Common use of Relations Committee Clause in Contracts

Relations Committee. The shall provide Commission with a list of the members of the Labour Relations Committee may include a representative from the International of the and/or the Local Union Business Manager. Meetings between Management Personnel and Labour Relations be held when requested by either party but not more often than once every month. Matters to be discussed at any such conference shall be listed on an agenda to be supplied by Party requesting the conference to the other Party at least five working days to the day for which the conference is requested, unless otherwise arranged by the Parties. Letter of understanding to provide office space with desk, chair, filing cabinet and for xxxxxxx in Water Division, as soon as Provide same to Division, when and if Unit Chair position is staffed by a different incumbent. No grievance shall be considered or be subject to the grievance procedure unless the same is presented in writing signed by the griever within five working days after the occurrence of the incident upon which the grievance was founded and presented to the immediate Supervisor. Such written grievance shall indicate the nature of the grievance and the redress sought. The Superintendent shall deal with the grievance and give their answer in writing to the Union within two working days following the day upon which they received the grievance. If the decision of the Superintendent is not satisfactory to the employee or the Union, an appeal in writing within two working days may be with the respective Chief Engineer who shall within two working days following the day upon which they the grievance meet with the appropriate Unit Chairperson in an effort to satisfactorily resolve the grievance and shall give a written response within two further working days. If the decision of Chief Engineer is not satisfactory to the employee or the Union an appeal in writing within three working days may be with the General Manager who shall. within three working days after receipt of such notice, meet with Labour Relations Committee and the aggrieved (upon the request of either the Union or Management) in an effort to satisfactorily resolve the grievance and shall, within three further working days following such meeting, give their decision in writing to the Labour Relations Committee. If the decision of the General Manager is not satisfactory, arbitration as set out in the Labour Relations Act may sought within five working days receipt of such decision. Should griever fail to process the grievance within the times specified, the grievance shall thereupon become null and void and if the Commission shall fail to process the within the tunes herein specified, the griever and/or the Union may forthwith apply for arbitration. The procedure herein shall apply to a grievance by a group of employees. Either party may institute a policy grievance by notice in writing to the other party within five working days of the occurrence of cause of the alleged and same shall be settled within five working days (or such longer time as may be mutually agreed upon) thereafter; should satisfactory settlement not be made within tune specified dissatisfied party may working days apply for arbitration. within the prescribed period shall nullify the alleged grievance. not be substituted by the Union for individual grievances. Failure to apply for arbitration Union grievances may The jurisdiction of the Board of Arbitration shall be limited to of all differences between the parties arising from the interpretation, application, or alleged violation of the Agreement, including any question as to whether a matter All decisions shall be final and binding in the prescribed by the Labour Relations Act. Each xxxxx shall bear the expense of its nominee to the Arbitration and shall equally share expenses of the Chairman. employee discharged, disciplined or for any alleged violation of Commission shall have the right to lodge a grievance in the manner and to the extent herein provided. The employer may dismiss a probationary employee for any reason provided it does not act in bad faith and this shall constitute a lesser standard for purposes of section of the Labour Relations Act. D 8 ISCIPLINARY ACTION When an employee is ordered to appear before Management Personnel for reprimand or disciplinary action, a member of the Labour Relations Committee will be notified at least one working day prior to the appearance of the reason, and may attend with said employee. A memorandum of such proceedings before Management Personnel will be delivered as soon as possible to the member of the Labour Relations Committee so notified. If a member of the Labour Relations Committee is not so notified, any reprimand given will not be a matter of record. Management Personnel when reprimanding an employee or imposing disciplinary action for a current incident, will not take into account any prior infractions which occurred more than two years previous to such incident, provided that the said employee has an unblemished record for the two years immediately prior to the date of the current incident. In the event the employee’s record is not unblemished for the said two year period, infractions which occurred up to four years previous to the current incident will be taken into account.

