RECOGNITION AND OPERATION OF UNIONS Sample Clauses

RECOGNITION AND OPERATION OF UNIONS. (Aca&Gen) 1.3.1 The University endeavours to work cooperatively with Union representatives and delegates and recognises that Unions are legitimate and important stakeholders and have rights and interests in decisions affecting their members’ work and employment. 1.3.2 The University has an interest in the Union being well organised and effective in the employment relationship, and as such allows Union delegates and representatives reasonable paid time to carry out their duties. The University agrees the TEU President/Co-Presidents shall be given an agreed paid time allowance of 0.2FTE in total per week to be shared between them. Any decision around release for union delegates will be made in accordance with the employer’s recognition of the role the union s have in furthering and representing the aims and aspirations of Māori. In addition, the University will provide education leave to delegates and representatives of up to three (3) days per delegate/representative per year, to a maximum of 100 days per year. The purpose of this leave is to provide paid leave to delegates and representatives to increase their knowledge about employment relations for the purpose of improving relations between employees and the employer. This entitlement is not in addition to the Employment Relations Education Leave under the Employment Relations Act 2000. 1.3.3 Both parties recognise that to engage credibly and responsibly, delegates and representatives need to have the appropriate level of knowledge and skills. 1.3.4 A representative of the union is entitled to enter the workplace for purposes related to the employment of its members and/or for purposes related to union business. Union business includes to seek to recruit employees as union members. A representative may only enter the workplace at reasonable times, and must not interfere with normal business operations. 1.3.5 Any discussions or meetings which take place must not exceed a reasonable duration and will not be treated as a union meeting (as set out in clause 1.3.7). 1.3.6 In recognition of the need for effective communication between campuses, the Employer will, where practicable, make available the current video-conference facility to employee organisations at a charge of 50% of the commercial facility hire rate.
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Related to RECOGNITION AND OPERATION OF UNIONS

  • RECOGNITION OF UNION Clause 2.01 The Employer hereby recognizes the Union as the sole and exclusive collective bargaining agency for all employees of Greater Sudbury Hydro Plus Incorporated in respect of hours of work, wages and working conditions save and except non-union supervisors, persons above the rank of non-union supervisor, and staff employed in a confidential capacity in matters relating to Labour Relations. That the Employer agrees to recognize the duly appointed officials of the employees as the Official Committee(s) of the Union pertaining to the question of wages, hours of work and working conditions. The Union shall have the right to have the assistance of representatives of the Canadian Union of Public Employees when dealing with the Employer, or their duly appointed designates. Persons whose jobs are not in the Bargaining Unit shall not work on any jobs which are included in the Bargaining Unit to the extent that this would eliminate positions. There shall be no Union activity of any kind on the Employer's time other than that provided for in this Agreement or that specifically authorized by the Employer. No person shall be required as a condition of employment to become or remain a member of any Union or other organization. The Employer shall, for direct collective bargaining prior to Conciliation, pay the normal wages and benefits for maximum of three (3) employees who are members of the Union Negotiating Committee for a total of one hundred and twenty (120) hours and thereafter pay fifty percent (50%) of normal wages and full benefits.

  • RECOGNITION AND MEMBERSHIP 16 Section 1. The Hospital recognizes the Association as the collective bargaining 17 representative with respect to wage rates, hours of work, and other conditions of 18 employment for a bargaining unit composed of all categories of registered nurses 20 Hospital shall not challenge the status of bargaining unit nurses or assert that 21 bargaining unit nurses are supervisors.

  • RECOGNITION OF THE UNION 1. The BCPSEA recognizes the BCTF as the sole and exclusive bargaining agent for the negotiation and administration of all terms and conditions of employment of all employees within the bargaining unit for which the BCTF is established as the bargaining agent pursuant to PELRA and subject to the provisions of this Collective Agreement.

  • Recognition of Stewards The Employer recognizes employees who are designated by the Union as stewards to act on behalf of the employees.

  • RECOGNITION AND COVERAGE 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater.