MANAGEMENT EMPLOYEE RELATIONS. Section 1.
MANAGEMENT EMPLOYEE RELATIONS. SECTION 1 The parties agree that the principle of a fair day's work for a fair day's pay shall be observed at all times and employees shall perform their duties in a manner that best represents the Employer's interest. The Employer shall not in any way intimidate, harass, coerce or overly supervise any employee in the performance of his or her duties. The Employer shall not retaliate against employees for exercising rights under this Agreement. In considering any grievance alleging retaliation for exercising their rights under the Agreement, the severity and timing of the Employer’s actions that modify an employee’s work assignment or reprimand employees shall be relevant factors to a determination of motivation. The Employer will treat employees with dignity and respect at all times, which shall include, but not be limited to, giving due consideration to the age and physical condition of the employee. Employees will also treat each other as well as the Employer with dignity and respect.
MANAGEMENT EMPLOYEE RELATIONS. The parties agree that the principle of a fair day’s work for a fair day’s pay will be observed at all times and employees shall perform their duties in a manner that best represents the Employer’s interests. It is understood that the Employer will not overly supervise or unfairly coerce employees in the performance of their duties.
MANAGEMENT EMPLOYEE RELATIONS. SECTION 1 The parties agree that the principle of a fair day's work for a fair day's pay shall be observed at all times and employees shall perform their duties in a manner that best represents the Employer's interest. The Employer shall not in any way intimidate, harass, coerce or overly supervise any employee in the performance of his or her their duties. The Employer shall not retaliate against employees for exercising rights under this Agreement. In considering any grievance alleging retaliation for exercising their rights under the Agreement, the severity and timing of the Employer’s actions that modify an employee’s work assignment or reprimand employees shall be relevant factors to a determination of motivation. The Employer will treat employees with dignity and respect at all times, which shall include, but not be limited to, giving due consideration to the age and physical condition of the employee. Employees will also treat each other as well as the Employer with dignity and respect. The following language is applicable to grievances arising from Article 37 Section 1(a) which allege intimidation, harassment, coercion or over supervision. Grievances not resolved by Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be compromised of an equal number on Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the Nation Grievance Committee Rules of Procedure. The Article 37 Committee shall be empowered to provide a monetary penalty for each proven violation of this Section up to a maximum penalty of three (3) five (5) times the employee’s daily guarantee depending on the severity of the offense. Any individual member of management deemed by the Committee to have committed two (2) or more violations of this Section within a two (2) year period shall be required to appear before the Committee for any subsequent grievance(s). Failure of the management person to appear, absent a legitimate excuse, shall result in a negative inference.
MANAGEMENT EMPLOYEE RELATIONS. It is understood that the Company will not overly supervise or unfairly coerce crewmembers in the performance of their duties. Not more than one (1) member of management will check the performance of any one (1) crewmember at the same time, except for the purposes of training or observing management personnel. All Flight Operations management personnel shall wear management identification while on Company property and aircraft.
MANAGEMENT EMPLOYEE RELATIONS. Article 37.2 (Section 2 and 3 involves excessive OJS rides) Article 37.3
MANAGEMENT EMPLOYEE RELATIONS. [No change]
MANAGEMENT EMPLOYEE RELATIONS. SECTION 1 The parties agree that the principle of a fair day’s work for a fair day’s pay shall be observed at all times and employees shall per- form their duties in a manner that best represents the Employer’s interest. The Employer shall not in any way intimidate, harass, co- erce or overly supervise any employee in the performance of his or her duties. The Employer shall not retaliate against employees for exercising rights under this Agreement. In considering any griev- ance alleging retaliation for exercising their rights under the Agree- ment, the severity and timing of the Employer’s actions that modify an employee’s work assignment or reprimand employees shall be relevant factors to a determination of motivation. The Employer will treat employees with dignity and respect at all times, which shall include, but not be limited to, giving due consideration to the age and physical condition of the employee. Employees will also treat each other as well as the Employer with dignity and respect.
MANAGEMENT EMPLOYEE RELATIONS. Section 1. a) The parties agree that the principle of a fair day's work for a fair day's pay shall be observed at all times and employees shall perform their duties in a manner that best represents the Employer's interest. The Employer shall not in any way intimidate, harass, coerce or overly supervise any employee in the performance of his or her duties. The Employer will shall treat employees with dignity and respect at all times, which shall include, but not be limited to, giving due consideration to the age and physical condition of the employee. Employees will shall also treat each other as well as the Employer with dignity and respect. No employee shall be disciplined for exceeding personal time based on data received from the DIAD / XXXX or other information technology. The Employer shall not alter the information from the DIAD board, or information recorded through the use of any other
MANAGEMENT EMPLOYEE RELATIONS. Section 37.1. The parties agree that the principle of a fair day’s work for a fair day’s pay shall be observed at all times and employees shall perform their duties in a manner that best represents the Employer’s interest. The Employer shall not in any way intimidate, harass, coerce, bully, or overly supervise any employee in the performance of his or her duties. The Employer shall treat employees with dignity and respect at all times, which shall include, but not be limited to, giving due consideration to the age and physical condition of the employee. Employees shall also treat each other as well as the Employer with dignity and respect. The following language is applicable to grievance arising from Article 37 Section 1(a) which allege intimidation, harassment, coercion or over supervision: Any individual member of management found to the have committed two (2) or more violations of this section within a two (2) year period shall be required to appear in person before the UPS/705 Grievance Committee for any subsequent grievance(s). Failure of the management person to appear, shall result in a negative inference and payment to the grievant his/her daily guarantee. No employee shall be disciplined for exceeding personal time based on data received from the DIAD / XXXX, Telematics, GPS or other information technology. The Employer shall allow a minimum of ten percent (10%) of the package car drivers worked in any center off on a daily basis. No package car driver shall be granted more than two
