. 20.02 In order to further the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions of the employees. The Employer and the Union shall each appoint up to two (2) representatives to the Union- Management Committee. The two (2) committee members appointed by the Union shall be the stewards. The minutes shall record the business of each meeting, a copy of which shall be mailed to the Union's provincial office. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his regular hourly rate of pay, excluding travel time, regardless of the number of hours. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his regular hourly rate of pay for all time spent at the meeting. Travel time shall not be paid. No overtime rates will be paid for such meetings. 20.04 The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. 20.05 In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless abridged, delegated or modified by this Agreement. The Union reserves the right to refer unresolved matters to the Grievance Procedure.

Union Management Relations. 20.01 6.01 The parties Parties agree to form a Union/Management Relations Committee, which shall be comprised of three (3) representatives of the Employer and three (3) representatives of the Union and additionally the CUPE National Representative. The Committee shall meet every third (3rd) month, but may meet, upon consensus, more frequently if necessary. Such consensus shall not be unreasonably withheld. 6.02 The Committee shall concern itself with matters of mutual interest concerning the administration of this Agreement pledge and to work toward facilitate productive discussion the greatest possible degree Parties will agree to an agenda prior to each meeting. 6.03 Chairing of consultation meetings shall rotate between the Union and cooperation believing that the following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is an economically characterized work community Employer. Minutes of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environmentthese meetings shall be prepared jointly, and in the adequate development of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot survive. 20.02 In order copies provided to further the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions of the employees. The Employer and the Union shall each appoint up to Committee members within two (2) representatives weeks of the conclusion of the meeting provided that such minutes or their contents shall be entirely on a without prejudice basis. 6.04 Committee members shall be paid for time spent in attendance at Committee meetings convened under Article 6.01. 6.05 There will be no Union activity conducted during working hours on the Employer's premises except in connection with the handling of grievances, during contract negotiations as agreed to by the Union- Employer and other activities as approved by the Employer. 6.06 The Employer shall recognize three (3) joint committees: the Joint Health and Safety Committee, the Job Evaluation Committee and the Joint Union/Management CommitteeRelations Committee which will deal with all other issues not related to health and safety and job evaluation. 6.07 Upon written request, signed by an official Representative of the Union, no more than five (5) members at any one time may be granted absences without pay for the purposes of attending union sponsored events. The Such absences shall not exceed in total fifteen (15) working days per such Employee per calendar year. Requests must be received in writing by the Executive Director at least two (2) committee members appointed by the Union shall be the stewards. The minutes shall record the business of each meeting, a copy of which shall be mailed to the Union's provincial office. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his regular hourly rate of pay, excluding travel time, regardless weeks in advance of the number planned date for commencement of hoursthe leave. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his regular hourly rate of pay for all time spent Requests made less than two (2) weeks in advance may be granted at the meetingsole discretion of the Employer. Travel time shall not be paid. No overtime rates It is understood that authorization will be paid for such meetings. 20.04 The Employer may meet periodically with his employees for conditional upon maintaining a high standard of service and efficiency in the purpose operation of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. 20.05 In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless abridged, delegated or modified by this Agreement. The Union reserves the right to refer unresolved matters to the Grievance Procedure.

Union Management Relations. 20.01 7.01 The parties Employer acknowledges the right of the Union to elect a union Grievance Committee which shall be composed of not more than three (3) stewards. It is understood that in electing stewards the Union will secure its representation from among those employees who have acquired seniority. 7.02 The Employer will recognize and work with the said Committee on any matter properly arising out of this Agreement pledge to work toward the greatest possible degree of consultation and cooperation believing that the following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environmentAgreement, and the Committee will co-operate with the Employer in the adequate development administration of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot survivethis Agreement. 20.02 In order to further the aims 7.03 The name of each of the enterprisestewards from time to time selected shall be given to the Employer in writing, and the parties agree Employer shall not be required to schedule recognize any such ▇▇▇▇▇▇▇ until it has been notified in writing by the Union Management meetingsof the name of same. 7.04 The Union acknowledges that stewards have their regular duties to perform on behalf of the Employer and that such a person shall not leave their regular duty to attend to the complaints and grievances of employees without having first secured permission from their immediate supervisors, as requiredwhich permission shall not be unreasonably withheld. Stewards shall state their destination to their immediate supervisors and shall report again to her/him at the time of their return to work. Time spent absent from regular duties shall be without loss of remuneration. However, only a reasonable amount of time shall be spent during working hours for the life investigation of grievances and complaints. 7.05 The Employer acknowledges the right of the Union to appoint or otherwise elect a Negotiating Committee of not more than three (3) employees and will recognize and deal with the said Committee with respect to matters which are properly the subject of negotiations including proposals for the renewal or modification of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions A representative of the employeesUnion may participate in such negotiations if requested to do so by either party. The Employer and Any representative of said Negotiating Committee, who is in the Union shall each appoint up to two (2) representatives to the Union- Management Committee. The two (2) committee members appointed by the Union shall be the stewards. The minutes shall record the business employ of each meeting, a copy of which shall be mailed to the Union's provincial office. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his regular hourly rate of pay, excluding travel time, regardless of the number of hours. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his regular hourly rate of pay for all time spent at the meeting. Travel time shall not be paid. No overtime rates will be paid for such meetings. 20.04 The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. 20.05 In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless abridged, delegated or modified by this Agreement. The Union reserves shall have the right to refer unresolved matters attend negotiations for the renewal of this Agreement up to the Grievance Procedureand including conciliation without loss of remuneration.

