Xxxxxx Xxxxxxxxxxxx. Vocals Xxxxx Xxxxx: Guitar - Vocals X. Xxxxxx: Guitar Xxxxxx Xxxxxxxxx: Xxxx Xxxxxxxx Kourou: Drums
Xxxxxx Xxxxxxxxxxxx. “Xxxx Xxxxx” President, CUPE Local 3766 Chairperson, Regina Board of Education “Xxxx Xxxxxx” “Xxxxx Xxxxxx” CUPE Representative Deputy Director/Chief Financial Officer LETTER OF UNDERSTANDING #1 – LABOUR MANAGEMENT COMMITTEE The Board and the Union confirm the continuation of a Labour/Management Committee consisting of up to four (4) members representing CUPE Local 3766 (one of whom shall be the President and one of whom shall be the Vice-President) and up to three (3) members representing the Board. Each group will select one (1) of its members to serve as co-chairperson of the committee. The intended scope of this committee is to facilitate discussion of working conditions and other matters of mutual concern, with the exception of matters dealt with through the formal contract negotiation process. It is further confirmed that when changes to the role descriptions are contemplated, or new role descriptions drafted, for positions held by members of the Union, the Union shall have input and discussion regarding same through the Labour/Management Committee. It is expected that the Labour/Management Committee will meet once per month throughout each school year, unless neither group has any matters to bring forward. Wherever possible, meetings will be scheduled when no substitutes are required. Minutes will be kept, and a copy provided to each group within one week of each meeting. This Letter of Understanding signed on the “16th” day of “December” , 2020. Signed on behalf of the Canadian Union Signed on behalf of the Board of Education of Public Employees Local No. 3766 of the Regina School Division No. 4 of Saskatchewan
Xxxxxx Xxxxxxxxxxxx. “Xxxx Xxxxx” President, CUPE Local 3766 Chairperson, Regina Board of Education “Xxxx Xxxxxx” “Xxxxx Xxxxxx” CUPE Representative Deputy Director/Chief Financial Officer LETTER OF UNDERSTANDING #2 – JOB SECURITY The Board undertakes and agrees that, from September 1, 2016 to August 31, 2021:
Examples of Xxxxxx Xxxxxxxxxxxx in a sentence
Xxxxxxxxxxx, Esquire, Xxxxxx & Xxxxxxxxx LLP, 00 Xxxxx Xxxxxxxx Xxxxxx, Xxxxxxxxxxxx, Xxxxxxx 00000.
Notices to URBN must be sent to Xxxxx@xxxxxxxx.xxx , Urban Outfitters, Inc., 0000 Xxxxx Xxxxx Xxxxxx, Xxxxxxxxxxxx, XX 00000 Attn: General Counsel & Sr. Manager Vendor Compliance.
The Local Union shall forward said monies to the Saskatchewan Provincial Building and Construction Trades Council (SPB & CTC) at 0000 Xxxxx Xxxxxx, Xxxxxx, Xxxxxxxxxxxx, X0X 0X0.
Xxxxxxxx Xxxxxx Xxxxxxxxxxxx, XX 00000 E: bxxxx.xxxxxx@xxxxxxxx.xxx Marion County Community Corrections 40 X.
Xxxxxx Xxxxxx & Xxxxxxx, PC 000 Xxxx xx Xxxxxxx Xxxx, Xxxxx 000 Xxxxxx, Xxxxxxxxxxxx 19087 Tel: (000) 000-0000 All notices to FFCU’s Counsel or FFCU shall be sent to: Xxxx X.
