Association/Employer Relations Sample Clauses

Association/Employer Relations. 5.01 The Employer shall not bargain with nor enter into any agreement with an employee or group of employees in the bargaining unit respecting terms and conditions of employment other than those designated by the Associ- ation, except where expressly provided for in this Agree- ment, or in attached Memoranda of Understanding. In order that no individual employee or group of employees shall undertake to represent the Association without the Association’s proper authorization, the Association shall, immediately upon the signing of this Agreement, provide in writing to the Employer a list of the names and titles of those of its Officers authorized to transact business with the Employer. The Employer shall likewise, immediately upon the signing of this Agreement, provide in writing to the Association a list of the names and titles of those of its Officers authorized to transact business with the Association. Each party shall maintain the currency of its list, and each party shall be required to recognize such rep- resentatives only when written notice has been received.
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Association/Employer Relations. 5.01 The Employer shall not bargain with nor enter into any agreement with an employee or group of employees in the bargaining unit respecting terms and conditions of employment other than those designated by the Association, except where expressly provided for in this Agreement, or in attached Memoranda of Understanding. In order that no individual employee or group of employees shall undertake to represent the Association without the Association’s proper authorization, the Association shall, immediately upon the signing of this Agreement, provide in writing to the Employer a list of the names and titles of those of its officers authorized to transact business with the Employer. The Employer shall likewise, immediately upon the signing of this Agreement, provide in writing to the Association a list of the names and titles of those of its officers authorized to transact business with the Association. Each party shall maintain the currency of its list, and each party shall be required to recognize such representatives only when written notice has been received.
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Association/Employer Relations. 6.01 The Employer shall not bargain with nor enter into any agreement with an employee or group of employees respecting terms and conditions of employment other than those designated by the Association, except where expressly provided for in this collective agreement. In order that no individual employee or group of employees shall undertake to represent the Association without the Association’s proper authorization, the Association shall, immediately upon the signing of this collective agreement, provide in writing to the Employer a list of the names and titles of those of its Officers authorized to transact business with the Employer. The Employer shall likewise, immediately upon the signing of this collective agreement, provide in writing to the Association a list of the names and titles of those of its Officers authorized to transact business with the Association. Each party shall maintain the currency of its list, and each party shall be required to recognize such representatives only when written notice has been received.
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Association/Employer Relations 
Sample 1

Related to Association/Employer Relations

  • Association Grievance A grievance, as defined in Section 7.1, relating to occurrences actually involving at least three (3) nurses or arising under the Association Representative article, may be initiated by the Association at Step 2 of the above-mentioned procedure by the filing of a written grievance, signed by a representative of the Association, within 35 calendar days from the date of occurrence. Such grievance shall describe the problem and the contract provisions alleged to have been violated.

  • Employer Union Relations 7.1 Representation at Meetings with the Employer No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and, similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

  • Association Grievances If a grievance affects a group of employees or the Association, the Association may initiate and submit such grievance to the Superintendent directly, and the processing of such grievance shall commence at Step 2. Grievances involving more than one supervisor and grievances involving the administrator above the building level may be filed by the Association at Step 2.

  • Association Leaves 1. The Board will provide the Association President or their designee with forty (40) days of paid released time during the course of the school year in order to conduct Association Business. The Association shall reimburse the Board for the cost of any substitute required as the result of any such released time which exceeds forty (40) days during the course of the school year.

  • Association Leave A total of 10 days of leave with pay during the current school year shall be granted the Association for use by the Association. A maximum of four additional days may be used for Association leave and the substitute’s salary will be reimbursed to the Board by the Association. The President of the Association will notify the Superintendent as to the educators and dates involved at least five (5) days before such leave is desired.

  • FOREIGN EMPLOYEES H-1B VISA costs shall not be passed through to the Authorized User under this Contract. Although Authorized Users will not affirm employment for immigration purposes, an Authorized User may be asked to confirm Contractor’s statement of the individual’s employment for immigration purposes. Based on RFQ security requirements the Authorized User may require that all staff must be citizens of the United States, and if so, Authorized User will indicate in the RFQ.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Oregon Public Service Retirement Plan Pension Program Members For purposes of this Section 2, “employee” means an employee who is employed by the State on or after August 29, 2003 and who is not eligible to receive benefits under ORS Chapter 238 for service with the State pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

  • Labor Relations; Employees (i) The Company employs a total of approximately 20 employees, and Phase Three employs a total of approximately 220 employees. Except as set forth in Section 3.1(q) of the Company Disclosure Schedule, (A) neither the Company, Phase Three nor SWI is delinquent in payments to any of its employees for any wages, salaries, commissions, bonuses or other direct compensation for any services performed by them to date or amounts required to be reimbursed to such employees, (B) upon termination of the employment of any such employees, neither the Company, any subsidiary, Parent, Acquisition Sub nor the Surviving Corporation will by reason of anything done prior to the Closing be liable to any of such employees for so-called "severance pay" or any other payments, (C) there is no unfair labor practice complaint against the Company pending before the National Labor Relations Board or any comparable Governmental Authority, and none of the Company's or any subsidiary's employment policies or practices is currently being audited or investigated by any federal, state or local government agency, (D) there is no labor strike, dispute, claim, charge, lawsuit, proceeding, labor slowdown or stoppage pending or threatened against or involving the Company, Phase Three or SWI, (E) no labor union has taken any action with respect to organizing the employees of the Company, Phase Three or SWI, (F) neither any grievance nor any arbitration proceeding arising out of or under collective bargaining agreements is pending and no claim therefor has been asserted against the Company, Phase Three or SWI, and (G) no employee has informed any officer of the Company or Phase Three that such employee will terminate his or her employment or engagement with the Company, Phase Three or the Surviving Corporation. To the best knowledge of the Company, neither the Company nor any employee of the Company, Phase Three or SWI is in violation of any term of any employment contract, patent disclosure agreement or any other contract or agreement relating to the relationship of such employee with the Company, Phase Three or SWI or any other party because of the nature of the business conducted or proposed to be conducted by the Company, Phase Three or SWI. All individuals considered by the Company, Phase Three or SWI to be independent contractors are, and could only be reasonably considered to be, in fact "independent contractors" and are not "employees" or "Common law employees" for tax, benefits, wage, labor or any other legal purpose.

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