UNION RECOGNITION/REPRESENTATION Clause Samples

UNION RECOGNITION/REPRESENTATION. 3.01 The Employer recognizes the Union as the sole bargaining agent for and that this Collective Agreement shall apply to all Employees when employed in accordance with the applicable Alberta Labour Relations Board Certificate. 3.02 The Employer and Employees represented by the Union undertake that they will not enter into any other agreement or contract either individually or collectively which will be in conflict with the provisions of this Agreement. (a) For the purposes of this Collective Agreement, the Union shall be represented by its appointed Officers. The Union shall provide the Employer with a current list of the Officer’s names. (b) The Employer shall grant Union Representatives access to its premises for Union business subject to the prior permission of the Employer. 3.04 The Union shall be given the opportunity to make a presentation to new Employees of up to fifteen (15) minutes mutually agreed to by the Employer. A copy of the Collective Agreement shall be provided to each Employee by the Employer upon commencement of employment. 3.05 The cost of the printing of the Collective Agreement shall be borne equally between the parties. The Collective Agreement will be printed by a mutually agreed unionized shop. The invoice for printing the Collective Agreement will be processed by the Union. Notwithstanding the foregoing, the Union shall bear the cost of printing the first collective agreement. 3.06 The Employer shall provide for the Union a bulletin board in a location accessible to all Employees upon which the Union shall post its notices. The Union shall not post notices which are objectionable to the Employer and the Union agrees to remove material from the Union bulletin board which the Employer considers objectionable. 3.07 The Employer will notify the Employee of their right to Union representation and will provide as much notice as possible prior to a meeting which the Employer designates as being a formal investigation or disciplinary. If the incident is of a serious nature, there may not be time to provide notice. This does not however negate the Employers’ ability to maintain a culture of open communication with all Employees; this shall include providing coaching, and conducting informal discussions without Union representation.
View SourceView Similar (11)
UNION RECOGNITION/REPRESENTATION. A. The Employer recognizes the Union as the deemed certified sole and exclusive representative for the purposes of establishing hours of work, salaries, wages, benefits, and all other conditions of employment for the bargaining units defined herein. Waste Water Treatment Operator/Preventative Maintenance Technician Laboratory Technician Laboratory Technician in Training Composting Bio-Solids Reuse Technician Sewer/Water Maintenance Worker I Sewer/Water Maintenance Worker II Vactor Operator/Sewer/Water/Street Maintenance Technician - Sewer Cemetery ▇▇▇▇▇▇ Crew Leader Cemetery Worker Quality Assurance Director Secretary Finance Clerk I Finance Clerk II Finance - Lead Person Water Treatment Plant Operator Water Treatment Plant Crew Leader Water/Sewer Maintenance Worker I - Distribution Water/Sewer Maintenance Worker II - Distribution Water/Sewer Maintenance Crew Leader - Distribution Maintenance Technician - Water Laborer Maintenance Technician – Street Worker Maintenance Technician/Relief Water Plant Operator Street Maintenance Worker I Street Maintenance Worker II Street Maintenance Crew Leader Maintenance - Electrician - Service Department Maintenance - Plumber - Service Department Utility Technician Fire Fighters Lieutenant B. Notwithstanding the provisions of this Article, management, confidential, professional, supervisory, temporary, seasonal, and employees in the exempt services shall not be included in the Bargaining Unit. All classifications not specifically established herein as being included in this unit shall be excluded from the bargaining unit unless determined otherwise by the appropriate tribunal under the operation of applicable law (O.R.C. 4117) and/or per this Agreement. C. This Agreement shall cover Group 1 employees only. Group 2 and Group 3 employees, while continuing as a part of the deemed unit, are covered by a separate Agreement. D. The Employer retains, pursuant to the Ohio Revised Code Chapter 4117, the right to create or establish new positions, delete classifications or positions and retain, reallocate, or modify positions from the unit in compliance with the provisions of this Agreement and Article 34 herein. The Employer agrees to inform the union of any said changes. The Employer agrees to negotiate hours, wages, benefits, terms and conditions of employment concerning any new classified positions.
View SourceView Similar (6)
UNION RECOGNITION/REPRESENTATION. 3.01 The Employer recognizes the Union as the sole bargaining agent for and that this Collective Agreement shall apply to all Employees when employed in accordance with the applicable Alberta Labour Relations Board certificate. 3.02 No Employee will be required or permitted to make any written or verbal agreement which is in conflict with this Collective Agreement. 3.03 Employees shall be permitted to wear only a Union logo pin during hours of work. (a) For the purposes of this Collective Agreement, the Union shall be represented by its appointed officers. The Union shall provide the Employer with a current list of the officer’s names. (b) The Employer shall grant Union Representatives access to its premises for Union business subject to the prior permission of the Employer. (c) Union membership meetings may be held on Employer premises subject to the approval of the Employer. 3.05 The Union shall be given the opportunity to make a presentation to new Employees of up to thirty (30) minutes during the Employer’s general orientation session.
View SourceView Similar (4)
UNION RECOGNITION/REPRESENTATION. SECTION 1. The Employer recognizes the Union as the deemed certified sole and exclusive representative for the purposes of establishing hours of work, salaries, wages, benefits, and all other conditions of employment for the following employees: A. GROUP 2 Firefighters B. GROUP 3 Lieutenants SECTION 2. Notwithstanding the provisions of this Article, management, confidential, professional, supervisory, temporary, seasonal, and employees in the exempt services shall not be included in the Bargaining Unit. All classifications not specifically established herein as being included in this unit shall be excluded from the bargaining unit unless determined otherwise by the appropriate tribunal under the operation of applicable law (O.R.C. 4117) and/ r per this Agreement. SECTION 3. This Agreement shall cover Group 2 and Group 3 employees only. Group 1 employees, while continuing as a part of the deemed unit, are covered by a separate Agreement. SECTION 4. The Employer has the right to establish new positions, delete classifications or positions and retain, reallocate, or modify positions from the unit in compliance with the provisions of this Agreement and Article 35 herein. The Employer agrees to inform the Union of any changes and to negotiate whether said changes and said positions shall be included in the bargaining unit and their proper rates of pay and benefits. The parties will recognize O.R.
