MANAGEMENT RELATIONS Clause Examples for Any Agreement

MANAGEMENT RELATIONS. Employer Shall Notify Union Copies of Motions

MANAGEMENT RELATIONS. ⭘ Members shall respect the property of the contractor and end users, and graffiti and other forms of destruction and waste will not be tolerated. ⭘ Members shall respect all legal facility rules of the client and or end user. ⭘ Activities which cast the International Association or the local union in disrepute shall not be tolerated. ⭘ Any inappropriate behavior toward another member or group of members shall not be tolerated. ⭘ Inappropriate behavior toward customer representatives or employer representatives shall not be tolerated. ⭘ The goal of the SMART Code of Excellence Program is to promote professionalism within the total membership of the SMART IA and a sense of pride in our membership. The ultimate responsibility of managing the work and projects falls within the control of the employer. With such responsibility our signatory employers, and if applicable our employer associations, have a responsibility to manage their jobs effectively. Therefore, to build confidence and trust in the Code of Excellence Program, the employer must meet its responsibilities in addressing job performance issues, including the following: • To address ineffective supervisors, including • To ensure proper maintenance, care, storage, and security for employer-provided equipment and tools and employee-provided tools. • To demonstrate to the customer the efficiency of our partnership, the employer will ensure there are adequate numbers of employees to perform the work efficiently and, conversely, to limit the number of employees to the work at hand. • To provide the necessary jobsite leadership to eliminate problems and provide effective solutions. • To instill in supervisors the necessary positive attitude that the SMART local union, their members and the employer are working together. • To ensure that jobsite leadership takes the necessary ownership of mistakes created by management decisions. • To eliminate unsafe work conditions and ensure that proper safety training, equipment, and methods are utilized. • To address concerns brought forth by the Business Manager or his/her designee. If the problem is not resolved at the lowest level of management, the Business Manager or his/her designee may choose to address the issue with higher levels of management. • If the issue is not resolved, the local union or employer may call for a labor-management meeting to resolve concerns or issues. • To treat all employees with dignity and respect. • To discipline fairly and reasonably...

MANAGEMENT RELATIONS. Labour Management (a) No employee or group of employees will undertake to represent the Union at meetings with the University without the proper authorization of the Union. Neither will the University meet with any employee or group of employees undertaking to represent the Union without the authorization of the Union. In representing an employee or group of employees, an elected or appointed representative of the Union will speak for the Union. The Union and the University acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Committee The Committee will function in an advisory capacity only, making recommendations to the Union the University with respect to its discussions and conclusions, and will not have the power to modify the terms of this Agreement. Such meetings will be held at a mutually agreeable time upon the request of either party. Meetings will normally be scheduled on a regular, monthly basis. The date, time and location of each meeting will be set at the end of the prior meeting. Agenda items will be exchanged between the Union Co-chair and the Human Resources representative no later than the day before the meetings. The will normally consist of three or four and not more than six representativesfrom each party. Quorum for meetings is four participants, two from each side, unless the parties agree otherwise prior to the meeting. All discussion will be without prejudice and precedent and there will be no limitation on agenda items. Should the parties agree in the meeting to a “with prejudice” statement or outcome, such agreements will only occur in accordance with the provisions of Article of the Collective Agreement. Representatives of the Union will have the right to attend meetings between the University and the Union held within working hours without loss of pay.

MANAGEMENT RELATIONS. Committees

MANAGEMENT RELATIONS. 2.01 It is recognized that the Employer provides services for the safety, health, comfort, general welfare of the citizens. Therefore, the employees must be prepared at all hours of the day or night to assist in providing the many services. 2.02 The responsibility to the citizens to provide the services being mutual to both the employer and the employees necessitates that any differences of the interpretation of the terms of this Agreement will be settled in an orderly manner, as provided by this Agreement. If any difference of opinion occurs during the term of the Agreement, which cannot be adjudicated by mutual agreement, it is agreed that same will be settled by arbitration. 2.03 The Employer agrees that any reports or recommendations to be made to the Council dealing with matters covered by this Agreement will be communicated to the Secretary of the Union, coincidental with the reference to the Council so as to afford the Union reasonable opportunity to consider them and, if necessary, to protect them when they are dealt with by the Council. 2.04 It is agreed that a Labour/Management Committee be established for the purpose of the interchange of ideas and information on matters of mutual interest and concern. This committee shall consist of equal representation from both union and management and will meet quarterly at a time that is mutually agreed. A special meeting may be called by mutual agreement should the need arise. All time off for representatives of the union shall be with pay. 2.05 The Union agrees it is the function and obligation of the Employer to maintain order, discipline and efficiency, to hire, direct, discharge, suspend, promote, demote, transfer, layoff and generally manage the enterprise subject to the right of the employee concerned and/or the Union to lodge a grievance under the Grievance Procedure outlined in this Agreement. 2.06 The parties agree that there shall be no discrimination within the meaning of the Ontario Human Rights Code against any employee by the Union or the Employer. The Employer and Union further agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by either of them or their representatives or members because of an employee=s membership or non-membership in a union. 2.07 A Bargaining Committee shall be appointed by each of the parties for the purpose of renegotiating this Collective Agreement with the procedures herein described. Each party will a...

