Extra run board Sample Clauses

Extra run board. An extra run board in the order of seniority shall be maintained at the Transportation Office, so that all employees may observe the posting. Postings shall be made daily and the Board agrees to take immediate action to correct any inequities through the scheduling of future trips. Trips leaving any time of day, but returning after the normal workday will be classified as an extra run. Any and or all out of district runs should be assigned accordingly to the fill in and extra run boards.
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Extra run board. An extra run board in the order of seniority shall be maintained at the Transportation Office, so that all employees may observe the posting. Postings shall be made daily and the Board agrees to take immediate action to correct any inequities through the scheduling of future trips. Trips leaving any time of day, but returning after the normal workday will be classified as an extra run. Out of District runs will be assigned accordingly to Bangor bus drivers who have signed the fill-in and extra run boards. For runs outside of Bay County, transporting 11 students or more, the district will make transportation to events available, using Bangor busses and drivers, unless sufficient numbers of parents (and/or students when legal to do so) agree to transport students to and from the event. When not using Bangor busses and drivers, the district will verify that sufficient parents have signed up and will be transporting the students, and upon request, will provide such verification to the Union. The final decision on use or non-use of Bangor busses and drivers will rest with the district. The above criteria will apply to both weekday and weekend runs. Any trips for which a group (athletic boosters etc.), raises funds to transport students using a chartered bus will be exempt from the above criteria and not subject to the grievance procedure of this agreement.

Related to Extra run board

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  • 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.

  • National Labor Relations Board Orders No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.

  • 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.

  • Central Bargaining Committee (a) In central bargaining between the Canadian Union of Public Employees and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospital’s Central negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight (8), and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the eight (8) Hospitals accordingly.

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

  • Joint Labor/Management Committees Purpose and Membership. Joint Labor/Management Committees are established to provide a forum for communications and problem-solving between the two parties and to deal with matters of a general personnel Union/Employer concern, as well as professional practices within the hospital related to patient care and professional issues. The Committees will work toward the improvement of patient care and recommend ways and means to improve patient care; and will address problems and concerns related to staffing and workloads. The Committees’ function will be limited to an advisory capacity and shall not include any decision making or collective bargaining authority. Committee memberships:

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  • 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.

  • Staffing Committee A. Responsibilities. The Nurse Staffing Committee (“NSC”) shall be responsible for determining the Institute’s staffing plan and resolving complaints raised by nurses regarding the implementation of the plan as well as those activities required of it under RCW 70.41, et seq and its successors.

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