Common use of Deportment Clause in Contracts

Deportment. Employees shall be expected to conduct them- selves in an orderly fashion at all times and shall show due consideration to fellow employees by maintaining reasonable hours and refraining from rowdiness or inordinate noise while on camp pre- mises. Any and all acts of willful misconduct, brawling, vandalism, damage to camp property, theft of camp equipment and supplies or violation of reasonable and published Employer camp rules shall be cause for instant dismissal and shall be subject to the Grievance Procedure in the appropriate Collective There will be recognized, on each project, a Camp Committee comprised of one Job ▇▇▇▇▇▇▇ representing, each of the pipeline craft Unions which shall be responsible for enforcement of these camp standards or any mutually agreed upon modification thereof. The Camp Committee will select one of its mem- bers to act as Chairman whose responsibility it will be to arrange regular meetings and to record the proceedings of each meeting. The Chairman will have the authority to review any complaints of employees in respect of camp conditions and any actions of Employer resulting from improper deportment with the Sob Superintendent the Camp Manager. Complaints by individual employees shall sub- mitted in writing to their respective Job Stewards who shall present them at the next regular meeting of the Camp Committee. Any complaint held to be valid by a majority of the Camp Committee will be submitted in writing by the Chairman to the Sob Superintendent or Camp Manager for adjustment. The Job Superintendent, Camp Manager or his designate may attend any and all meetings of the Committee with a view to expediting the adjust- ment of any valid complaint or submitting any complaint with regard to improper deportment or infraction of published Employer Camp rules. Where a complaint which is held to valid can- not by adjusted between the Camp Committee and the Job Superintendent Camp Manager, within forty-eight hours, details of the complaint and the remedy sought shall be sub- mitted in writing to the Chairman of the Advisory Council who shall appoint a sub- committee consisting of two Union representatives and two Employer representatives from among the regular and alternate members of the Advisory Council or their designated substitutes. In no case and at no time shall representatives of the Union or the Employer involved in the grievance be appointed to the sub-committee. The sub- committee thus appointed shall meet and render a decision within three days of appointment. A unanimous decision of the sub-committee shall be final and binding. In the event that the sub-committee arrives at a majority decision which either party is unwilling or is unable to arrive at a decision within the prescribed time limits, the matter shall be referred to an Board con- sisting of two members, one to be named by the Employer and one by the These two members shall choose a third member as Chairman. If either party to the dispute fails to appoint its member or if no third member can be agreed upon within hours, then application shall be made to the appropriate governmental authority over labour for the appointment of a person to represent the defaulting party or a third member to act as Chairman. The Arbitration Board shall meet and render its decision within fourteen days, however, this time limit may be extended by mutual consent. The Decision of the majority of the Arbitration Board shall be final and binding. If there is no majority decision, then the decision of the Chairman shall constitute the decision of the Board. Each party shall bear the expense of its appointee and both parties share equally the expense of the Chairman. The time limitations specified herein may be extended only by mutual agreement of the parties or by order of the Chairman of the Arbitration Board. Pending settlement of any complaint the work shall be prosecuted without slowdown or work stoppage. The installation, moving, servicing and main- tenance of camp facilities carried out by the Employer shall performed by members of the pipeline craft Unions. Where camp provided by a third party or parties, they shall be installed, moved, serviced and maintained by employees who are members of the appropriate, recognized trade unions. These standards shall apply to all camps installed after date of signing and shall remain in full force and effect until December or until otherwise amended by mutual agreement of all Parties hereto. PIPE LINE CONTRACTORS ASSOCIATION OF CANADA: INTERNATIONAL BROTHERHOOD OF TEAMS- TERS, CHAUFFEURS, WAREHOUSEMEN AND HELPERS OF AMERICA: LABORERS INTERNATIONAL UNION OF NORTH AMERICA: UNITED ASSOCIATION OF JOURNEYMEN AND APPRENTICES OF THE PLUMBING AND INDUSTRY OF THE UNITED STATES

