UNION RIGHTS AND UNION SECURITY Sample Clauses

UNION RIGHTS AND UNION SECURITY. ‌ (a) The Union shall have the exclusive right to the check-off and transmittal of dues on behalf of each employee who elects to join the Union and is in a title that is associated with that Union. (b) Any employee, except one excluded pursuant to Article I, Section 4, may consent in writing to the authorization of the deduction of dues from the employee’s wages and to the designation of the Union as the recipient thereof. Such consent, if given, shall be in a proper form acceptable to the University, which bears the signature of the employee, which may be written or electronic. Section 2. The Union shall maintain custody of its dues check-off authorization cards. (a) The employer shall commence deduction of dues as soon as practicable, but in no case fewer than thirty (30) days, after receiving proof from the Union of a signed dues check-off authorization card. (b) The right to membership dues shall remain in effect until: (1) the employee is no longer employed at CUNY in a title represented by the Union; or (2) the employee revokes such dues check-off authorization pursuant to and in accordance with the terms of the dues check-off authorization card. Section 3. When an employee is promoted or reclassified to another title represented by the Union, the dues check-off shall continue uninterrupted. Section 4. When an employee returns from an approved leave of absence without pay, or is reappointed or temporarily appointed within one year to the same Center and in the same title or in another title represented by the Union, any dues check-off authorization in effect prior to the approved leave or separation shall be reactivated. (a) Where orientation kits are supplied to new employees, the Union representing such employees shall be permitted to have union literature included in the kits, provided * These provisions pertain as of April 12, 2018, the effective date of amendments to New York State Civil Service Law Section 208 and 209-a. For prior provisions see Article II of the 2009-2017 CUNY EOC Agreement; Section 2 thereof was, however, changed as of Jun 27, 2018, pursuant to the U.S. Supreme Court decision in ▇▇▇▇▇ v. AFSCME, et al. that such literature is first approved for such purpose by the University Office of Human Resources Management. (b) Each Center shall distribute to all newly hired employees information regarding their union administered health and security benefits, including the name and address of the “fund” that administers such benefits, p...
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UNION RIGHTS AND UNION SECURITY. (a) The Union shall have the exclusive right to the checkoff and transmittal of dues on behalf of each employee. (b) Any employee may consent in writing to the authorization of the deduction of dues from the employee’s wages and to the designation of the Union as the recipient thereof. Such consent, if given, shall be in a proper form acceptable to the University, which bears the signature of the employee. Section 2. CUNY will make arrangements with the Office of the State Comptroller (for CUNY’s Senior Colleges), and the New York City Office of Payroll Administration (for CUNY’S Community Colleges) to have a sum equal to four (4%) percent of the gross weekly salary of bargaining unit members forwarded to the Union. Section 3. When an employee is promoted or reclassified to another title represented by the Union, the dues check-off shall continue uninterrupted. Section 4. The Union shall be given access to The ▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇ Playhouse at Hunter College, The Brooklyn College Center for the Performing Arts, The Hostos Center for the Arts Culture at Hostos Community College, and The ▇▇▇▇▇▇ ▇. ▇▇▇▇▇ Theatre at ▇▇▇▇ ▇▇▇ College of Criminal Justice, provided they give notice to the respective College Human Resources Director of the purpose, date and time of their planned visit. Access to any of the subject CUNY theatres is contingent upon the Union receiving authorization from the College Director of Human Resources. It is further understood and agreed that the Union’s meeting or discussion with bargaining unit employees shall occur on their meal break or on non-CUNY time so as not to interfere with the college’s business.
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Related to UNION RIGHTS AND UNION SECURITY

  • ARTICLE UNION SECURITY It is agreed that all employees covered by this Agree- ment shall become and remain members of the Union in good standing as a condition of employment. New employees shall make application for membership in the Union at the time of their hiring and shall become and remain members of the Union in good standing, as a condition of employment. The Employer agrees that it will inform all new employees prior to or at the time of hiring of the Union security provisions of the Agree- ment. The Employer or designate will during the first three (3) weeks of each individual’s employment make known to the new employee the names and work locations of union stewards in the store. The Employer shall, during the term of this Agreement, as a condition of employment, deduct from members of the bargaining unit the regular weekly Union Dues and such Dues shall be remitted to the Union prior to the 15th day of the month following the month in which such deduction is made. The Employer shall notify the Union of new full-time employees’ classifications and rates of pay in addition to ter- minations, on a monthly basis. Deduction statements shall be documented by location, containing the full name of the employee and his starting date and social insurance number subject to the employee consenting to the use of his or her social insurance number. The Employer agrees to record the annual Union Dues deductions for each employee on his Form. Employers shall provide dues information to the Union in an electronic format acceptable to both parties. In the event that such weekly Dues are changed during the term of the Agreement, such change must be given to the Employer by notice properly authorized by Union Officials and shall become effective within one month following the date the notice is received. New employees shall be documented and documents for- warded to the Union Office within two (2) weeks of hiring. The first sixty (60) days worked at each store shall be con- sidered a probationary period. It is understood between the Employer and the Union that a probationary employee shall be considered an employee for all purposes of the Agree- ment save that a probationary employee may be dismissed at any time during the probationary period.