MANAGEMENT RELATIONS. The parties agree that before any major operating changes or major restructuring plans which have an impact on the bargaining unit are implemented, the Union shall be advised of such proposed changes and/or plans and shall be given the opportunity to meet with the Employer to fully discuss the said changes and/or provided the Union is available to meet within ten days of being so advised. In order to promote good relations and communications between the Employer and its employees, it is agreed a Committee will be formed, of three (3) representatives designated by the Employer and three (3) representatives designated by the Union. The committee will meet on a regular basis to consider mutual problems and to help provide a sound and harmonious relationship between the Employer and the Union. A committee member attending these meetings will be paid the straight time hourly rate for his classification for the duration of the meeting; it is his scheduled day off he will be paid a minimum of two (2) hours.

MANAGEMENT RELATIONS. No Employee or group of Employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union executive. The Union shall supply the Employer

MANAGEMENT RELATIONS. Only officers, agents or officials of the Union shall be deemed to be authorized to represent the Union at meetings with the Corporation, and the Corporation shall not be bound to recognize such personnel until it has received such information from the Union in writing. The Union shall, therefore, furnish the Corporation with the names of its officers, agents or Similarly, the Corporationwill, if requested, supply the Union with a list of its supervisory personnel with whom the Union may be required to transact business. The Corporation acknowledges the right of the Union to appoint or otherwise select from the Corporation's seniority employees covered by this Agreement, a Union Committee composed of not more than three seniority employees. This Committee will act as the negotiating and/or grievance committee. The Union shall have the right to have the assistance of a representative of the Canadian Union of Public Employees at Steps and of the grievance procedure or when meeting with the Corporation. It is understood that the stewards and committee members have their regular work to perform on behalf of the Corporation. If it is necessary for a committee member to service a grievance during working hours, shall not leave work without first obtaining the permission of supervisor. If requested, shall give a reasonable explanation why deems such action is necessary. When resuming regular work, shall again report to supervisor. A xxxxxxx or committee member's duties shall include assisting an employee in the preparation and presentation of grievance and generally assist in and be responsible for the proper administration of this Agreement.

MANAGEMENT RELATIONS. The Union will supply the University with the names of its officers and stewards, and the University will supply at any time it is requested in regard to any employee or group of employees, the names of the supervisory personnel and their functional responsibilities. The Union shall have the right at any time to have the assistance of representatives of the Canadian Union of Public Employees or any other advisors when dealing or negotiating with the University. Such representatives or advisors shall have general access to the campus in order to investigate and assist in the settlement of a grievance. As soon as possible after a written request by the Union, the University shall provide to the Union reasonable technical information pertaining to the bargaining unit required by the Union such as number of positions in the bargaining unit, job classifications, and wage rates. The University agrees to allow the Union to hold meetings and educational functions and to conduct Union business on University premises. The University will make space available for such functions, subject to normal procedural and scheduling restrictions. The University agrees to invite and accept representatives to ad hoc committees on the same basis as other on-campus unions, as deemed appropriate by the University. The University will provide to the Union one four drawer filing cabinet. The University agrees to allow the Union reasonable use of internal mail service, including electronic mail, free of charge. The Union will pay the cost of connecting its hardware to the network. The University will permit the Union access to disk space to establish its own home page on the World Wide Web. The University agrees to provide the Union with one bulletin board on the main floor of either the Laboratory or the Classroom Building and another on the main floor of the Education Building, upon which the Union may post notices and other similar information which may be of interest to its members, and upon which the Personnel Department will post notices of jobs (see Article 10.2). The University will provide the Union with self-contained office space on the main campus. The University agrees to provide the Union with the following lists: List one: an alphabetical list of students in the bargaining unit, indicating address, department, classification, term of employment, and wage rate. List two: a list indicating the same information as list one, but sorted according to department. This informati...

MANAGEMENT RELATIONS. A Union Bargaining Committee of not more than six of the and a Xxxxxxx body of not more than sixteen members as per Schedule A of this Agreement shall be elected or appointed by the Union. The Union will advise the Board in writing of the names of its Officers, Stewards, Branch Representatives, Bargaining Committee and representatives on all other joint committees, and will thereafter notify the Board of any change in such list, Similarly, the Board will advise the Union in writing of the names of the senior administration employees and of any changes. The parties agree that an employee with less than six months service will not be as a Xxxxxxx or Bargaining Committee In addition to their regular Xxxxxxx and Bargaining members have responsibilities under this Agreement. They must obtain permission to leave their duties from their Branch/Department Head, but such permission shall not be unreasonably withheld. The Union Bargaining Committee shall be granted five days off with pay for the purpose of preparing with the Board. ‘members of the Bargaining Committee , A shall suffer no loss of pay and benefits for scheduled work hours spent attending meetings with Board representatives in negotiations. The Union shall have the right at any time to have the assistance of representatives of the Canadian Union of Public Employees when dealing or negotiating with representatives of the Board. Such representatives shall be provided access to the Board’s premises with the permission of the Director, Human Resources, Such permission shall not be unreasonably withheld. a) The parties agree to establish a Labour Management Committee with three representatives of the including the Director, Human Resources or the Director’s nominee and three representatives of the Union. The Director of Human Resources or the Director’s nominee and a Union representative shall act as voting Co-Chairpersons. The Board will a secretary for the Committee. The Co-Chairpersons shall alternate in acting as Chairperson of meetings. The Committee will discuss matters relating to day-to-day employee relations and make recommendations to the parties as appropriate. The Committee will not discuss negotiations or grievances. The Committee will meet monthly. An agenda shall be agreed upon and will be submitted to all members of the Committee five working days in advance of each meeting. Matters shall be placed on the final agenda on agreement of the Co-Chairpersons that they fall within the terms of ref...