View Source
UNION RECOGNITION/REPRESENTATION. 5.01 The Corporation recognizes the Union as the sole Collective Bargaining Agent for all employees working as Crossing Guards for the Town of Cobourg 5.02 All employees eligible to be in the bargaining unit shall become and remain members of the Union in good standing as a condition of employment, and all new employees shall become members within 60 days of their employment. 5.03 The Corporation will deduct from the wages of each employee who is eligible to be a member of the Union, a sum equal to the current monthly Union dues and remit the amounts so deducted to the Secretary- Treasurer of the Union, not later than the 15th day of the month following, accompanied by a list of all employees from whose wages the deductions were made. The Employer agrees when issuing T-4 slips to record the amount of Union dues deducted during that taxation year on such T-4. Tax receipts for dues paid will not be issued by the Union. 5.04 No employee shall be required to make a written or verbal agreement with the Corporation or its representative which may conflict with the terms of this Collective Agreement. 5.05 The Union may elect or appoint one (1) ▇▇▇▇▇▇▇ from among Crossing Guard employees who have completed the probationary period, for the purpose of assisting employees with the provisions of this Agreement. The Union shall keep the Corporation notified, in writing, of the name of the current ▇▇▇▇▇▇▇. 5.06 The President of the Union shall represent the Crossing Guards during the negotiation process.
View Source
UNION RECOGNITION/REPRESENTATION. A. The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing wages, hours, and other conditions of employment. This recognition shall only be for all employees in the Lucas County Engineer/Road Maintenance Department in the following classifications: Laborer 1B (151 – 730 days) Mechanic Laborer 1A* (731 days and thereafter) Equipment Operator 2 Laborer 2 Equipment Operator 3 Laborer 3 Equipment Operator 4 Laborer 3 (Bottom Man) Survey Tech II Survey Crew Chief Any current CDL Employee who does not maintain their CDL goes to the lowest rate on their current pay scale until they re-obtain a CDL. The County Engineer will grant them twenty-four (24) months to re-obtain their CDL. If said employee fails to re-obtain their CDL within the twenty-four (24) month period, they will be terminated. If at any time the loss of CDL status is due to a verified medical condition, the employee shall become a Laborer 1A on their current pay scale. Should the affected employee regain his CDL status during the course of his employment, he shall revert to his previous position. B. Changes in working conditions and wages paid in any classification in the bargaining unit shall not be made without negotiations with the Union, at times and a place mutually agreeable to both parties. A. All newly hired employees shall serve a probationary period of one hundred fifty (150) calendar days. B. For good cause shown to the Union, the probationary period for an employee may be extended for one (1) additional period not to exceed ninety (90) calendar days. C. Probationary employees may be discharged for any reason not prohibited by law. No grievance may be filed in the case of such discharge. D. Employees on probation, including any extension, shall not be advanced to the contract rate. A. The employer shall deduct during the life of this Agreement, from the wages of employees in the bargaining unit, membership dues in Local 267, Ohio Council #8, AFSCME, for each employee who has signed an authorization card for such deductions. Membership is an agreement between the employee and the union. Cancellation of memberships shall be governed by the terms of the Authorization/Membership card. Dues deductions shall be made in equal installments each pay period. The Union shall inform the Employer of the amounts to be deducted under this Article. The Employer further agrees to remit to the Controller of Ohio Council 8, ▇▇▇▇ ▇. ▇▇▇▇ ▇▇., ▇▇▇▇▇▇▇▇▇▇▇,...
View Source
UNION RECOGNITION/REPRESENTATION. 4.01 The Employer recognizes the Union as the exclusive bargaining agent for all Employees employed in the unit as defined by the certificate issued by the Labour Relations Board as: “All Employees at the Good Samaritan Mill ▇▇▇▇▇ Care Centre when employed in a paramedical technical capacity and any amendments thereto”; “All Employees when employed in a paramedical professional capacity at the Southgate Care Centre and any amendments thereto; and” “All Employees when employed in a paramedical professional capacity at the ▇▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇ Care Centre and any amendments thereto”; and “All employees at the Mill ▇▇▇▇▇ Centre when employed in a paramedical professional capacity”; and “All employees when employed in a paramedical professional capacity in The Good Samaritan Society CHOICE Program”. 4.02 Membership in the Union is voluntary. (a) Notwithstanding the provisions of Clause 4.01, the Employer will deduct from the gross earnings of each Employee covered by this Collective Agreement an amount equal to the dues as specified by the Union. Such deductions shall be forwarded to the Union, or its authorized representative, not later than the fifteenth (15th) day of the month following and shall be accompanied by a list showing the name (first, last and middle), complete home address, job classification, worksite(s), employee identification number, full-time equivalency (FTE) or bi-weekly regular hours of work, and category (regular full-time, regular part-time, temporary, casual), and status (active, on-leave/type) of the Employees from whom deductions have been taken and the amount of the deductions and gross earnings. Such list shall indicate newly hired and terminated Employees, and where the existing computer system is capable, the increment level of the Employee and Employees reclassified, promoted or transferred outside the scope of the Collective Agreement. (b) For the purposes of this Article, “gross earnings” shall mean all monies paid by the Employer and earned by an Employee under the terms of this Collective Agreement. (c) An electronic copy of monthly dues as outlined above shall be supplied to the Union. 4.04 The Union shall advise the Employer in writing thirty (30) calendar days in advance of the establishment of or change in Union dues. 4.05 No Employee shall be required or permitted to make any written or verbal agreement which may be in conflict with the terms of this Collective Agreement. 4.06 A representative of the Union shall have the ...
View Source
UNION RECOGNITION/REPRESENTATION 
View SourceView Similar (6)