Relations Committee. Both parties agree to establish an Relations Committee consisting of three (3) Union representatives and three (3) Management representatives. The Chairperson at the first meeting shall provide Commission with be named by the Employer and thereafter shall alternate between a list member of the members of the Labour Relations Committee may include a representative from the International of the and/or the Local Union Business Manager. Meetings between Management Personnel and Labour Relations be held when requested by either party but not more often than once every month. Matters to be discussed at any such conference shall be listed on an agenda to be supplied by Party requesting the conference to the other Party at least five working days to the day for which the conference is requested, unless otherwise arranged by the Parties. Letter of understanding to provide office space with desk, chair, filing cabinet and for xxxxxxx in Water Division, as soon as Provide same to Division, when and if Unit Chair position is staffed by a different incumbent. No grievance shall be considered or be subject to the grievance procedure unless the same is presented in writing signed by the griever within five working days after the occurrence of the incident upon which the grievance was founded and presented to the immediate Supervisor. Such written grievance shall indicate the nature of the grievance and the redress sought. The Superintendent shall deal with the grievance and give their answer in writing to the Union within two working days following the day upon which they received the grievance. If the decision of the Superintendent is not satisfactory to the employee or the Union, an appeal in writing within two working days may be with the respective Chief Engineer who shall within two working days following the day upon which they the grievance meet with the appropriate Unit Chairperson in an effort to satisfactorily resolve the grievance and shall give a written response within two further working days. If the decision of Chief Engineer is not satisfactory to the employee or the Union an appeal in writing within three working days may be with the General Manager who shall. within three working days after receipt of such notice, meet with Labour Relations Committee and the aggrieved (upon the request of either the Union or Management) in an effort to satisfactorily resolve the grievance and shall, within three further working days following such meeting, give their decision in writing to the Labour Relations Committee. If the decision of the General Manager is not satisfactory, arbitration as set out in the Labour Relations Act may sought within five working days receipt of such decision. Should griever fail to process the grievance within the times specified, the grievance shall thereupon become null and void and if the Commission shall fail to process the within the tunes herein specified, the griever and/or the Union may forthwith apply for arbitration. The procedure herein shall apply to a grievance by a group of employees. Either party may institute a policy grievance by notice in writing to the other party within five working days of the occurrence of cause of the alleged and same shall be settled within five working days (or such longer time as may be mutually agreed upon) thereafter; should satisfactory settlement not be made within tune specified dissatisfied party may working days apply for arbitration. within the prescribed period shall nullify the alleged grievance. not be substituted selected by the Union for individual grievancesand a member selected by the Employer. Failure to apply for arbitration Union grievances may The jurisdiction Chairperson shall appoint a secretary who shall keep the minutes of the Board meeting. The Committee will meet once per quarter and more or less by mutual agreement. The Committee will provide a forum for on-going communication dealing with labour relations matters arising the day-to-day activities but excluding matters which ought to properly be dealt with by other committees of Arbitration the parties. Agenda items will be exchanged by the co-chairs two (2) weeks prior to the meeting. meetings will be held during normal business hours and employees shall be limited to paid for meeting time at their normal straight time rate of all differences between the parties arising from the interpretation, application, or alleged violation of the Agreement, including any question as to whether a matter All decisions pay. Every reasonable effort shall be final and binding in made to keep the prescribed by the Labour Relations Actmeetings to one (1) hour duration. Each xxxxx shall bear the expense of its nominee to the Arbitration and shall equally share expenses of the Chairman. employee discharged, disciplined or for any alleged violation of Commission Employees shall have the right to lodge the assistance of Representatives at all times. ARTICLE DUES CHECK-OFF The Employer agrees that it will deduct each pay period, a grievance sum equal to regular Union dues from each employee in the manner Bargaining Unit commencing on the first day of employment. The Employer agrees that it will remit the total amount of such deductions to the Director of Financial Administration of the Union, Road, Toronto, Ontario, not later than the day of each month following the month that deductions were made. The remittance shall be accompanied by a list of the names of those employees for whom deductions have been made in alphabetical order