Collective. The answer of the Human Resources Manager or their designee shall be given in writing within three working days following the meeting, excluding Saturdays, Sundays and Holidays. If during the meeting there is a situation where further investigation is required by either party, the rime limit for the written answer shall be extended by five working days. Any subsequent extensions shall be by mutual agreement only. If no resolution of the grievance is reached and the grievance involves the interpretation or of this Agreement, the Union may appeal the grievance to arbitration. Should the Union allege that the Company has violated the Agreement in a manner that affects employees either as a group or individuals, the Union may submit a grievance at Step The right to process policy grievances will not be abused to circumvent the regular grievance procedure. If a satisfactory resolution of the grievance is not reached within days, the Union may appeal the grievance to arbitration. When an employee requires a Union Representativeto with the processing of a grievance, the employee shall notify their Supervisor who will send for such representative promptly. The Supervisor of the Union Representative will arrange for a replacementwhere necessary so that the parties involved may meet to discuss or process the grievance as soon as reasonably possible. Committeepersons, of course, as well as other employees, have other duties to perform. Grievances may be presented or adjusted during working hours without loss of pay. No Plant Committee member may leave their job to handle a grievance for more than a reasonable length of time. time taken shall be used for investigating and processing grievances. No Committee member shall leave their job to handle a grievance until they have first obtained permission their Supervisor and an employee has been assigned to relieve them when necessary. Such permission shall not be unreasonably withheld, and the Union Representative shall notify their Supervisor upon returning to their Department. If the Union does not agree with the answer from the Company at the third step in a matter pertaining to discipline in which reference was made to prior discipline in assessing the penalty, the Company will, upon request, supply to the Plant Chairperson a copy of the discipline referred to. The copy of the discipline will be made available to the Union to assess the matter and for this purpose only. Reprimands will be made available at grievance me...
Collective. Issues National - Code CIN This will include duties such as; Conducting collective bargaining. Pay negotiations. Consultation on policy changes or terms and conditions affecting the employment framework for the whole workforce or sections of it. This work will involve changes to the existing employment framework typically initiated by the employer. Examples; Negotiating annual pay deals. Discussions regarding SPS Employment Policies such as Parental Leave. Grievance Policy & Procedure etc. Employee structures, commissioning new and refurbishing existing establishments. Workforce planning. It does not cover individual cases which should be recorded under employee casework.
Collective. NOUNS 🏶 Collective nouns name a class or a group and are usually singular. 10
Collective. NOUNS 🏶 Collective nouns may be plural if its members function as individuals.
Collective seniority upon the and for the duration of the Employees may participate in the Supervisory Training Program for up to six months. Three Zone Committeepersons, a Skilled Trades Committeeperson, and a Plant Chairperson will constitute the Plant Committee and the Negotiating Committee. The Union will appoint a committee member for each zone. The Plant Committee will be on steady days within their zones. To the extent practical, the Company will keep the Alternate Committeepersons on the they are assigned to, unless the Committeeperson chooses to change shifts. Committeepersons shall be employees of the Company. The Union shall notify the Company in writing of the names of the committeepersons, the duration of their appointments, the names of the committeepersons they are replacing, and the name of the Chairperson. The Union shall appoint one off-shift committeeperson on each shift within each of the four committee zones. The objective of this structure is to result in as many grievances being resolved at Step of the Grievance Procedure as is possible. The appointed committeepersons shall be accountable to the elected zone committeeperson regarding duties carried out on behalf of the committeeperson. The appointed committeeperson may not process a grievance to Step unless agreed to by the elected committeeperson. The Union may appoint an alternate committeeperson in the absence of the regular committeeperson. When there are or more employees in the bargaining unit, the Plant Chairperson shall be permitted to have up to eight hours paid time per regular shift while on the premises for sole purpose attending 2nd and 3rd step grievance meetings; doing Local Unit paperwork and keeping; preparing Union notices; maintaining Union discussing matters with the Employee Relations Manager or their designee; and meeting with employees not at work regarding Union business in a conference room or other suitable facility (these meetings can address problems relating to unemployment insurance, workers' compensation, employee benefit programs, alcohol and/or drug abuse, grievance investigation, or (vi) safety). The Plant Chairperson shall account for this paid time to the Employee Relations Manager or their designee. These will continue a period of one month following a reduction below employees. The Employee Relations Manager and the Plant Chairperson may agree that the Plant Chairperson may perform tasks other than those listed in Article The Plant Chairperson shall be supp...
Collective. Upon reaching agreement on the administrative details of printing the Collective Agreement, and having sufficient copies of the Agreement printed, the Employer shall provide each employee a copy of the current Collective Agreement. The cost of providing the Collective Agreements shall be shared equally between the Employer and Union.
