STEWARDS AND GRIEVANCE COMMITTEE MEMBERS Sample Clauses

STEWARDS AND GRIEVANCE COMMITTEE MEMBERS. (1) The stewards and grievance committee members shall be appointed by the Union from employees who have completed their probation. A ratio of not more than one (1) xxxxxxx or grievance committee member per twenty-five (25) employees is allowed.
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STEWARDS AND GRIEVANCE COMMITTEE MEMBERS. The Union may choose Stewards to assist in processing grievances and to otherwise represent the Union. These Stewards must have completed their probationary period provided for by Section Their number in the aggregate shall not be more than one for each fifteen employees. If it is necessary for any Xxxxxxx or Grievance Committee Member to take time off during working hours to investigate or attempt to settle a grievance, he/she will make mutually satisfactory arrangements with the Foremen or Supervisors concerned. A Xxxxxxx or Grievance Committee Member shall not suffer loss of pay for time spent in the performance of these duties during his/her regular working hours. The Union shall notify the Company in writing of the names of Stewards or Grievance Committee Members from time to time appointed or elected and the Company shall not be required to any Xxxxxxx or Grievance Committee Person not named in such a notice. ARTICLE 5 Arbitration In any case in which an arbitration shall be required under this Agreement, the Union and the Company shall attempt to agree upon an arbitrator within ten days from the date of the receipt of notice of arbitration. Should the Union and the Company fail to agree upon the appointment of an arbitrator, the arbitrator shall be selected from the panel in Section of this Agreement. Any member of the panel, who having been requested in his/her turn to act as arbitrator and is unwilling or unable to act, shall not again be requested to act until his/her name comes up again on the regular rotation of the panel. For the duration of this Agreement, the panel of arbitrators shall be: Xxxxxx Each grievance submitted to arbitration shall be heard separately unless otherwise agreed to between the parties. Arbitrations shall be heard at or at such other place as the parties shall mutually agree upon in writing. The issue(s) raised in the written grievance and in the written reply thereto or, in the case of a difference directly between the Union and the Company, the issue(s) raised in the written representation by the applicant for arbitration and in the reply thereto by the other party shall be presented to the arbitrator and his/her award shall be confined to such issue(s). Each party shall be entitled to be represented by counsel or otherwise and to present evidence, to cross-examine the witnesses of the other party and to present arguments orally and/or in writing. The expenses of the arbitrator and of the place of the hearing shall be...
Sample 1
STEWARDS AND GRIEVANCE COMMITTEE MEMBERS. The stewards and grievance committee members shall be appointed by the Union from employees who have completed their probation. A ratio of not more than one xxxxxxx or grievance committee member per twenty-five employees is allowed. The Union shall provide the Company with a current list of stewards and committee members. The parties agree that Stage One grievance meetings shall be attended by the Xxxxxxx, Human Resources Representative, Supervisor, and Department Superintendent or his/her designate. Stage Two grievance meetings shall be attended by the Xxxxxxx, Grievance Committee Member and Staff Representative (if requested by either party), Supervisor, Department Superintendent, Human Resources Representative and Mine Manager or his/her designate. In the event that a Xxxxxxx or must attend a grievance meeting outside his/her scheduled hours of work, will be compensated at straight time for the time spent at the meetings outside of his/her scheduled hours of work. It is the intent of the parties to schedule grievance meetings during the normal working hours of the majority of those attending the meeting. Stewards and Committee Members must request time off to attend grievance proceedings. This request is to that person‘s immediate supervisor and permission shall not be unreasonably withheld. If the process of settling a grievance involves an employee entering a Department other than his/her own, or if it involves the investigation of a workplace, he/she must request permission from both his/her own supervisor and the supervisor of the workplace he/she wishes to visit. ADDENDUM “A” Define the Problem Get all the facts * the What? When? Where? Why? Want? * Separate fact from opinion * Postpone solution don’t jump to a conclusion * Don’t start on solutions Identify Root Causes “Brainstorm” causes -- defer on ideas (good or bad) * causes to clarify Identify root cause(s), not symptoms Generate and Evaluate Solutions * “Brainstorm” possible solutions -- defer on ideas (good or bad) * Keep the best ideas Test for Best Solution * Test solution against problem * Test solution against causes * Choose the best solution through consensus Implement Solution with an Action Plan * Determine who does what by when * Set target dates Evaluate Corrective Action * Monitor corrective action Determine if action taken eliminated problem * Document and communicate results
Sample 1
STEWARDS AND GRIEVANCE COMMITTEE MEMBERS. The Union may choose Stewards to assist in processing grievances and to otherwise represent the Union. These Stewards must have completed their probationary period provided for by Section Their number in the aggregate shall not be more than one for each fifteen employees. If it is necessary for any Xxxxxxx or Grievance Committee Member to take time off during working hours to investigate or attempt to settle a grievance, he/she will make mutually satisfactory arrangements with the Foremen or Supervisors concerned. A Xxxxxxx or Grievance Committee Member shall not suffer loss of pay for time spent in the performance of these duties during regular working hours. The Union shall notify the Company in writing of the names of Stewards or Grievance Committee from time to time appointed or elected and the shall not be required to any Xxxxxxx Grievance Committee Person not named in such a notice.
Sample 1

Related to STEWARDS AND GRIEVANCE COMMITTEE MEMBERS

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Committee Members See Section 3.5(a). -----------------

  • Staffing Committee A. Responsibilities. The Nurse Staffing Committee (“NSC”) shall be responsible for determining the Institute’s staffing plan and resolving complaints raised by nurses regarding the implementation of the plan as well as those activities required of it under RCW 70.41, et seq and its successors.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Labour Management Relations Committee 20.01 The parties recognize that a forum for ongoing discussions during the term of the Agreement can promote more harmonious labour relations between them.

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