STRIKE POLICY Sample Clauses

A Strike Policy clause outlines the procedures and rules that apply when employees engage in a strike or work stoppage. Typically, this clause details the rights and obligations of both the employer and employees during a strike, such as notification requirements, limitations on picketing, and the handling of benefits or pay during the strike period. Its core function is to provide clear guidelines for managing labor disputes, minimizing operational disruptions, and ensuring both parties understand their responsibilities and protections during industrial actions.
STRIKE POLICY. 11.1 It shall not be considered a violation of this Agreement for a member of the Union to refuse to walk through a picket line of any strike or locked out plant when the strike is approved, or the lockout is disapproved, by the United Food and Commercial Workers Union, Local 1116, or the Central Labor Body.
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STRIKE POLICY. The Labour Laws of this Province provides for a strike or a lockout to be the ultimate actions to be taken by a Union or an Employer respectively to break an impasse in an effort to conclude a collective agreement. • The policies and disbursement of Union Funds apply only after the strike action has been sanctioned by the Board of Directors, or Executive Director, acting on behalf of the Board, or in case of a lockout by an Employer. • The Board of Directors will be responsible for communicating strike plans with the members involved. • Committees will be formed at the local level after direction from the Board: • The Committee keeps daily accounts of who is actively participating in the strike action and who is therefore eligible for strike pay. • Reports to Strike Steering Committee. • Establishes a budget and budget control for each of the various committees (ie: amount allowed from local funds for picket signs, beverages, etc.) • Locates and leases on a short-term basis suitable space for use as a strike headquarters. • Obtains equipment and furnishings (ie: telephones, coffee urns, etc.) as necessary as well as materials for picket signs. • Ensures that necessary supplies are maintained for the duration of the dispute. • Ensures picket duty committee supply the Finance Committee with copies of picket duty schedules. This will assist in the determination of eligibility for strike pay. • Ensures that proper forms for strike pay are completed on a daily basis. • Distributes strike pay and ensures that the guidelines for distribution of strike pay are followed. • Signs up people who are not already members and places their name on the list for strike pay. • Keeps a record of all financial transactions including donations. • Establishes proper controls and mechanisms for disbursement of strike pay. • Identifies members with special needs and communicates these to the special Provincial Committee established to deal with such needs. In this role, in particular, the subcommittee would exercise discretion and maintain as much confidentiality as possible. • Picket schedules should be drawn up for seven (7) day periods with adequate days of rest for members. • One picket-line captain is in charge of the pickets for each shift. • Responsible for ensuring that picket lines are established and adequately staffed at the times required by the Local Strike Steering Committee. • Inform members of strike activities and progress in negotiations. • Reports to Local’s Str...
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STRIKE POLICY. If the teachers in any member district should cause or create any form of work stoppage against the member district, no SEDOL teacher shall be required to substitute for or assume any duties normally held by or scheduled for member district personnel, provided this shall not be construed as applicable to the supervision of any student regularly assigned to the SEDOL teacher who may typically be assigned during a portion of the day to a teacher employed by the member district. If a strike should occur in any member district on a non-student attendance day, the teacher(s) shall report to the SEDOL Administrative Offices or other location as assigned by the SEDOL Administration.
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STRIKE POLICY. If the employees of a member district should cause or create any form of work stoppage, SEDOL Employees shall not be required to substitute or perform duties of the Employees of the striking member district. If a strike should occur in any member district on a non- student attendance day, the Employee(s) shall report to the SEDOL Administrative offices for their assignment. In the event SEDOL teachers strike, Employees shall not be required to substitute for or assume the duties of the striking SEDOL teachers but shall continue to perform their own assigned duties.
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STRIKE POLICY. If the teachers in any member district should cause or create any form of work stoppage against the member district, no SEDOL teacher shall be required to substitute for or assume any duties normally held by or scheduled for member district personnel, provided this shall not be construed as applicable to the supervision of any student regularly assigned to the SEDOL teacher who may typically be assigned during a portion of the day to a teacher employed by the member district. If a strike should occur in any member district on a non-student attendance day, the teacher(s) shall report to the SEDOL Offices or other location as assigned by the SEDOL Administration. No teacher shall be required to substitute for non-SEDOL personnel except in an emergency. Notification of such substitution shall be given as promptly as possible to the teacher's supervisor and/or the Superintendent of ▇▇▇▇▇. Such substitution shall end as soon as member district personnel become available to relieve the SEDOL teacher. Such substitution shall be compensated as provided in Article VIII, Section E, and subject to the provisions thereof.
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Related to STRIKE POLICY

