UNION REPRESENTATION AND Clause Samples

The "Union Representation" clause defines the rights and procedures related to employee representation by a labor union within the workplace. Typically, this clause outlines how employees may be represented by a union, the process for recognizing the union as the bargaining agent, and the employer's obligations to engage in collective bargaining. For example, it may specify how union representatives can interact with management or how disputes regarding representation are resolved. The core function of this clause is to ensure that employees have a clear and structured process for union representation, thereby promoting fair labor practices and reducing conflicts over representation issues.
UNION REPRESENTATION AND. It is mutually agreed that, where negotiations are conducted on a joint basis between any or all of the nursing homes in the chain in the Province of Ontario, the Union may elect or select a negotiating committee consisting of one (1) representative from each nursing home, who shall be a member of the part-time bargaining unit, but may be a member of the full-time bargaining unit. If negotiations are carried on individually for any or all of the nursing homes in the chain in the Province of Ontario, it is agreed that the Union may elect or otherwise select a negotiating consisting of a maximum of two (2) employees who shall be members of the part-time bargaining unit, if possible, but may be members of the full-time bargaining unit. Part-time bargaining unit members of the Committee will be paid by the Employer for time usedduring normally scheduled working for negotiation of this Agreement or its successor, including all conciliation proceedings, but excluding any Arbitration proceedings. It is understood that full-time bargaining unit members will not be paid by the Employer for any time spent in negotiating this Agreement or its successor. The Employer will recognize a Union Administrative committee for both the full and part-time bargaining units, which shall consist of a Chief ▇▇▇▇▇▇▇ and four (4) stewards, at least one of which shall be a member of the part-time bargaining unit. Not more than two (2) committee members shall meet with Management at 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 referred to in Article and above shall be regular employees of the Employer who have completed their probationary period. 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 on outside the regular working hours of the members thereof, unless otherwise mutually arranged. 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, negotiation of the Collective Agreement and renewals thereof, up to and including conciliation, and while attending meetings with the Employer. Employees on the evening and night shift shall receive paid time off for the actual d...
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UNION REPRESENTATION AND. ACTIVITY
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UNION REPRESENTATION AND delegates’ rights
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UNION REPRESENTATION AND. Gr-iev-anc-e -Committee a The Hospital will a Grievance Committee com- posed of the Chief ▇▇▇▇▇▇▇ and not more than employees selected by the who have completed their probationary period. A general representative of the Union may be present at any of the Com- mittee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. c A Committee member shall suffer no loss of earnings for time spent during their scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees the Grievance Committee shall be determined locally.
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UNION REPRESENTATION AND. Union Activity on Premises Access to Premises Labour-ManagementCommittee Local Committee Central Bargaining Committee.. Union Stewards Grievance
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UNION REPRESENTATION AND. COMMITTEES
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UNION REPRESENTATION AND. The Hospital agrees to recognize (10) union stewards to be elected or appointed from amongst employees in the bargaining unit. The Hospital will recognize a grievance committee comprised of (3) members to be elected or appointed from the bargaining unit. The parties mutually agree that there will be a Labour-Management Committee comprised of five (5) members for each party. The Hospital agrees to inform the Union of any planning processes, where the Hospital intends to consider major policy revisions, rationalization of services, reorganization, or the introduction of new programs and services. The Hospital agrees to recognize a negotiating committee comprised of five (5) members to be elected or appointed from the bargaining unit. The recognize the Hospitals negotiating team which shall have equal representation. Where the Union requires caucus time off for its members to prepare for bargaining, the Hospital shall grant reasonable caucus time, on an unpaid basis (but without loss of benefits or credits), and the Union will request such time off with no less than three (3) weeks notice. The Hospital agrees that a Union representative shall be allowed a period of minutes during regular working hours to interview newly hired employees during their probationary period.
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Related to UNION REPRESENTATION AND

  • 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.

  • 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.

  • 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: