IATSE PAC Sample Clauses

IATSE PAC. Section 1. The Employer agrees to deduct from each employee’s gross wages at each payroll period such voluntary contributions to the IATSE Political Action Committee (“IATSE PAC”) as the employee has authorized in writing to be deducted. The Employer shall provide a PAC deduction form or equivalent to employees as part of new hire paperwork, subject to the payroll services being able to administer the paperwork or electronic equivalent and implement the deduction. The Employer will issue a single check for all employees’ deductions payable to the IATSE PAC and remit same directly to the IATSE PAC within ten calendar days of the deduction. Along with the check the Employer will provide the PAC with the following information: (1) the name of each employee for whom a deduction has been made, (2) the employee’s social security number, and (3) the amount of the deduction. The Union will indemnify and hold harmless the Employer from any and all liability arising from deductions provided for in this action. The foregoing may be assigned to the Employer’s payroll service for administration. EMPLOYER IDENTIFICATION
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IATSE PAC. Section 1. The Employer agrees to deduct from each employee’s gross wages at each payroll period such voluntary contributions to the IATSE Political Action Committee (“IATSE PAC”) as the employee has authorized in writing to be deducted. The Employer will issue a single check for all employees’ deductions payable to the IATSE PAC and remit same directly to the IATSE PAC within ten calendar days of the deduction. Along with the check the Employer will provide the PAC with the following information: (1) the name of each employee for whom a deduction has been made, (2) the employee’s social security number, and (3) the amount of the deduction. The Union will indemnify and hold harmless the Employer from any and all liability arising from deductions provided for in this action. The foregoing may be assigned to the Employer’s payroll service for administration.
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IATSE PAC. Section 1. The Employer agrees to deduct from each employee’s gross wages at each payroll period such voluntary contributions to the IATSE Political Action Committee (“IATSE- PAC”) as the employee has authorized in writing to be deducted. The Employer shall provide a PAC deduction form or equivalent to employees as part of new hire paperwork, subject to the payroll services being able to administer the paperwork or electronic equivalent and implement the deduction. At least once a month, the Employer will issue a single check for deductions payable to the IATSE PAC and remit same directly to the IATSE PAC. Along with the check, the Employer will provide the PAC with the following information: (1) the name of each employee for whom a deduction has been made, (2) the employee’s social security number, and (3) the amount of the deduction. Employees who wish to cancel or modify their deduction will sign a card supplied by the Union for such purpose. The Union will be responsible for obtaining any refund from the IATSE PAC. The Union will reimburse the Employer annually for all costs incurred in administering this deduction and will indemnify and hold harmless the Employer from any and all liability arising from deductions provided for in this section. Administration of the foregoing may be assigned to the Employer’s payroll service. The Employer or its payroll company will provide a PAC deduction form to each employee. This Article shall not be operative in Canada unless and until the IATSE establishes a PAC in compliance with Canadian Law.
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Related to IATSE PAC

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • 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.

  • CHECK-OFF OF UNION DUES (a) The Employer shall, as a condition of employment, deduct from the wages or salary of each employee in the bargaining unit, whether or not the employee is a member of the Union, the amount of the regular dues payable to the Union by a member of the Union.

  • International Olympic Committee; International Red Cross and Red Crescent Movement As instructed from time to time by ICANN, the names (including their IDN variants, where applicable) relating to the International Olympic Committee, International Red Cross and Red Crescent Movement listed at xxxx://xxx.xxxxx.xxx/en/resources/registries/reserved shall be withheld from registration or allocated to Registry Operator at the second level within the TLD. Additional International Olympic Committee, International Red Cross and Red Crescent Movement names (including their IDN variants) may be added to the list upon ten (10) calendar days notice from ICANN to Registry Operator. Such names may not be activated in the DNS, and may not be released for registration to any person or entity other than Registry Operator. Upon conclusion of Registry Operator’s designation as operator of the registry for the TLD, all such names withheld from registration or allocated to Registry Operator shall be transferred as specified by ICANN. Registry Operator may self-­‐allocate and renew such names without use of an ICANN accredited registrar, which will not be considered Transactions for purposes of Section 6.1 of the Agreement.

  • 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.

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

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