RECOGNITION, SCOPE & DEFINITIONS Sample Clauses

RECOGNITION, SCOPE & DEFINITIONS. 1.1 The Board recognizes the Association as the sole Collective bargaining agent for all members of the Niagara Regional Police Service, save and except the Chief of Police, Deputy Chief of Police and Senior Officers and Civilians in the Senior Officers Association. 1.2 Each party agrees that there will be no discrimination, interference, restraint or coercion exercised or practised by the Board or the Association, or any of their representatives with respect to any member of the Police Service, or any Member of the Board or Board Employee, because of his/her membership status or connection with the Association or the Board. 1.3 In any matter which might reasonably lead to discipline, the Employer shall advise the affected member that he or she is entitled to have an Association representative present, and such representative shall be made available to any member requesting same.
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RECOGNITION, SCOPE & DEFINITIONS. ARTICLE 1.01 This Collective Agreement shall apply to all employees of the Board, save and except supervisors, persons above the rank of supervisors, one (1) confidential secretary, one (1) executive assistant, administrative assistants to supervisory officers, one (1) administrative assistant to the director’s office, human resources staff, financial analyst, financial officer and teachers as defined by the Teachers’ Profession Act.
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Related to RECOGNITION, SCOPE & DEFINITIONS

  • – SCOPE & DEFINITIONS 2.01 The Employer recognizes the Union as the bargaining agent for all Registered and Graduate nurses employed by Foyer des Pionniers, at Hearst, Ontario, engaged in a nursing capacity, save and except the Director of Nursing and persons above the rank of Director of Nursing. (a) A full-time employee shall mean an employee covered by this Agreement who is committed to and regularly works the full work period of seventy- five (75) bi-weekly hours, exclusive of overtime. (b) A regular part-time employee is one who is committed to and regularly works less than the full prescribed bi-weekly hours of work. (c) A casual part-time employee means an employee who is called to work on a call in basis, but who does not work a regular schedule, or does so only for a specified period. Such employee has the option of refusing work when it is made available to her, however, it is also understood that a casual part-time employee cannot unreasonably or consistently refuse to work shifts. 2.03 Whenever the feminine pronoun is used in this agreement, it includes the masculine pronoun, where the context so requires and vice-versa. Where the singular is used, it may also be deemed to mean the plural and vice-versa.

  • RECOGNITION AND DEFINITIONS Section 1 - Recognition

  • Tax Definitions The following terms, as used herein, have the following meanings:

  • Grievance Definitions A grievance shall be defined as any difference arising out of an interpretation, application, administration or alleged violation of this Collective Agreement. A grievance shall be categorized as follows: (a) an individual grievance is a dispute affecting one (1) Employee. Such grievance shall be initiated at Step 1 of the grievance procedure as outlined in Clause 8.05 except in cases of suspension which will commence at Step 2 or dismissal which will commence at Step 3; or (b) a group grievance is a dispute affecting two (2) or more Employees. Such grievance shall be initiated at Step 2 and processed there from in the same manner as an individual grievance as outlined in Clause 8.05. A group grievance shall list all Employees affected by the grievance and the results of such grievance shall apply, proportionately if applicable, to all Employees listed on the original grievance; or (c) a policy grievance is a dispute between the Parties which, due to its nature, is not properly the subject of an individual or group grievance. Such grievance shall be initiated, in writing, within twenty (20) days of the date the aggrieved Party first became aware of or reasonably should have become aware of the event leading to the grievance. If the policy grievance is a Union grievance, it shall commence at Step 2. If the policy grievance is an Employer grievance, it shall be directed to the Union President and the President shall render a written reply within five (5) days of receipt. Upon receipt of response or failure to reply, the Employer may advance the grievance to arbitration. Notwithstanding Clause 8.01(a), (b) and (c) and Clause 8.05 the Parties may mutually agree to advance the grievance to a subsequent step in the grievance process. In the event any management officers as named in the grievance steps are one and the same, the subsequent steps will be deemed to have been complied with.

  • PRICING STRUCTURE DEFINITIONS ALC means Annual License Charge which is a yearly charge. For the first year of each license of each DS Offering, ALC is due together with the PLC or TBL, as applicable. Payment of the ALC for a DS Offering entitles Customer to (i) Support Services for the DS Offering for one (1) year and (ii) a license (subject to the conditions set forth in the Agreement) to use the Release(s) of such DS Offering made available by DS during such year, in lieu of the license(s) on the previous Release(s) of the DS Offering delivered to Customer. The applicable price for the ALC for any given year is the price of the previous year plus the last percentage of increase applicable to the license of a DS Offering in a given country, as published at ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇/terms/price at least ninety (90) days before renewal date. However, such increase shall not exceed the increase which would have resulted from the revision of the price of the ALC according to the applicable price index since the date of the last price increase published by DS at ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇/terms/price for the related DS Offering.