according to surname. Union dues shall be deducted all wages, including any retroactive wage adjustments. The Employer agrees to include the annual total of dues deducted on each employee's slip. The Union will advise the Employer in of the amount of its regular dues. The amount so advised shall continue to be deducted until changed by further written notice to the Employer. The Union agrees to save the Employer and to indemnify the extent Employer with respect to any claim made against the Employer by any employee or any group of employees arising out of the deduction of Union dues as herein provided. ARTICLE STRIKES OR LOCK-OUTS There shall be no strikes or lock-outs so long as this Agreement to operate. The employer may dismiss a probationary employee for any reason provided it does not act words "strike" and "lock-out" have the meaning attributed to them in bad faith and this shall constitute a lesser standard for purposes of the interpretation section of the Ontario Labour Relations Act. D 8 ISCIPLINARY ACTION When an employee is ordered to appear before Management Personnel for reprimand or disciplinary action, a member of the Labour Relations Committee will be notified at least one working day prior to the appearance of the reason, and may attend with said employee. A memorandum of such proceedings before Management Personnel will be delivered as soon as possible to the member of the Labour Relations Committee so notified. If a member of the Labour Relations Committee is not so notified, any reprimand given will not be a matter of record. Management Personnel when reprimanding an employee or imposing disciplinary action for a current incident, will not take into account any prior infractions which occurred more than two years previous to such incident, provided that the said employee has an unblemished record for the two years immediately prior to the date of the current incident. In the event the employee’s record is not unblemished for the said two year period, infractions which occurred up to four years previous to the current incident will be taken into account.

Relations Committee. Both agree establish an Committee consisting of three (3) Union representatives and three (3) Management representatives. The Chairperson at the first meeting shall be named by the and thereafter shall alternate between a member of the selected by the Union and a member selected by the Employer. Chairperson shall appoint a secretary who shall keep the minutes of the meeting. The meet once per quarter and more or less frequently by mutual agreement. The will provide Commission a for on-going communication dealing with labour relations matters arising the day-to-day activities but excluding matters which ought to properly be dealt with by other committees of the parties. Agenda items will be exchanged by the co-chairs (2) weeks prior to the meeting. meetings will be held during business hours and employees shall be paid for meeting time at their straight time rate of pay. Every reasonable effort shall be made to keep the meetings to one hour duration. Employees shall have to the assistance of at all times. The Employer agrees it deduct pay period, a equal to regular dues from each employee in Bargaining Unit on the day of employment. The Employer agrees that it will total amount of such deductions to the Director Financial Administration of the Union, not Toronto, the month the that were made. The remittance shall be accompanied by a list of the members of employees for have been made in order to dues shall be deducted all wages, retroactive wage adjustments. The Employer agrees to include dues on each employee's slip. The Union will the Employer in writing of amount of its regular dues. The so advised shall to be deducted until changed by notice to the Employer. The Union agrees to save Employer harmless and to indemnify the Employer respect to any made against the Employer by any or any group of employees out of the Labour Relations Committee may include a representative from the International deduction of the and/or the Local Union Business Manager. Meetings between Management Personnel and Labour Relations be held when requested by either party but not more often than once every month. Matters to be discussed at any such conference shall be listed on an agenda to be supplied by Party requesting the conference to the other Party at least five working days to the day for which the conference is requested, unless otherwise arranged by the Parties. Letter of understanding to provide office space with desk, chair, filing cabinet and for xxxxxxx in Water Division, dues as soon as Provide same to Division, when and if Unit Chair position is staffed by a different incumbent. No grievance shall be considered or be subject to the grievance procedure unless the same is presented in writing signed by the griever within five working days after the occurrence of the incident upon which the grievance was founded and presented to the immediate Supervisor. Such written grievance shall indicate the nature of the grievance and the redress sought. The Superintendent shall deal with the grievance and give their answer in writing to the Union within two working days following the day upon which they received the grievance. If the decision of the Superintendent is not satisfactory to the employee or the Union, an appeal in writing within two working days may be with the respective Chief Engineer who shall within two working days following the day upon which they the grievance meet with the appropriate