Concern Resolution Process Sample Clauses
The Concern Resolution Process clause establishes a formal procedure for addressing and resolving issues or disputes that arise during the course of an agreement. Typically, this clause outlines steps such as notifying the other party of a concern, engaging in discussions or meetings to resolve the issue, and possibly escalating the matter to higher management or mediation if initial efforts fail. Its core practical function is to provide a structured and predictable method for resolving conflicts, thereby minimizing disruptions and fostering continued cooperation between the parties.
Concern Resolution Process. Magna and the CAW are fully committed to the effective, timely, and fair resolution of employee concerns, in a manner that considers both the legitimate concerns of Magna employees, and the need for continuing operational effectiveness. The effective resolution of workplace concerns requires effective and open communication between all parties; the ability to honestly convey concerns in a timely manner; mutual respect and responsibility; and a commitment to upholding the principles of the Magna Employees’ Charter, and the FFA. The Concern Resolution Process relies on several overlapping structures and channels of communication, including: • Access to an Open-Door Process, where Magna employees can raise their concerns with appropriate management at any time. This Open-Door Process is flexible, and concerned individuals can approach their immediate supervisor, area manager, general manager, or any other avenue in the process; • Access to the Division’s Fairness Committee (on an informal or formal basis); • Access to the Magna Hotline at any time; and • Access to the Concern Resolution Sub-Committee, the Employee Relations Review Committee (the “ERRC”), and the arbitration process, when necessary. Non-probationary Magna employees who wish to invoke any of these structures and channels will be fully protected from any reprisal or discipline for pursuing their concerns. Fundamental to this principle of employee participation, is the responsibility of each employee to take ownership for pursuing the resolution of any concern they may have up to and including the Hotline step of the Concern Resolution Process. Thereafter, carriage of the concern shall be the responsibility of the EA and the Union. The steps in the Concern Resolution Process are summarized in Figure 2.
Concern Resolution Process. Section 1: Introduction
Concern Resolution Process. The parties recognize that the various steps in Concern Resolution Process set out in the National CBA include specific committees, such as the Concern Resolution Sub Committee (CRSC) and the Employee Relations Review Committee (ERRC) which are officially comprised of a specific number of individuals officially representing both the Union and the Company. Despite the official composition of these committees as set out in the National CBA, both parties recognize that from time to time, it may be convenient and desirable for either party to delegate alternative individuals to attend these meetings in a support or administrative role, where such individuals may be familiar with the facts of particular cases being discussed, and where the assistance of these individuals may be valuable in terms of resolving an issue in dispute. At the Concern Resolution Sub Committee level, the parties agree that the Union’s National Representative may choose to delegate an Alternate to attend on his/her behalf; and in the Company’s case, it is agreed that the Divisional Human Resources Manager will be allowed to attend for the purposes of providing assistance and support to the plant General Manager. Where the Employee Relations Review Committee is concerned, the parties agree that where necessary, the Company and the Union may invite additional individuals to attend such meetings on an ad hoc basis to help provide information and render assistance to the Concern Resolution Process, but such individuals shall not otherwise be entitled to participate as formal committee members for the purposes of decision making.
Concern Resolution Process a) Extendicare expects there to be minor disruptions that will not negatively impact membership or violate the collective agreement. It is understood, however, that with this pilot program there may be an increase in issues of concern.
b) The committee will meet on a bi-weekly basis (if required) and will be comprised of an equal number of union members and/or union representatives and management. The purpose of the committee is to address any issues resulting from the pilot. If a matter remains unresolved for longer than ten (10) business days, either party may initiate the appropriate steps of the grievance process. This committee will be in place effective date of acceptance of this agreement.
Concern Resolution Process