Collective. Duration Clause HeadquartersAreas Vancouver Lower Mainland Headquarters Areas I Attachment .Edmonton Headquarters Areas Calgary HeadquartersAreas Attachment .Operating Areas. Attachment Operating Areas Attachment AB Operating Areas APPENDIX A OPERATOR SERVICE DIVISION Job Titles and Wage Schedules Hours of Work and Scheduling Holiday Premiums and Special Provisions Work on Differentials General Wage Schedules APPENDIX PLANT DIVISION Job Titiesand Wage Schedules Article and Certification Differentials, Premiums and Standby Pay Home Dispatch,, APPENDIX C CLERICAL DIVISION Job Titles and Wage Schedules Premiums Differentials Taxi Transportation Job Evaluation Clerical interim Job Titles Attachment Quasi Job Titles Attachment .Wage Schedules APPENDIX TELUS MOBILITY Article of Appendix Application of Master Section Provisions that Apply to Plant Division Provisions that Apply to Clerical Division Memoranda and Letters of. Agreement Plant Job Titles by Job Category Plant Wage Schedules Clerical interim Job Titles Clerical Wage Schedules APPENDIX E TELUS MOBILITY EAST Article El Article E2 Article E3 .Application of this Appendix .Definitions Just Cause .Leave of Absence and Self-Financed Leave .Maternity Leave and Parental Leave APPENDIX MOBILITY RIMOUSKI Page MEMORANDA OF AGREEMENT MASTER SECTION Lump Sum Payment for Lump Sum Payment Variable Pay Pension Pian for Employees in British Columbia Additional Pension Contribuions to the Workers Pension Plan Pension Pians Agreement Terms Bargaining Unit Mid-Contract to Employees Added to Transition issues OPERATOR SERVICE DIVISION Competitive Operator Services PLANT DIVISION Lump Payment for Aiberla-Based Employees in Specified Job (Access Technician, Service Technician, Engineering Technician, Wireless Network Technician) TELUS MOBILITY
Collective. Group Step or will be declared surplus from the classification according to their seniority, and employees in Step or will be retained in their job classification based on their seniority providing the employees to be retained in their job classification have the qualifications, skills, and capabilities required to perform the work that needs to be done. Employees displaced from their job classifications shall apply their plantwide seniority in the plant in lower paid job classifications in accordance with Article Displaced employees may bump junior employees in higher paid or lateral job classifications where the displaced employee has previously successfully performed the required duties in the higher paid or lateral job classification. In layoffs and surpluses, employees to be retained on the basis of seniority must have the ability to do the work available within a reasonable period of time, which can be up to working days providing the necessary work is being carried out by the employee. If a layoff occurs, employees in the MET classification will not be retained over senior employees in Work Group Committeepersons shall have top seniority within their zone in case of a reduction of the workforce if they are capable of performing the jobs available. The Plant Chairperson shall have the top plantwide seniority if capable of performing the jobs available. In case of an employee with a disability, exception may be made to seniority provisions of this Agreement in favour of such employee by agreement between the Company and the Union. The Company may temporarily lay off employees due to breakdown of equipment, shortage of material, temporary changes in schedules, and for reasons of like nature. If such layoff becomes necessary, junior employees within the sub departments and affected may be laid off for a period not to exceed three working days before the Company will apply Articles through When the workforce is to be increased, all employees shall be recalled in line with their plantwide seniority to:
Collective. Any employee elected or appointed to a full time position in the Local or the National Union, shall be granted a leave absence without pay for a period up to one year and shall retain and accumulate seniority. Such leave of absence will be automatically renewed each year until the position has expired. During such leave of absence, the Union may elect to maintain the employee's benefit program including pension through the Company by paying the cost to the Company. The Company will, upon written notice of least one week, grant a leave of absence without pay to employees to attend to Union business outside the plant. Such notice will indicate whether the leave is for Union business or education. The Union will provide a monthly schedule of requested leaves of absence for Union business or education, indicating the employee's name and anticipated dates of leave. No more than a total of hours leave of absence will be granted under this Article in each calendar month to employees who are not members of the Plant Committee. The Company is willing to discuss with the Union leaves of absence in excess of hours per calendar month. For employees on leave under Article or the Company will continue to pay the employee's wages and once per month xxxx for reimbursement of these wages. Upon written notice to the Employee Relations Manager, the Company will grant leaves of absence to employees elected to a full time public office of the Municipal, Provincial, or Federal Government for the term of the office to fulfil the duties of their The Company will not continue or pay for any benefits during this period. When employees recover from sickness or disability, they will be returned to their original classification, job, and shift where it is sensible and practical to do so. The Company and the Union will establish a Return to Work Committee, consisting of three Company representatives and three Union representatives. The Committee will establish guidelines for returning disabled employees to work and review and monitor the effectiveness of the process.
Collective employees shall be eligible to be paid overtime rates in accordance with the overtime provisions of the Collective Agreement. employees shall only be paid for the peri- ods for which they work. employees may not work if seniority employees are on layoff. Except for the period to fill-in for vacations, holidays and short term Union leaves when acting as replacement workers with the agreement of the union. employees will be limited in number to that of the seniority employees absent from work unless mutually agreed to between the Company and the Union. employees shall be the first employees to be sent home if a work shortage occurs. employees shall be subject to the same conditions of employment as probationary em- ployees, save and except the seniority provi- sions, grievance procedures, social security and wage provisions of this Agreement. employees shall receive an hourly rate of seventy (70%)percent of the base rate per hour. employees shall not receive COLA or Shift Premium employees shall not be eligible to submit a grievance under the terms of this Agreement. A employee shall not work more than twelve hundred 200) hours per calendar year except when used as replacement for Union short term leaves. A employee will not work overtime until all seniority employees and probationary have been asked to work. employees may only work to a maximum of twenty-four (24) hours per week with the exception of periods worked as vacation, holi- day, and replacement and Union short term leaves. If a employee is required to replace an employee other than a Press Operator, they may only be used with mutual consent of the Company and the Union. The use of employees shall be limited to six (6) months for any individual employee on or Seniority has preference prior to any being assigned within the department which he is assigned at the start of the shift. The prefer- ence of assignment is at the beginning of the shift only. When a group of employees are moved to other work during the course of the day, due to line shutdown, seniority employees will be allowed to select their work assignment on the new line over employees being moved to the new available work. There will be no job bumping of employees for any reason while a job is running. If it becomes necessary to assign bargaining unit employees to a shift other than their regu- lar shift while the Company is utilizing employees, then employees will be assigned to that shift prior to bargaining unit employees being assign...