Unit Chairperson in an effort to satisfactorily resolve the grievance and shall give a written response within two further working days. If the decision of Chief Engineer is not satisfactory to the employee or the Union an appeal in writing within three working days may be with the General Manager who shall. within three working days after receipt of such notice, meet with Labour Relations Committee and the aggrieved (upon the request of either the Union or Management) in an effort to satisfactorily resolve the grievance and shall, within three further working days following such meeting, give their decision in writing to the Labour Relations Committee. If the decision of the General Manager is not satisfactory, arbitration as set out in the Labour Relations Act may sought within five working days receipt of such decision. Should griever fail to process the grievance within the times specified, the grievance shall thereupon become null and void and if the Commission shall fail to process the within the tunes herein specified, the griever and/or the Union may forthwith apply for arbitration. The procedure herein shall apply to a grievance by a group of employees. Either party may institute a policy grievance by notice in writing to the other party within five working days of the occurrence of cause of the alleged and same shall be settled within five working days (or such longer time as may be mutually agreed upon) thereafter; should satisfactory settlement not be made within tune specified dissatisfied party may working days apply for arbitration. within the prescribed period shall nullify the alleged grievance. not be substituted by the Union for individual grievances. Failure to apply for arbitration Union grievances may The jurisdiction of the Board of Arbitration shall be limited to of all differences between the parties arising from the interpretation, application, or alleged violation of the Agreement, including any question as to whether a matter All decisions shall be final and binding in the prescribed by the Labour Relations Act. Each xxxxx shall bear the expense of its nominee to the Arbitration and shall equally share expenses of the Chairman. employee discharged, disciplined or for any alleged violation of Commission shall have the right to lodge a grievance in the manner and to the extent herein provided. The employer may dismiss a probationary employee for any reason provided it does not act in bad faith and this shall constitute a lesser standard for purposes of section of the Labour Relations Act. D 8 ISCIPLINARY ACTION When an employee is ordered to appear before Management Personnel for reprimand or disciplinary action, a member of the Labour Relations Committee will be notified at least one working day prior to the appearance of the reason, and may attend with said employee. A memorandum of such proceedings before Management Personnel will be delivered as soon as possible to the member of the Labour Relations Committee so notified. If a member of the Labour Relations Committee is not so notified, any reprimand given will not be a matter of record. Management Personnel when reprimanding an employee or imposing disciplinary action for a current incident, will not take into account any prior infractions which occurred more than two years previous to such incident, provided that the said employee has an unblemished record for the two years immediately prior to the date of the current incident. In the event the employee’s record is not unblemished for the said two year period, infractions which occurred up to four years previous to the current incident will be taken into account.

Relations Committee. Both parties agree to establish an Relations Committee consisting of three (3) Union representatives and three (3) Management representatives. The Chairperson at the first meeting shall provide Commission with be named by the Employer and thereafter shall alternate between a list member of the members of the Labour Relations Committee may include a representative from the International of the and/or the Local Union Business Manager. Meetings between Management Personnel and Labour Relations be held when requested by either party but not more often than once every month. Matters to be discussed at any such conference shall be listed on an agenda to be supplied by Party requesting the conference to the other Party at least five working days to the day for which the conference is requested, unless otherwise arranged by the Parties. Letter of understanding to provide office space with desk, chair, filing cabinet and for xxxxxxx in Water Division, as soon as Provide same to Division, when and if Unit Chair position is staffed by a different incumbent. No grievance shall be considered or be subject to the grievance procedure unless the same is presented in writing signed by the griever within five working days after the occurrence of the incident upon which the grievance was founded and presented to the immediate Supervisor. Such written grievance shall indicate the nature of the grievance and the redress sought. The Superintendent shall deal with the grievance and give their answer in writing to the Union within two working days following the day upon which they received the grievance. If the decision of the Superintendent is not satisfactory to the employee or the Union, an appeal in writing within two working days may be with the respective Chief Engineer who shall within two working days following the day upon which they the grievance meet with the appropriate