Union Management Relations. 20.01 The 3.1. All collective bargaining with respect to wages, hours and working conditions and other conditions of employment shall be conducted by authorized representatives of the Union and authorized representatives of the Employer. Agreement reached between the parties to this contract shall become effective when signed by authorized representatives of the Employer and of the Union. Should there be any conflict between City rules, regulations or policy and this Agreement, the Agreement pledge shall prevail. 3.2. The Employer agrees to furnish and the Union agrees to maintain suitable bulletin boards in convenient places in each work toward area to be used by the greatest possible degree Union. The Union shall limit its posting of consultation notices and cooperation believing bulletins to such bulletin boards. Such posting shall not include derogatory or inflammatory or defamatory information. 3.3. City Policies for Personnel Administration will be available for review on the City’s internet. The City will ensure that employees will have access to the following concepts provide a fundamental framework for improved labour-management relations:intranet upon request. a) 3.4. The Employer agrees that during working hours, on the industrial enterprise is an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environmentEmployer’s premises, and in without loss of pay, Union representatives shall be allowed to post Union notices; distribute Union literature; transmit communications authorized by the adequate development local Union or its officers to the Employer or to an Employer representative; and consult with the Employer, Employer’s representatives, local Union officers, or other Union representatives concerning the enforcement of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot survive. 20.02 In order to further the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life any provisions of this Agreement. The meeting ; provided, however, that such activities will not interfere with the work of said employees and shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions performed only with permission of the Supervisor or representative, usually 24 hours in advance. 3.5. Authorized representatives of the American Federation of State, County and Municipal Employees, whether local union representatives, or international representatives, shall have full and free access to the public premises of the Employer at any time during working hours to conduct Union business; provided, however, that such conduct of Union business shall cause no disruption of the work required to be performed by employees. 3.6. The Employer and the Union agree to establish a Labor/Management Committee composed of an equal number of representatives from each side, who shall each appoint up be appointed to two one (21) representatives to the Union- Management Committeeyear terms. The two (2) purpose of this committee members appointed shall be to resolve differences at the lowest possible level and to provide a forum for an exchange of ideas. Meetings will be scheduled quarterly or as agreed upon by the Union parties and a record of each meeting will be posted and distributed to all labor-management committee members. Each side shall be select a co-chair who will develop and publish the stewardsagenda and lead the meetings. The committee will operate on the principles of collaborative bargaining, and shall publish joint minutes shall record the business of each meeting. The committee shall not have the authority to alter this agreement, a copy of which nor shall be mailed to it substitute for the Union's provincial officegrievance procedure. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his regular hourly rate of pay, excluding travel time, regardless of the number of hours. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his regular hourly rate of pay for all time spent at the meeting. Travel time shall not be paid. No overtime rates will be paid for such meetings. 20.04 The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. 20.05 In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless abridged, delegated or modified by this Agreement3.7. The Union reserves shall provide the right Department Directors with a current list of all stewards whenever changes occur. 3.8. The City will provide the Union with 14 days’ notice of any changes to refer unresolved matters to the Grievance Procedurebargaining unit job descriptions and classifications.

