Conciliation board. Should it prove impossible to reach agreement through the procedure de- scribed in Art. 44, the employee representation bodies or the social partners on the employee side may refer the case to a joint conciliation board. The conciliation board consists of four members appointed for a term of four years and a chairperson. They are not permitted to play any role in association negotiations. The Swiss Bank Employees’ Association and the Swiss Association of Com- mercial Employees together appoint two members and one deputy, as does the Employers Association of Banks in Switzerland. The members of the concilia- tion board also elect the chairperson and deputy chairperson. The conciliation board submits a mediation proposal. The provisions relating to the conciliation proceedings of the Swiss Federal law governing the Federal Conciliation Office (Arts. 3 and 4) apply mutatis mutandis.
Conciliation board. No decision may be taken on industrial action or other coercive industrial measures until the conciliation board of the federations has considered the industrial dispute and a proposal of the said board to revise this agreement has been rejected by one of the parties hereto. The conciliation board shall submit its proposal within two weeks of the time at which the Chair of the conciliation board has been notified of the industri- al dispute. The work of the conciliation board shall not be governed by the Arbitration Act (Laki välimiesmenettelystä, no. 967 of 1992). The federations shall each appoint a single member to serve on the concili- ation board and the members so appointed shall then select a person to chair the conciliation board. The term of office of a member appointed to serve on the conciliation board shall be three years. A person who could otherwise be disqualified under the Arbitration Act may also serve as a member. The federations shall each be liable for one half of the emolu- ments paid to members of the conciliation board and the other expenses of the said board.
Conciliation board. No decision concerning industrial action or other means of exert- ing pressure may be taken until the Conciliation Board of Technol- ogy Industry Employers of Finland and the Federation of Profes- sional and Managerial Staff (YTN) has reviewed the labour dispute in question and until a proposal made by the Conciliation Board to revise this agreement accordingly has been rejected by one of the parties. The Conciliation Board shall submit its proposal within two weeks of the date on which its Chair was notified of the labour dispute. The Conciliation Board shall not be bound by the provisions of the Finnish Arbitration Act. Both parties shall appoint one member of the Conciliation Board, and the members shall choose the Chair. The term of office of a member of the Conciliation Board shall be three years at a time. A person who could be disqualified under the Arbitration Act may nevertheless serve as a member of the Conciliation Board. Tech- nology Industry Employers of Finland and the Federation of Pro- fessional and Managerial Staff (YTN) shall each be liable for one half of the emoluments payable to the members of the Conciliation Board and for one half of any other expenses of the Conciliation Board.
Conciliation board. If it is not possible to reach agreement through the procedure described in 39.1, the employee representatives or the trades unions may refer the case to a joint conciliation board. This conciliation board comprises four members appointed for a term of four years and a chairperson. None of these may be party to the negotiations involving the employer associations and trade unions. The Swiss Bank Employees Association and the Swiss Association of Commercial Employees together appoint two members and one deputy, as does the Employers Organisation of the Banks in Switzerland. The members of the conciliation board elect the chairperson and his or her deputy. The conciliation board prepares a mediation proposal. The provisions relating to the conciliation proceedings of the Swiss Federal law governing the Federal Conciliation Office (Arts. 3 and 4) apply mutatis mutandis. E Procedures in cases of bank closures and layoffs of bank staff
Conciliation board. 1. No decision on industrial action or other means of exerting pres- sure may be taken before the federations’ Conciliation Board has reviewed the labour dispute in question and before a proposal made by the Conciliation Board to revise the collective agreement accordingly has been rejected by one of the parties.
Conciliation board. 1. No decision on industrial action or other means of exerting pressure shall be undertaken before the federations’ Conciliation Board has examined the labour dispute in question and a proposal made by the Conciliation Board to revise the collective agreement has been re- jected by either party.
Conciliation board. Duties of the Conciliation Board On request by either party, a Conciliation Board may be established: - to provide recommendations on issues that a central party has referred to the Board with respect to the application and interpretation of existing agreements. Matters received by the Conciliation Board shall be considered without delay.
Conciliation board. I. Where operational requirements permit, the employer may grant to an employee presenting a grievance or to be a representative of the employee presenting the grievance, leave with pay to discuss the grievance with the employer‘s representative; Where operational requirements permit, the employer will grant leave with pay to an employee who is a party to adjudication, to an employee who is called as a witness during an adjudication hearing and to an Association representative of the employee who is a party to the adjudication.
Conciliation board. Where requirements permit, the Corporation will grant leave wit pay to a reasonable number of employees representing the Association before a Conciliation Board. called as a witness The Corporation will grant leave with pay to an employee called as a witness by a Conciliation Board and, where operational requirements permit, leave with pay to an employee called as a witness by the Association. Arbitration Leave with pay for the period of the arbitration hearing for: an employee who is a party, an employee who acts as a representative called by an employee who is a party, an employee called as a witness by an employee who is a party.
Conciliation board. (1) Subject to paragraph (2), should the two Governments fail to reach agreement on the interpretation or application of this Agreement, including any matter to be resolved under it, the following dispute settlement procedure shall apply, unless the dispute falls within the procedures agreed under Article 3.4, or unless the two Governments agree otherwise:
