Employment Relations Act 2000 Sample Clauses

Employment Relations Act 2000. 24.1 The parties must comply with the provisions of the Employment Relations Act 2000.
Employment Relations Act 2000. 10.4.1 (a) The employer must allow every union member employed by the employer to attend at least 2 union meetings (each of a maximum of 2 hours' duration) in each calendar year after the calendar year 2000.
Employment Relations Act 2000. Nothing in this Agreement shall detract from or otherwise affect the operation of the provisions of the Employment Relations Act relating to personal grievances or to the enforcement of the Employment Contract generally.
Employment Relations Act 2000. 3 Employment Relations Act 2000 called principal Act in this Part 4 Purpose 5 Object of this Act 6 Parties to employment relationship to deal with each other in good faith 7 Interpretation 8 Prohibition on preference 9 Access to workplaces 16 10 Object of this Part 17 11 Good faith in bargaining for collec- 18 tive agreement 12 New section 33 substituted 33 Duty of good faith requires parties to conclude collective 19 agreement unless genuine reason not to 13 When bargaining may be initiated 14 New section 48A inserted 48A First meeting of multi-party bargaining for a collective agreernent 15 New heading and sections 5OA to 50J inserted Facilitating bargaining 5OA Purpose of facilitating collec- tive bargaining 5OB Reference to Authority 5()C Grounds on which Authority may accept reference 20 5OD Different members of Autho-
Employment Relations Act 2000 amended Part 3 Health and Safety in Employment Act
Employment Relations Act 2000. Notwithstanding the provisions of clause 16 (currently clause 3), where the employer is proposing to sell, transfer, merger or contract out the whole or part of the employers business, the employer shall negotiate with the person who undertakes or proposes to undertake the employers business (or part of it) or to whom the employer’s business (or part of it) is, or is to be, sold, transferred, merged or contracted out (the ‘new employer’) about the transfer of affected employees to the new employer. The employer will enter into negotiations with the new employer in relation to whether the service of affected employees will be treated as continuous and whether they will transfer to the new employer on the same, or better, terms and conditions of employment. As part of these negotiations ONTRACK Infrastructure Limited will put a proposal to the new employer and consider any response received concerning the transfer of affected employees. On the completion of negotiations, employees and their union will be advised as early as possible, but not later than one month prior to the anticipated handover date, the conditions under which the employees can elect to transfer to the new employer and the conditions under which their employment will end if the chose not to transfer or there is no option to transfer. No redundancy compensation shall be payable in any situation where the termination arises (present clause 14.12). Union will obtain legal advice prior to committing to proposed clause. Matter substantially agreed Commitment to Training (new clause) The parties have agreed to the following new clause to be inserted in General Matters:

Related to Employment Relations Act 2000

  • Employment Matters Except, in each case, as would not, individually or in the aggregate, have a Material Adverse Effect on the Company, the Company and each of its subsidiaries: (i) is in compliance in all material respects with all applicable foreign, federal, state and local laws, rules and regulations respecting employment, employment practices, terms and conditions of employment and wages and hours, in each case, with respect to Company Employees; (ii) has withheld all amounts required by law or by agreement to be withheld from the wages, salaries and other payments to Company Employees; (iii) has properly classified independent contractors for purposes of federal and applicable state tax laws, laws applicable to employee benefits and other applicable laws; (iv) is not liable for any arrears of wages or any taxes or any penalty for failure to comply with any of the foregoing; and (v) is not liable for any material payment to any trust or other fund or to any governmental or administrative authority, with respect to unemployment compensation benefits, social security or other benefits or obligations for Company Employees (other than routine payments to be made in the normal course of business and consistent with past practice). There are no pending, or, to the Company's knowledge, threatened material claims or actions against the Company under any worker's compensation policy or long-term disability policy. To the Company's knowledge, no Company Employee has violated in any material manner any employment contract, nondisclosure agreement or noncompetition agreement by which such Company Employee is bound due to such Company Employee being employed by the Company and disclosing to the Company or using trade secrets or proprietary information of any other person or entity.

  • Employment of Personnel Manager shall use its diligent efforts to investigate, hire, pay, supervise and discharge the personnel necessary to be employed by it to properly maintain, operate and lease the Property, including without limitation a property manager or business manager at the Property. Such personnel shall in every instance be deemed agents or employees, as the case may be, of Manager. Owner has no right of supervision or direction of agents or employees of Manager whatsoever; however, Owner shall have the right to require the reassignment or termination of any employee. All Owner directives shall be communicated to Manager’s senior level management employees. Manager and all personnel of Manager who handle or who are responsible for handling Owner’s monies shall be bonded in favor of Owner. Manager agrees to obtain and keep in effect fidelity insurance in an amount not less than Two Hundred Fifty Thousand Dollars ($250,000). All reasonable salaries, wages and other compensation of personnel employed by Manager, including so-called fringe benefits, worker’s compensation, medical and health insurance and the like, shall be deemed to be reimbursable expenses of Manager. Manager may allow its employees who work at the Property and provide services to the Property after normal business hours, to reside at the Property for reduced rents (or rent fee as provided in the Operating Budget) in consideration of their benefit to Owner and the Property, provided such reduced rents are reflected in the Annual Business Plan.

  • Employment Information Executive represents and warrants to Employer that information provided by Executive in connection with his employment and any supplemental information provided to Employer is complete, true and materially correct in all respects. Executive has not omitted any information that is or may reasonably be considered necessary or useful to evaluate the information provided by Executive to Employer. Executive shall immediately notify Employer in writing of any change in the accuracy or completeness of all such information.

  • Equal Opportunity Employment Consultant represents that it is an equal opportunity employer and it shall not discriminate against any subconsultant, employee or applicant for employment because of race, religion, color, national origin, handicap, ancestry, sex or age. Such non-discrimination shall include, but not be limited to, all activities related to initial employment, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff or termination. Consultant shall also comply with all relevant provisions of City’s Minority Business Enterprise program, Affirmative Action Plan or other related programs or guidelines currently in effect or hereinafter enacted.

  • FAIR EMPLOYMENT PRACTICES 8.1 Pursuant to NRS 338.125, Fair Employment Practices, the following provisions must be included in any contract between CONTRACTOR and a public body such as CITY:

  • Equal Employment Opportunity (EEO) - The School Board of Broward County, Florida, prohibits any policy or procedure which results in discrimination on the basis of age, color, disability, gender identity, gender expression, national origin, marital status, race, religion, sex or sexual orientation. Individuals who wish to file a discrimination and/or harassment complaint may call the Executive Director, Benefits & EEO Compliance at 754-321-2150 or Teletype Machine (TTY) 754-321-2158.