Union Management Relations. 20.01 The 2.1 All collective bargaining with respect to wages, hours and working conditions shall be conducted by the authorized representatives ofthe Union. 2.2 Agreements reached between the parties to of this Agreement pledge to work toward shall become effective only when signed by the greatest possible degree President of consultation and cooperation believing that Local 176-PD, a Representative of Washington State Council #2, the following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environmentDirector, and in the adequate development of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot surviveBoard ofCounty Commissioners. 20.02 In order to further the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life of this Agreement. 2.3 The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions of the employees. The Employer and the Union shall each appoint up select from its members a committee ofup to two (2) including the Union President to serve with the Union Representative in negotiation with the Employer. Negotiations shall be conducted at mutually agreed times and places. 2.4 Members ofthe bargaining unit negotiating team will be paid their usual wage whenever negotiations are scheduled during an employee's normal working hours. 2.5 Official Union Representatives shall be allowed time away from their duty station without loss ofpay when attending meetings with the Employer, or when adjusting grievances or complaints. Such representatives shall obtain permission from their supervisor before leaving the job site. Such representative who wishes to contact an employee or employees on the job concerning a grievance or complaint shall first obtain permission from the employee's supervisor. Supervisors shall cooperate with the union representatives in order to expedite and resolve grievances or complaints. 2.6 On February 1, ofeach year, the Union shall submit to the Union- Management CommitteeEmployer a written list ofunion officials, negotiating committee and grievance committee members. The Employer shall be notified in writing ofany changes that occur during the year within two (2) committee members appointed weeks after such changes occur. 2.7 In recognition of the value of communication between the parties and the benefits of cooperative problem solving, the Director and the Union President, or designee, shall meet periodically, but at least quarterly, during the term ofthis Agreement to discuss matters of mutual concern. 2.7.1 Without any waiver ofrights by the Union or County regarding the permissiveness of the subject, the parties agree they may use this process to continue a dialogue regarding case loads and the management thereof. This agreement in 2.7.1 to communicate does not limit or waive the union's or employees' rights to resolve matters ofconcern through other means. 2.7.2 It is understood that any items discussed shall be not add to or alter the stewardsterms ofthe collective bargaining Agreement unless ratified by the membership ofthe Union and approved by the Board ofCounty Commissioners and the Director. It is also understood that none ofthe parties to this Agreement waives its right to negotiate any bargainable subject. Employees and/or the American tfederation of State and County and Municipal Employees (AFL-CIO); provided that the Employer is able to properly staff the employee's job duties during the employee's time off. The minutes shall record the business of each meeting, a copy of which shall be mailed to the Union's provincial office. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his regular hourly rate of pay, excluding travel time, regardless of the number of hours. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his regular hourly rate of pay for all time spent at the meeting. Travel time off shall not exceed five (5) days for a single function or a total of fifteen (15) working days in one calendar year. At the employee's option, vacation leave may be paid. No overtime rates will be paid utilized for such meetings. 20.04 The Employer may meet periodically time off, with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union reasonable notice and the employeesDirector's approval. 20.05 In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless abridged, delegated or modified by this Agreement. The Union reserves the right to refer unresolved matters to the Grievance Procedure.

Union Management Relations. 20.01 20.1 The parties to this Agreement pledge to work toward the greatest possible degree of consultation and cooperation believing that the following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environment, and in the adequate development of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot survive. 20.02 20.2 In order to further the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions of the employees. The Employer and the Union shall each appoint up to two (2) representatives to the Union- Management Committee. The two (2) committee members appointed by the Union shall be the stewards. The minutes shall record the business of each meeting, a copy of which shall be mailed to the Union's provincial office. 20.03 20.3 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his their regular hourly rate of pay, excluding travel time, regardless of the number of hours. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his their regular hourly rate of pay for all time spent at the meeting. Travel time shall not be paid. No overtime rates will be paid for such meetings. 20.04 20.4 The Employer may meet periodically with his their employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. 20.05 20.5 In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless abridged, delegated or modified by this Agreement. The Union reserves the right to refer unresolved matters to the Grievance Procedure.

