LETTER OF UNDERSTANDING (NEW) Sample Clauses

LETTER OF UNDERSTANDING (NEW). A number of proposals were tabled by the parties in the fall of 2019 that would be difficult to resolve at this time, given the challenges presented by the COVID-19
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LETTER OF UNDERSTANDING (NEW). Every employee must be available to work either Christmas or New Year’s. In the event that not all employees in a classification are required to work Christmas or New Year’s, the most senior member in that classification will be offered the opportunity to have both Christmas and New Year’s off. It is understood that an employee’s regular schedule may be altered during the period of December 15 to January 15. It is understood that such arrangements will not result in overtime payments.
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LETTER OF UNDERSTANDING (NEW). Job clause When new job classifications are established or existing job classifications are changed in the character of duties and responsibilities as deemed necessary or advisable by the Company, the Union shall be advised immediately in writing with a copy of the letter to the Grievance Committee Chairperson. The Company shall set a rate. If, after a trial period of not less than thirty (30) days, the Committee deems the rate adjustment made by the Company to be unsatisfactory, the dispute shall be settled pursuant to the Grievance Procedure herein provided. In the event job classifications are deleted or the character of duties and responsibilities of the job classification are changed which will affect the employment status of an employee, the Union will be advised in writing of such deletion or change. The Company will meet with the Committee to inform them of changes in staff resulting from such deletion or change in a job classification and any dispute arising there from shall be settled pursuant to the Grievance Procedure herein provided. Schedule “K”
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LETTER OF UNDERSTANDING (NEW). In the event the Employer may merge or amalgamate with any other body, the Employer shall notify the Union and the affected Employees as soon as they are reasonably able. Upon such notification, where feasible, the parties agree to discuss potential impacts on the Employees of the Bargaining Unit. These discussions shall include but not be limited to pertinent staffing implications. Agreed –October 8, 2021
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Related to LETTER OF UNDERSTANDING (NEW)

  • Letter of Understanding Re Grievance Administration The central parties agree to develop a pilot project to assist the local parties with innovative and creative solutions to enhance grievance administration, such project could include regional review of grievances, regional mediation and/or regional panels of arbitrators. The parties will canvass their respective parties to elicit interest in participation in the project. Letter of Understanding Re: Best Practices The central parties agree to develop communication and promotional strategies regarding the best practices for professional development including identifying success stories; writing articles; and application. To accomplish this objective, information will be acquired through a survey of practices of the Hospitals. The parties agree that from time to time they will endorse best practices that demonstrate creative joint quality of initiatives.

  • LETTER OF UNDERSTANDING The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Letter of Understanding: Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Letter of Understanding: Re: Compendium of Standards of Practice Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. Letter of Understanding The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. Letter of Understanding Re: Harassment & Discrimination The local parties will determine the appropriate means of promoting and providing an effective and meaningful way of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. Letter of Understanding The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining.

  • LETTERS OF UNDERSTANDING Any Letter of Understanding negotiated between the Company and the Union shall be deemed to form part of this Agreement as if it had been incorporated herein. A Letter of Understanding shall be identified by a heading and a number, and must be signed by representatives of both parties at the Headquarters level.

  • MEMORANDUM OF UNDERSTANDING Re: Nurses Committee The parties acknowledge that the Registered Nurses’ Union Newfoundland and Labrador (RNUNL) have indicated that they have issues of concern unique to Nurses who live and work in Labrador and that the RNUNL will attempt to address these concerns through a committee which will be established subsequent to these negotiations.

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