Related to UNION RECOGNITION/REPRESENTATION

  • UNION REPRESENTATION 3.01 For the purpose of representation with the Employer, the Union shall function and be recognized as follows: a. The Union may appoint up to two (2) stewards. Stewards are representatives of the employees in certain matters pertaining to this Agreement, including the processing of grievances. b. Union Representatives are representatives of the employees in all matters pertaining to this Agreement, particularly for the purpose of processing grievances, negotiating amendments to and renewals of this Agreement and enforcing the employees' collective bargaining rights as well as any rights under this Agreement and under the law. 3.02 The Union agrees to notify the Employer in writing of the names of its stewards and the effective dates of their appointments. The Employer shall not be required to recognize a ▇▇▇▇▇▇▇ until such notice is received. 3.03 Stewards will not absent themselves from their work to deal with grievances without first obtaining permission from the Employer. Permission will not be withheld unreasonably. Stewards that are absent from work to attend a grievance arbitration, mediation, or any other proceeding that arises from the administration or enforcement of this Agreement will not receive their regular hourly rate. 3.04 The Employer may meet periodically with the employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees. A Union Representative may attend such meetings. 3.05 There shall be no Union activity at any time on the Employer's premises, or in connection with the Employer’s business operations, except that which is necessary for the processing of grievances and the administration and enforcement of this Agreement. 3.06 Union Representatives shall have the right to periodically visit job sites without disrupting productivity and without unreasonable intrusion into the Employer or its clients’ premises. The Union’s Representative shall report to the site superintendent, or ▇▇▇▇▇▇▇ upon arriving at a worksite, and shall abide by all necessary protocol as determined by the general contractor, the Employer, or the client.

