PURPOSE OF EMPLOYEE AND ASSOCIATION GRIEVANCE POLICY a. Employees' and Association grievances shall be recognized and reviewed in accordance with this policy.
PURPOSE OF EMPLOYEE AND ASSOCIATION GRIEVANCE POLICY Sample Clauses
Related to PURPOSE OF EMPLOYEE AND ASSOCIATION GRIEVANCE POLICY
EMPLOYEE AND ASSOCIATION RIGHTS 4.1 Association business, discussions, and activities may be conducted by bargaining unit members or union officials on district property, whenever:
Disclosure of Prior State Employment – Consulting Services If this Contract is for consulting services,
Employee and Family Assistance Plan The CODC PRO Care Plan is an industry-funded employee and family assistance plan for employees and their eligible family members according to the participation of sponsoring organizations and employers as well as Plan eligibility rules. Employees must be enrolled in the Plan by their employer to become eligible for Plan benefits, subject to the Plan eligibility rules. An individual employee cannot self-enroll in the Plan. Remittances and Reports
Employee Who Acts as Representative Where an employee wishes to represent at a meeting with the Employer, an employee who has presented a grievance, the Employer will, where operational requirements permit, grant leave with pay to the representative when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee.
Re-employment List An employee who is reduced in position, or who is laid off by reason of a reduction in force accomplished pursuant to this Section, shall automatically have his/her name placed on a re- employment list for the position which he/she formerly held. The ranking of names upon such re- employment list shall be in accordance with the employee’s length of service with the City in that position. Such re-employment lists shall have priority for a period of two (2) years over any other eligibility list for such affected position, providing, however, that employees not reinstated within six (6) months after being laid off must pass a pre-employment physical examination prior to reinstatement.
Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided.
Employee Lists (A) Upon request of the Union on no more than a quarterly basis, the state will provide it with personnel data from the state personnel database (People First). These data will include employees’ names, home addresses, work locations, classification titles, and other data elements as identified by the Union that are not confidential under state law. This information will be prepared on the basis of the latest information available in the database at the time of the request.
Security of Employment Arrangements a) The parties covered by this Agreement acknowledge and agree that the use of Supplementary Labour may have the potential to undermine the Employee’s security of Employment.
TERMINATION OF EMPLOYMENT CONTRACT A. This Contract shall terminate, the Superintendent's employment will cease, and no compensation shall thereafter be paid, under any one of the following circumstances:
Employee Personnel File A copy of any formal discipline report to be entered on an employee's file will be given to the employee. The employee will be required to sign Management's copy. Such signature will indicate receipt of formal reprimand only. Subject to giving the Employer advance notice, employees shall have access to their personnel file as soon as practicable within seven (7) days of a request.