Deportment. Employees shall be expected to conduct them- selves in an orderly fashion at all times and shall show due consideration to fellow employees by maintaining reasonable hours and refraining from rowdiness or inordinate noise while on camp pre- mises. Any and all acts of willful misconduct, brawling, vandalism, damage to camp property, theft of camp equipment and supplies or violation of reasonable and published Employer camp rules shall be cause for instant dismissal and shall be subject to the Grievance Procedure in the appropriate Collective There will be recognized, on each project, a Camp Committee comprised of one Job ▇▇▇▇▇▇▇ representing, representing each of the pipeline craft Unions which shall be responsible for enforcement of these camp standards or any mutually agreed upon modification thereof. The Camp Committee will select one of its mem- bers to act as Chairman whose responsibility it will be to arrange regular meetings and to record the proceedings of each meeting. The Chairman will have the authority to review any complaints of employees in respect of camp conditions and any actions of the Employer resulting from improper deportment with the Sob Job Superintendent and/or the Camp Manager. Complaints by individual employees shall be sub- mitted in writing to their respective Job Stewards who shall present them at the next regular meeting of the Camp Committee. Any complaint held to be valid by a majority of the Camp Committee will be submitted in writing by the Chairman to the Sob Job Superintendent or Camp Manager for adjustment. The Job Superintendent, Camp Manager or his designate may attend any and all meetings of the Committee with a view to expediting the adjust- @ ment of any valid complaint or submitting any complaint with regard to improper deportment or infraction of published Employer Camp rules. Where a complaint which is held to valid can- not by adjusted between the Camp Committee and the Job Superintendent Camp Manager, within forty-eight hours, details of the complaint and the remedy sought shall be sub- mitted in writing to the Chairman of the Advisory Council who shall appoint a sub- committee consisting of two Union representatives and two Employer representatives from among the regular and alternate members of the Advisory Council or their designated substitutes. In no case and at no time shall representatives of the Union or the Employer involved in the grievance be appointed to the sub-committee. The sub- committee thus appointed shall meet and render a decision within three days of appointment. A unanimous decision of the sub-committee shall be final and binding. In the event that the sub-committee arrives at a majority decision which either party is unwilling or is unable to arrive at a decision within the prescribed time limits, the matter shall be referred to an Board con- sisting of two members, one to be named by the Employer and one by the These two members shall choose a third member as Chairman. If either party to the dispute fails to appoint its member or if no third member can be agreed upon within hours, then application shall be made to the appropriate governmental authority over labour for the appointment of a person to represent the defaulting party or a third member to act as Chairman. The Arbitration Board shall meet and render its decision within fourteen days, however, this time limit may be extended by mutual consent. The Decision of the majority of the Arbitration Board shall be final and binding. If there is no majority decision, then the decision of the Chairman shall constitute the decision of the Board. Each party shall bear the expense of its appointee and both parties share equally the expense of the Chairman. The time limitations specified herein may be extended only by mutual agreement of the parties or by order of the Chairman of the Arbitration Board. Pending settlement of any complaint the work shall be prosecuted without slowdown or work stoppage. The installation, moving, servicing and main- tenance of camp facilities carried out by the Employer shall performed by members of the pipeline craft Unions. Where camp provided by a third party or parties, they shall be installed, moved, serviced and maintained by employees who are members of the appropriate, recognized trade unions. These standards shall apply to all camps installed after date of signing and shall remain in full force and effect until December or until otherwise amended by mutual agreement of all Parties hereto. PIPE LINE CONTRACTORS ASSOCIATION OF CANADA: INTERNATIONAL BROTHERHOOD OF TEAMS- TERS, CHAUFFEURS, WAREHOUSEMEN AND HELPERS OF AMERICA: LABORERS INTERNATIONAL UNION OF NORTH AMERICA: UNITED ASSOCIATION OF JOURNEYMEN AND APPRENTICES OF THE PLUMBING AND INDUSTRY OF THE UNITED STATES.