Unit Chairperson in an effort to satisfactorily resolve the grievance and shall give a written response within two further working days. If the decision of Chief Engineer is not satisfactory to the employee or the Union an appeal in writing within three working days may be with the General Manager who shall. within three working days after receipt of such notice, meet with Labour Relations Committee and the aggrieved (upon the request of either the Union or Management) in an effort to satisfactorily resolve the grievance and shall, within three further working days following such meeting, give their decision in writing to the Labour Relations Committee. If the decision of the General Manager is not satisfactory, arbitration as set out in the Labour Relations Act may sought within five working days receipt of such decision. Should griever fail to process the grievance within the times specified, the grievance shall thereupon become null and void and if the Commission shall fail to process the within the tunes herein specified, the griever and/or the Union may forthwith apply for arbitration. The procedure herein shall apply to a grievance by a group of employees. Either party may institute a policy grievance by notice in writing to the other party within five working days of the occurrence of cause of the alleged and same shall be settled within five working days (or such longer time as may be mutually agreed upon) thereafter; should satisfactory settlement not be made within tune specified dissatisfied party may working days apply for arbitration. within the prescribed period shall nullify the alleged grievance. not be substituted selected by the Union for individual grievancesand a member selected by the Employer. Failure to apply for arbitration Union grievances may The jurisdiction Chairperson shall appoint a secretary who shall keep the minutes of the Board of Arbitration shall be limited to of all differences between the parties meeting. The Committee meet once per quarter and more or less by mutual agreement. The Committee will provide a forum for on-going communication dealing with labour relations matters arising from the interpretation, application, or alleged violation day-to-day activities but excluding matters which ought to properly be dealt with by other committees of the Agreement, including any question as parties. Agenda items will be exchanged by the co-chairs two (2) weeks prior to whether a matter All decisions the meeting. meetings will be held during normal business hours and employees shall be final and binding in paid for meeting time at their normal straight time rate of pay. Every reasonable effort shall be made to keep the prescribed by the Labour Relations Actmeetings to one (1) hour duration. Each xxxxx shall bear the expense of its nominee to the Arbitration and shall equally share expenses of the Chairman. employee discharged, disciplined or for any alleged violation of Commission Employees shall have the right to lodge the assistance of Representatives at all times. ARTICLE DUES CHECK-OFF The Employer agrees that it will deduct each pay period, a grievance sum equal to regular Union dues from each employee in the manner Bargaining Unit commencing on the first day of employment. The Employer agrees that it will remit the total amount of such deductions to the Director of Financial Administration of the Xxxxx, Xxxx, Xxxxxxx, Xxxxxxx, not later than the 15th day of each month following the month that deductions were made. The remittance shall be accompanied by a list of the names of those employees for whom deductionshave been made in alphabetical order according to surname. Union dues shall be deducted from all wages, including any retroactive wage adjustments. The Employer agrees to include the annual total of dues deducted on each employee's slip. The Union will advise the Employer in writing of the amount of its regular dues. The amount so advised shall continueto be deducted until changed by further written notice to the Employer. The Union agrees to save the Employer harmless and to the extent Employer with respect to any claim made against the Employer by any employee or any group of employees arising out of the deduction of Union dues as herein provided. The employer may dismiss a probationary employee for any reason provided it does not act in bad faith and this shall constitute a lesser standard for purposes of section of the Labour Relations Act. D 8 ISCIPLINARY ACTION When an employee is ordered to appear before Management Personnel for reprimand or disciplinary action, a member of the Labour Relations Committee will be notified at least one working day prior to the appearance of the reason, and may attend with said employee. A memorandum of such proceedings before Management Personnel will be delivered as soon as possible to the member of the Labour Relations Committee so notified. If a member of the Labour Relations Committee is not so notified, any reprimand given will not be a matter of record. Management Personnel when reprimanding an employee or imposing disciplinary action for a current incident, will not take into account any prior infractions which occurred more than two years previous to such incident, provided that the said employee has an unblemished record for the two years immediately prior to the date of the current incident. In the event the employee’s record is not unblemished for the said two year period, infractions which occurred up to four years previous to the current incident will be taken into account.