  • UNION RECOGNITION The Employer recognizes the Union as the exclusive bargaining agent for all employees for whom the Union has been certified.

  • Right to Union Representation An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule. In any investigatory interview or discussion, conference or meeting with an employee who is the subject of an investigation which may lead to disciplinary action. At any disciplinary hearing, discussion, conference or meeting (including settlement discussions) with the employee who is the subject of the disciplinary hearing. Management shall allow reasonable time for the Union Representative to attend said meeting but in no case less than one (l) hour if there is a representative on duty at the worksite. If there is no Union representative on duty at the worksite, the employee shall be allowed at least four (4) hours to obtain a Union representative; however, the employee must sign a waiver extending the time limits for imposition of any disciplinary action by no more than one (l) workday, excluding weekends and holidays, for FLSA non-exempt employees and no more than five (5) workdays for FLSA exempt employees. Management shall ensure that an employee has an opportunity to exercise the right to secure Union representation. If the Union cannot or does not have a representative available within a reasonable period of time, the meeting may be conducted without representation. If the Employer disapproves release time for the representative under Article 4, the meeting shall be delayed until the representative is released from duty. The role of the Union Representative during an initial investigation interview conducted by Management is to assist in the clarification of questions and otherwise advise the employee of his/her rights. However, it is the employee who must answer the questions posed to him/her as best as possible, and under no circumstances may the Union Representative answer for the employee, dominate the meeting, or interfere with the Employer's investigating process. At a meeting to discuss mitigating circumstances or to impose disciplinary action or in the course of representing an employee who has filed a disciplinary appeal under SPP Title 11 or a grievance under SPP Title 12, the Union Representative may act as spokesperson on behalf of the employee with prior approval of the employee. An employee shall not have the right to a Union Representative in attendance during a discussion solely related to performance or during a performance review. The right to representation does include a criminal investigation.

  • Association Representation The unit member grievant shall be entitled, upon request, to representation by the Association at all grievance meetings. In situations where the Association has not been invited to represent the unit member, the District shall not agree to a final resolution of the grievance until the Association has received a copy of the grievance and the proposed settlement and has been given the opportunity to file a response to the matter.

  • UNION REPRESENTATION AND COMMITTEES (a) It is mutually agreed that where negotiations are conducted on a joint basis between any or all of the Nursing Homes in the Extendicare chain in the Province of Ontario, the Union will elect or otherwise select a negotiating committee consisting of one (1) representative from each Nursing Home. (b) If negotiations are carried on individually for any or all of the Nursing Homes in the Extendicare chain in the Province of Ontario, it is agreed that the Union will elect or otherwise select a negotiating committee consisting of up to two (2) employees from the full-time bargaining unit, and two (2) employees from the part-time bargaining unit, one (1) of which shall be the Union Chairperson. (c) All members of the committee shall be regular employees of the Employer who have completed their probationary period. (d) The Nursing Home members of the Committee will be paid by the Employer for time used during normally scheduled working hours in negotiation of this Agreement or its successor including all conciliation proceedings but excluding any Arbitration proceedings. Employees on the evening and night shift shall receive paid time off for the actual day of the negotiating meeting. (e) Where the parties participate in group bargaining, the Employer agrees to provide alternative days off in the case where an employee is bargaining on a day off. In the case of a part time employee such alternative days will be capped at two per calendar week. These bargaining days will be treated as days worked for which the employee will receive pay for the hours she would have regularly worked. 7.02 The Employer will recognize a Union Administrative Committee which shall consist of a Union Chairperson and up to three (3) additional committee persons from each bargaining unit, all selected from the members of their respective bargaining units. No more than two (2) committee members shall meet with the Employer at any one time. The Employer shall be advised of the names of members of this committee and shall be notified of any changes from time to time. All members of the committee shall be employees of the Employer who have completed their probationary period. (a) The Union acknowledges that the members of the Union Administrative Committee must continue to perform their regular duties, and that so far as possible all activities of the committee will be carried on outside the regular working hours of the members thereof, unless otherwise mutually arranged. (b) Notwithstanding the above, the Employer agrees that requested time off during working hours for Union Administrative activities will not be arbitrarily withheld. (c) The Employer shall pay representatives and Committee members their respective wages for all time lost from regularly scheduled hours investigating and/or processing grievances, up to but not including the arbitration stage.