Union Management Relations. 20.01 The parties to Section 8.1: Union Security (A) It shall be a condition of employment that all full-time employees of the Employer covered by this Agreement pledge to work toward agreement who are members of the greatest possible degree Union in good standing on the execution date of consultation this agreement shall remain members in good standing and cooperation believing that those who are not members on the execution date of this agreement shall on the thirty-first (31st) day following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is an economically characterized work community execution date of capital-investors this agreement become and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environment, and remain members in good standing in the adequate development Union. It shall also be a condition of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing employment that while leadership without labour can do nothing, labour without management cannot survive. 20.02 In order to further the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily all full-time employees covered by this agreement and hired on or after its execution date shall, on the Collective Agreement. The areas for discussion shall include but not be limited to: ithirty-first (31st) to improve job site labour day following the beginning of such employment become and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect remain members in good standing in the working conditions of the employeesUnion. The Employer may secure new employees from any source whatsoever. During the first ninety (90) days of employment, a new employee shall be on trial basis and may be discharged at the discretion of the Employer. (B) The language in section (A) above is void in jurisdictions where prohibited by law. (C) The Union shall each appoint up agrees to two admit to and retain in membership all employees who have served a trial period of ninety (290) representatives days and proven satisfactory to the Union- Management Committee. The two (2) committee members appointed by Employer as prospective permanent employees without discrimination so long as such employees tender the Union shall be the stewards. The minutes shall record the business of each meeting, a copy of which shall be mailed to initiation fees and periodic dues uniformly required for membership and maintain their membership in good standing with the Union's provincial office. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, shall be entitled to his regular hourly rate of pay, excluding travel time, regardless of the number of hours. In the event that an employee fails to tender the initiation fee or periodic dues uniformly required as a condition of acquiring or retaining membership or if such meetings are held outside of regular working hours, the Employer agrees employee fails to pay the committee member his regular hourly rate of pay for all time spent at the meeting. Travel time shall not be paid. No overtime rates will be paid for such meetings. 20.04 The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employermaintain membership in good standing, the Union shall notify the Employer in writing and the Union member will be given not less than two (2) weeks time in which to re-establish his membership in good standing before the Employer shall be called upon to release him. Regular part-time employees. 20.05 In the event that consultation fails to resolve a matter , as defined in Section 2.6(2) shall become members of contention, the Union agrees that in good standing, effective and during the decisive word resides with Managementpayroll quarter following a payroll quarter in which the minimum required hours of work for union membership, unless abridgedper week, delegated or modified by this Agreementwere averaged. The Union reserves Membership may cease during a payroll quarter, following a payroll quarter in which the right to refer unresolved matters to the Grievance Procedureminimum required hours of work for union membership, per week, were not averaged.

Union Management Relations. 20.01 6.01 The parties Parties agree to form a Union/Management Relations Committee, which shall be comprised of three (3) representatives of the Employer and three (3) representatives of the Union. The Committee shall meet at the end of every fourth (4th) month but may meet at other times on the consent of both Parties. Such consent shall not be unreasonably withheld. 6.02 The Committee shall concern itself with matters of mutual interest concerning the administration of this Agreement pledge and to work toward facilitate productive discussion the greatest possible degree of consultation and cooperation believing that the following concepts provide a fundamental framework for improved labour-management relations: a) the industrial enterprise is Parties will agree to an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving toward efficient use of scarce resources, energy and environment, and in the adequate development of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot surviveagenda prior to each meeting. 20.02 In order to further 6.03 Chairing of meetings shall rotate between the aims of the enterprise, the parties agree to schedule Union Management meetings, as required, during the life of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) to improve job site labour and material handling efficiency; ii) hiring policies; iii) discipline and discharge policies; iv) training and promotion; v) safety measures; vi) matters that affect the working conditions of the employees. The Employer and the Union Employer. Summaries of these meetings shall each appoint up be prepared jointly and copies provided to Committee members within two (2) representatives to weeks of the Union- Management Committee. The two (2) committee members appointed by conclusion of the Union meeting provided that such summaries or their contents shall be the stewards. The minutes entirely on a without prejudice basis. 6.04 Committee members shall record the business not suffer loss of each meeting, a copy of which shall be mailed to pay or benefits for time spent in attendance at Committee meetings convened under Section 6.01. 6.05 Employees who are on the Union's provincial office. 20.03 A committee member, attending an approved Union-Management meeting during regular working hours, Negotiating Committee shall be entitled to his regular hourly rate of pay, excluding travel time, regardless of take compensatory time off equivalent to the number of hours. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the committee member his regular hourly rate of pay for all time spent hours they attend at the meeting. Travel time shall not be paid. No overtime rates will be paid for such meetings. 20.04 The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, negotiating sessions between the Union and the employeesEmployer for the renewal of this Agreement where such negotiating sessions take place during other than their regular working hours. Such compensatory time off shall be taken in accordance with Article 18.02 (a) of this Agreement and its provision shall be limited to a maximum of three (3) Employees per negotiating session. 20.05 In 6.06 There will be no Union activity conducted during working hours on the event Employer’s premises except in connection with the handling of grievances, during contract negotiations as agreed to by the Employer and other activities as approved by the Employer. 6.07 The parties agree that consultation fails to resolve the numerous joint committees at St. ▇▇▇▇▇▇▇▇▇▇▇ House place a matter heavy demand upon the time of contentionthe existing management position of the employer. Henceforth, all the joint committees will be amalgamated into three separate bodies, the Union agrees that Joint Health and Safety Committee, the decisive word resides Job Evaluation Committee and the Joint Union/Management Relations Committee which will deal with Management, unless abridged, delegated or modified by this Agreement. The Union reserves the right all other issues not related to refer unresolved matters to the Grievance Procedurehealth and safety and job evaluation.