ISSUES OF CONCERN. The Union and the Employer, by mutual agreement, may decide to utilize various methods to address issues of concern to either party or both parties. The Employer and the Union could convene on an ad hoc basis a Union/Management Committee as one of the potential methods available to the parties to address issues of concern. Such meetings would occur provided the parties have agreed in advance to an agenda and the composition of the Committee. The Committee will not replace the right of the Employer to manage its facilities or the Union to file a grievance.
ISSUES OF CONCERN. General. Greenmarket Personnel conducting an inspection or spot visit will review his/her inspection report notes with the Producer, and discuss any issues of concern near the conclusion of the visit.
ISSUES OF CONCERN. Upon request, the Superintendent or designee shall meet with a Bargaining Unit member accompanied by a TENIG representative(s), if requested, to seek a resolution of a concern about working conditions.
ISSUES OF CONCERN. 25.1 Any Partner may request a meeting of the LSCB or the Council outside of the usual Board meeting dates to be held as reasonably practicable where that Partner has an issue of concern with the Arrangements which in its view would most appropriately be dealt with by the LSCB or the Council.
ISSUES OF CONCERN. 13.1 Where an employee has an issue of concern or a dispute arises under this agreement, the parties will follow the following steps in order to resolve the dispute:
a) The employee will discuss the matter with his or her Team Leader. The issue will be treated in a confidential manner.
b) The employee's Team Leader will make every effort to resolve the matter promptly.
c) If this has not resolved the dispute, the employee should discuss the issue with his or her Superintendent or nominated representative and if still unresolved, the Employee should refer the matter to the Department Manager. The employee may invite a chosen representative to be involved at this or any subsequent step.
d) If the issue remains unresolved after reference to the Department Manager, the employee should refer the matter to the Manager Human Resources.
e) If the issue remains unresolved the employee is entitled to have it reviewed by the Chief Executive Officer.
f) If the employee and SMC agree, an independent mediator or conciliator may be engaged to assist in the resolution of the dispute.
g) The employee and SMC will each comply with their obligations under this agreement while the above process is being followed and will continue to work as normal (except in the case of a serious safety concern).
ISSUES OF CONCERN. The JLM Committee shall:
a. Identify and review labour/management issues of concern
b. Seek to understand issues of concern
c. Reach a shared understanding of issues d. Recommend procedures to remedy issues of concern
ISSUES OF CONCERN. The parties and/or the Court specify the following issues of concern that are to be addressed in the co-parenting mediation:
ISSUES OF CONCERN. What are appropriate issues to discuss with the coach? This is often the question many parents have when their children are participating in sports.
