Union Representation 4 Sample Clauses

The 'Union Representation 4' clause establishes the requirements and procedures for recognizing and interacting with a labor union that represents employees within an organization. Typically, this clause outlines how the union is acknowledged as the exclusive bargaining agent, details the process for verifying union representation, and may specify the rights and responsibilities of both the employer and the union in this context. Its core practical function is to ensure clear and formal recognition of the union, thereby facilitating orderly collective bargaining and minimizing disputes over employee representation.
Union Representation 4. 01 (a) The University recognizes the right of the Union to appoint a number of stewards, in each Col- lege, up to or equivalent to the number of Departments/Schools in that College. It is agreed that any ▇▇▇▇▇▇▇ must currently be an employee or have been an employee, in that College, in the twelve (12) months prior to her/his appointment as ▇▇▇▇▇▇▇. A ▇▇▇▇▇▇▇ shall con- tinue to be recognized until further written notice from the Union indicating otherwise. (b) The University recognizes the right of the Union to appoint two (2) Assistant Chief Stew- ards to represent each College. It is agreed that any Assistant Chief ▇▇▇▇▇▇▇ must current- ly be an employee or have been an employ- ee, in that College, in the twelve (12) months prior to her/his appointment as Assistant Chief ▇▇▇▇▇▇▇. An Assistant Chief ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indicating otherwise. (c) The University recognizes the right of the Union to appoint one (1) Chief ▇▇▇▇▇▇▇ to rep- resent employees. It is agreed that the Chief ▇▇▇▇▇▇▇ must currently be an employee or have been an employee in the twelve (12) months prior to her/his appointment as Chief ▇▇▇▇▇▇▇. The Chief ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indicating otherwise. The Universi- ty recognizes the right of the Local Chair and/or Union designate to act in the absence or unavailability of the Chief ▇▇▇▇▇▇▇.
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Union Representation 4. 01 (a) The University shall notify the Labour/Man- agement Committee of any planned significant decreases in the number of Bargaining Unit appointments and/or planned significant changes in the distribution of the Bargaining Unit appointments across Departments at least thirty (30) days prior to finalization of any deci- sion. Upon receipt of such notice, the Labour/Management Committee shall convene a meeting, during the thirty (30) day period, with appropriate representatives of University Administration, to provide the Union the oppor- tunity to make a presentation on the issue. Following consideration of this presentation the University will finalize a decision. (b) The University recognizes the right of the Union to appoint two (2) Assistant Chief Stewards to represent each College. It is agreed that any Assistant Chief ▇▇▇▇▇▇▇ must currently be an employee or have been an employee, in that College, in the twelve (12) months prior to her/his appointment as Assistant Chief ▇▇▇▇▇▇▇. An Assistant Chief ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indicating otherwise. (c) The University recognizes the right of the Union to appoint one (1) Chief ▇▇▇▇▇▇▇ to represent employees. It is agreed that the Chief ▇▇▇▇▇▇▇ must currently be an employee or have been an employee in the twelve (12) months prior to her/his appointment as Chief ▇▇▇▇▇▇▇. The Chief ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indi- cating otherwise. The University recognizes the right of the Local Chairperson and/or Union designate to act in the absence or unavailabil- ity of the Chief ▇▇▇▇▇▇▇.
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Union Representation 4. 01 (a) The University recognizes the right of the Union to appoint a number of Stewards, in each College, up to or equivalent to the num- ber of Departments/Schools in that College. It is agreed that any ▇▇▇▇▇▇▇ must currently be an employee or have been an employee, in that College, in the twelve (12) months prior to her/his appointment as ▇▇▇▇▇▇▇. A ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indicat- ing otherwise. (b) The University recognizes the right of the Union to appoint two (2) Assistant Chief Stew- ards to represent each College. It is agreed that any Assistant Chief ▇▇▇▇▇▇▇ must cur- rently be an employee or have been an employee, in that College, in the twelve (12) months prior to her/his appointment as ▇▇▇▇▇- ▇▇▇▇ Chief ▇▇▇▇▇▇▇. An Assistant Chief Stew- ard shall continue to be recognized until fur- ther written notice from the Union indicating otherwise. (c) The University recognizes the right of the Union to appoint one (1) Chief ▇▇▇▇▇▇▇ to represent employees. It is agreed that the Chief ▇▇▇▇▇▇▇ must currently be an employ- ee or have been an employee in the twelve
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Union Representation 4. 01 (a) The University recognizes the right of the Union to appoint a number of Stewards, in each Col- lege, up to or equivalent to the number of depart- ments/schools in that College. It is agreed that any ▇▇▇▇▇▇▇ must currently be an employee or have been an employee, in that College, in the twelve (12) months prior to her/his appointment as ▇▇▇▇▇▇▇. A ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indicating otherwise. (b) The University recognizes the right of the Union to appoint two (2) Assistant Chief Stew- ards to represent each College. It is agreed that any Assistant Chief ▇▇▇▇▇▇▇ must current- ly be an employee or have been an employ- ee, in that College, in the twelve (12) months prior to her/his appointment as Assistant Chief ▇▇▇▇▇▇▇. An Assistant Chief ▇▇▇▇▇▇▇ shall continue to be recognized until further written notice from the Union indicating otherwise. (c) The University recognizes the right of the Union to appoint one (1) Chief ▇▇▇▇▇▇▇ to represent employees. It is agreed that the Chief ▇▇▇▇▇▇▇ must currently be an employ- ee or have been an employee in the twelve
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Union Representation 4. 01 (a) The University recognizes the right of the Union to appoint a number of stewards, in each college, up to or equivalent to the number of depart- ments/schools in that College. It is agreed that any ▇▇▇▇▇▇▇ must currently be an employee or have been an employee, in that College, in the twelve
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Union Representation 4. No Discrimination 6 Article 6 Check-off of Union Dues 6 Article 7 Union Activities 6 Article 8 No Strikes or Lockouts 7 Article 9 Seniority, Lay Offs and Recall 7 • Probationary Employees 8 • Loss of Seniority 8 Article 10 Job Posting 10
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Related to Union Representation 4

  • 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.

  • 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.

  • 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.

  • Basic Representations Section 3(a) of the Agreement is hereby amended by the deletion of “and” at the end of Section 3(a)(iv); the substitution of a semicolon for the period at the end of Section 3(a)(v) and the addition of Sections 3(a)(vi), as follows:

  • 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.