Donated Leave Bank Advisory Committee Sample Clauses

Donated Leave Bank Advisory Committee. The Donated Leave Bank Advisory Committee will have a membership of one Union eligible faculty member from each academic division (Business and Economics, Computer Science, Creative Arts, Humanities, Health and Physical Education, Natural Sciences and Mathematics, Psychology, Social Sciences, Special Education, and Teacher Education), Athletics and the Xxxxxxxx Library. The Director of Human Resources will be ex-officio. The Committee will review all requests for use and make recommendations regarding each request.
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Donated Leave Bank Advisory Committee. The Donated Leave Bank Advisory Committee is the WOUFT Executive Council. The Director of Human Resources will be ex-officio. The committee will review all requests for use and make recommendations regarding each request.
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Donated Leave Bank Advisory Committee. The Donated Leave Bank Advisory Committee will have a membership of one union eligible faculty member from each academic division (Business and Economics, Computer Science, Creative Arts, Humanities, Health and Physical Education, Natural Sciences and Mathematics, Psychology, Social Sciences, Special Education, and Teacher Education), Athletics and the Xxxxxxxx Library. The Director of Human Resources will be exificio. The Committee will review all requests for use and make recommendations regarding each request. Leave Bank Refund Leave hours contributed to the Leave Bank will not be refunded to the employee unless the Leave Bank is discontinued. At that time the hours will be returned to current members only, in prorated shares. If an employee separates from employment with WOU for any reason, the employee automatically loses all time they have placed in the Leave Bank, even if the plan is discontinued. Donated hours will not be returned in cases where a member applies for Leave Bank benefits and is denied. Leave Bank Termination Prior to any decision regarding termination of this Leave Bank, the Human Resources Director will meet and consult with WOUAFT to discuss alternatives to termination. The decision whether to terminate the Leave Bank shall be at the sole discretion of the President. This decision is not subject to challenge or appeal. Should the decision to terminate the plan be made, the Human Resources Office shall have the responsibility to terminate the plan pursuant to the provision of this policy. SERIOUS HEALTH CONDITION DEFINITIONS
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Related to Donated Leave Bank Advisory Committee

  • Sick Leave Bank Committee The Committee shall be appointed by the BTU-ESP for the purpose of administering the Sick Leave Bank. The Committee shall:

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour-Management Committee Meeting during the term of this Agreement, the following shall apply.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Union-Management Committee There shall be a union/management committee comprised of four (4) employee representatives appointed by the Union and four (4) employer representatives. The Committee's purpose is to provide and promote effective and meaningful communication of information and ideas and to make joint recommendations on matters of concern. Matters that are properly the subject of an individual grievance will not be discussed at this committee. The Committee will meet quarterly, unless agreed otherwise, at a time and place mutually agreed to provided there is business for their joint consideration. The parties will exchange agenda items at least one (1) week prior to the meeting. The parties further agree the Committee may meet at any time its members mutually agree a meeting should be held. The duties of the Chairperson will be shared by the parties. Copies of the minutes shall be provided to Committee members. The employer agrees to pay for time spent during regular working hours for representatives of the union attending such meetings. The parties may utilize video or teleconferencing services for the purposes of committee members attending committee meetings, where appropriate and available. Neither party can unreasonably deny an initiative to utilize video or teleconferencing services.

  • Labour Management Relations Committee 20.01 The parties recognize that a forum for ongoing discussions during the term of the Agreement can promote more harmonious labour relations between them.

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

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