  • UNION SECURITY 7.01 The Employer shall deduct monthly from the pay due to each employee who is covered by this Agreement a sum equal to the monthly Union dues of each such employee. Where an employee has no earnings during the first payroll period, the deduction shall be made in the next payroll period where the employee has earnings, within that month. The Union shall notify the employer in writing of the amount of such dues from time to time. The Employer will send to the Union its cheque for the dues so deducted in the month following the month in which the dues are deducted. When arrears or adjustments are submitted retroactively, the dues month and an explanation will accompany any such dues. 7.02 The Employer shall provide the Union with a list showing the first and last names and Social Insurance Numbers of all employees from whom deductions have been made. The report will identify the name of the facility and the month from which the dues are remitted. The Employer will also identify job classification (where the bargaining unit includes classifications, employees paid less than RNs) and status (i.e. full-time, part-time) of the employees, all terminations, newly hired employees (including start date, where the existing system allows for the information without cost), and employees on Leaves of Absence. On a quarterly basis, the Home will also provide the members’ current addresses and phone numbers, shown on the Employer’s personnel records. The Employer will endeavour to provide information in electronic format if the Employer has the technology. The Union may forward any questions with respect to individual employees in writing (or e-mail) to the Administrator (or designate). The employer will respond to such requests with any information it has which is readily available, within two weeks. 7.03 The Employer shall provide each employee with a T4 Supplementary slip showing the dues deducted in the previous year for income tax purposes where such information is or becomes readily available through the employer's payroll system. 7.04 The Union shall indemnify and save the Employer harmless with respect to dues so deducted and remitted.

  • RECOGNITION AND UNION SECURITY 2.1 The Employer recognizes the Union as the exclusive collective bargaining agent for employees as certified by the Nebraska Commission of Industrial Relations (CIR) as set forth in Appendix A. The Employer will not during the life of this Agreement bargain with any group of employees or with any other employee organization with respect to terms and conditions of employment covered by this Agreement, which are considered to be mandatory subjects of collective bargaining. 2.2 The Employer and the Union agree that for purposes of administration, this Contract shall pertain to bargaining unit employees who occupy the position class titles set forth specifically in Appendix A, except for temporary employees and employees occupying positions identified as supervisory or confidential either as agreed upon by the Employer and the Union or as identified at any time by the Commission of Industrial Relations or court of proper jurisdiction. 2.3 In accordance with section 48-837 of the Nebraska State Statutes, employees shall have the right to join and participate in, or to refrain from joining and participating in the Union. There shall be no interference, restraint, or coercion by the Employer or the Union against any employee because of membership or non-membership in the Union, or for exercising their rights under this Contract. 2.4 The Employer shall notify the Union of newly created classes and classification title changes on a quarterly basis. If the parties are unable to reach agreement as to the inclusion or exclusion of new classifications from the bargaining unit, they shall submit such classifications to the CIR for unit clarification. Newly created titles shall be assigned to the appropriate bargaining unit by the State Personnel Division. The parties shall meet to negotiate placement of these titles if the Union does not agree with the State Personnel Division's placement. All new classification titles and specifications shall be supplied to the Union as soon as finalized, but no later than ten days prior to the meeting.

  • Union Rights Section One. Employer representatives shall deal exclusively with Union designated stewards or representatives in the processing of grievances or any other aspect of contract administration.

  • Union Delegate Rights 51.1 To the extent that the provisions of clause 36A of the Award may confer a more favourable benefit upon a workplace delegate than the explicit terms of this clause, those provisions will operate as terms of this clause. 51.2 Where an Employee has been elected as a Union Delegate, the Employer will recognise the following rights: (a) the right to be treated fairly and to perform their role without any discrimination in their employment; (b) for the Union Delegate to represent an Employee when requested in relation to a grievance, dispute or a discussion with a member of the Union; (c) the right to place information on a notice board in a prominent location in the workplace except that the material must not breach freedom of association, privacy and other applicable laws; (d) the right to paid time to attend industrial tribunals and/or courts where they have been requested to do so by an Employee (which may include themselves) whom they represent in a particular dispute in their workplace; (e) the right to paid time to assist and represent Employees who have requested them to represent them in respect of a dispute arising in their workplace; (f) the right to represent the interests of members in their workplace to the Union, Employer and industrial tribunals/courts; and (g) the right to paid time to attend Union meetings for the purposes of the Union and Project related matters, typically monthly or as reasonably required. 51.3 Union Delegates will be paid the classification rate applicable to their substantive role taking into consideration their skills and/or tickets. 51.4 The Employer will consult and agree with the Union prior to the Employer making a decision to terminate or transfer a Union Delegate/Employee Representative.The Union Delegate/Employee Representative is entitled to one week’s notice in advance of such termination or transfer. Payment in lieu of notice may be made by agreement.