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Insurance Policy The Employer agrees to remit to the Union an amount to be applied toward the payment of a premium by the Union for an insurance policy which provides a defense attorney to represent all members of the bargaining unit when they are charged with a criminal act that results from events occurring while the bargaining unit member was acting in an official capacity. The maximum amount payable during the term of the Agreement shall be seven dollars ($7.00) per member per month.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • R&W Policy (a) Purchaser has conditionally bound a representations and warranties insurance policy (the “R&W Policy”) pursuant to the binder agreement which was provided to Seller for review in advance of the Execution Date and which is attached hereto as Exhibit H (the “R&W Conditional Binder”). From and after the Execution Date, each Party shall use its commercially reasonable efforts to satisfy the conditions set forth in the R&W Conditional Binder as of the Closing Date. The R&W Policy shall contain: (i) a waiver of subrogation, contribution, or otherwise by the insurer in favor of the Seller Indemnified Parties, except against Seller or any “Seller” under the Other PSAs or with respect to such Seller’s or “Seller’s” (as applicable) actual and intentional fraud in the making of the representations and warranties set forth in Article 3 of this Agreement (or the corresponding article setting forth any “Seller’s” representations and warranties in any Other PSA, as applicable), it being understood that the fraud of one Seller or “Seller” (as applicable) shall not be imputed to any other Seller or “Seller” (as applicable); and (ii) a statement that each Seller Indemnified Party is an intended third party beneficiary of the foregoing subrogation limitation. (b) Seller and Purchaser shall each pay fifty percent (50%) of all costs of obtaining the R&W Policy, specifically the premium, surplus lines Taxes and fees, and any related broker compensation and underwriting fees; provided that Seller’s share of such costs shall be paid by Seller via the adjustment of the Cash Purchase Price pursuant to Section 2.3(n). (c) Purchaser agrees that after the Closing it will not agree to any amendment of the R&W Policy that would be expected to cause actual and material prejudice to Seller without Seller’s prior written consent. (d) Notwithstanding anything to the contrary in this Agreement, none of the Seller Indemnified Parties shall be entitled to any proceeds from the R&W Policy. Notwithstanding anything in this Section 5.18 or otherwise to the contrary, nothing herein shall be interpreted to limit Purchaser’s rights to make or pursue claims, or secure recovery under the R&W Policy, as Purchaser believes, in its sole discretion, to be in Purchaser’s interests.

  • Grievance Policy While Acacia University endeavors to maintain a congenial and responsive atmosphere for its students conducive with its educational purposes, it recognizes that from time to time, misunderstandings and disagreements may arise during the course of a student’s enrollment. In response to this situation, Acacia University has established procedures to resolve problems and ensure fair adjudication of student rights. Initially, disagreements, complaints, misunderstandings, and grievances can be resolved by the University by using informal discussion, exchanges, persuasion, and other informal procedures. It is the intent of this policy to maximize these informal procedures so long as such measures prove effective. The formal procedure provisions of this policy should be set in motion only when the informal procedures prove to be or manifestly will be ineffective. It is expected that the great majority of cases will continue to be handled in accordance with informal procedures. If a student feels that he or she has been treated unfairly or unjustly by an employee, online mentor, instructor, or professor with regard to an academic process such as grading, testing, or assignments, the student must submit a written statement of the grievance, including the allegation; all relevant names and dates, a brief description of the actions forming the basis of the complaint; and copies of any available documents or materials that support the allegations, to the Office of Student Affairs (▇▇▇▇▇▇▇▇▇▇▇▇▇▇@▇▇▇▇▇▇.▇▇▇), who is the final authority on all academic matters. If a student has a grievance on the basis of race, color, gender, religion, age, marital status, national origin, physical disability, veteran’s status, any other basis prohibited by applicable US federal, state, or local laws or any other matter, the student must submit a written statement, including the allegation; all relevant names and dates, a brief description of the actions forming the basis of the complaint; and copies of any available documents or materials that support the allegations, to the Office of Student Affairs (▇▇▇▇▇▇▇▇▇▇▇▇▇▇@▇▇▇▇▇▇.▇▇▇). The student’s grievance will be assessed within 30 days. If the complaint cannot be resolved after exhausting the institution’s grievance procedure, the student may file a complaint with the Arizona State Board for Private Postsecondary Education. The student must contact the State Board for further details. The State Board address is: ▇▇▇▇ ▇. ▇▇▇▇▇, Ste. 3008 Phoenix, AZ 85007 Direct Line (▇▇▇) ▇▇▇-▇▇▇▇ Fax (▇▇▇) ▇▇▇-▇▇▇▇ Website: ▇▇▇.▇▇▇▇▇▇.▇▇▇ Students who are or were students of Acacia University and who believe that the school, or anyone representing the school, has acted unlawfully, have the right to file a complaint with the accrediting commission: Distance Education Accrediting Commission (DEAC) ▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇, ▇▇▇▇▇ ▇▇▇ Washington, DC 20036 Website: ▇▇▇.▇▇▇▇.▇▇▇ DEAC has an “Online Complaint System” that enables individuals to file a complaint directly from the DEAC website. The complaint form may be found at ▇▇▇.▇▇▇▇.▇▇▇ (select “Contact Us” and select the link in the left-hand column). All complaints should be submitted using this form. For those who cannot access the Internet, written complaints will be accepted provided they include the complainant’s name and contact information and a release from the complainant(s) authorizing the Commission to forward a copy of the complaint, including identification of the complainant(s) to the institution. Where circumstances warrant, the complainant may remain anonymous to the institution, but all identifying information must be given to DEAC. Written complaints must contain the following: the basis of any allegation of noncompliance with DEAC standards and policies; all relevant names and dates and a brief description of the actions forming the basis of the complaint; copies of any available documents or materials that support the allegations; a release authorizing the Commission to forward a copy of the complaint, including identification of the complaint(s) to the institution. In cases of anonymous complaints or where the complainant requests for his/her name to be kept confidential, the Commission considers how to proceed and whether the anonymous complaint sets forth reasonable and credible information that an institution may be in violation of the Commission’s standards and whether the complainant’s identity is not necessary to investigate.