More Definitions of Xxxxxx Xxxxxxxxxxxx
Xxxxxx Xxxxxxxxxxxx. “Xxxx Xxxxx” President, CUPE Local 3766 Chairperson, Regina Board of Education “Xxxx Xxxxxx” “Xxxxx Xxxxxx” CUPE Representative Deputy Director/Chief Financial Officer LETTER OF UNDERSTANDING #3 – RETIREE EXTENDED HEALTH BENEFITS The Board agrees to continue a Retiree Extended Health Benefit with the following conditions:
Xxxxxx Xxxxxxxxxxxx. “Xxxx Xxxxx” President, CUPE Local 3766 Chairperson, Regina Board of Education “Xxxx Xxxxxx” “Xxxxx Xxxxxx” CUPE Representative Deputy Director/Chief Financial Officer LETTER OF UNDERSTANDING #4 – REASONABLE ACCOMMODATION The duty to accommodate is a broad equality concept that applies to all grounds of discrimination that are covered under federal, provincial and territorial human rights legislation and the equality rights provisions of The Canadian Charter of Rights and Freedoms. Accommodation of employees within the workplace is a shared responsibility between the Employer, the Union and the employee. The Employer agrees to make every reasonable effort, short of undue hardship, to provide reasonable accommodations, including suitable modified or alternate employment, to employees who are temporarily or permanently unable to return to their regular duties as a consequence of a disability. Employees have a responsibility to cooperate and provide medical information as required regarding fitness to return to work; abilities and restrictions, the prognosis for recovery and/or the duration of the restrictions. The accommodation process is based on medical documentation. An employee who, as the result of a disability, is unable to perform regular duties, may be given the preference of alternate work. This may include modification to the employee’s existing job, or an alternate placement. Alternate positions within the bargaining unit are to be considered before exploring accommodations outside of the bargaining unit. The Employer and the Union may mutually agree to waive certain provisions in this Agreement to facilitate a reasonable accommodation. An employee requiring temporary modified requirements, and not of a substantive or complex nature, will not normally require a meeting of the parties. In these situations, the employee and supervisor are encouraged to facilitate the return to work. If concerns are not addressed successfully between the employee and supervisor, the employee may request a return to work meeting with Union representation present. The scheduling of the meeting shall not delay the return to work. If the accommodation is long-term, complex or accommodation may be necessary outside the employee’s normal place of work, a return to work meeting will be held between the parties to finalize the accommodations. The employee/Union representative shall have the opportunity to bring any concerns related to the accommodation to the attention of th...
Xxxxxx Xxxxxxxxxxxx. “Xxxx Xxxxx” President, CUPE Local 3766 Chairperson, Regina Board of Education “Xxxx Xxxxxx” “Xxxxx Xxxxxx” CUPE Representative Deputy Director/Chief Financial Officer LETTER OF UNDERSTANDING #5 – TEMPORARY EMPLOYEES Temporary employees in receipt of benefits in accordance with Article 22.08 on the date of ratification (including those on Maternity, Parental and Adoption Leave as per Article 9.04 during the 2019-2020 school year) who bid on a position in the period June 1 to August 31, 2020, shall be offered a position within the scope of the bargaining unit effective August 27, 2020. If the employee accepts the position, the employee will be awarded permanent status without serving probation and the position they occupy will be deemed permanent. Temporary employees who qualify for benefits by October 1, 2020, in accordance with Article 22.08 (including those on Maternity, Paternal and Adoption Leave as per Article
Xxxxxx Xxxxxxxxxxxx. “Xxxx Xxxxx” President, CUPE Local 3766 Chairperson, Regina Board of Education “Xxxx Xxxxxx” “Xxxxx Xxxxxx” CUPE Representative Deputy Director/Chief Financial Officer Administrative Procedure 110 HUMAN RIGHTS EQUITY
Xxxxxx Xxxxxxxxxxxx xxans Waltxx xxx any Permitted Transferee thereof to whom Shares are transferred in accordance with Section 2.2, and the term "Waltxx Xxxckholder" shall mean any such Person.
Xxxxxx Xxxxxxxxxxxx xxx the meaning asxxxxxx xx xx in SECTION 4.1.
Xxxxxx Xxxxxxxxxxxx meaxx X. X. Xxxxow Family Partnership, Ltd., The Lawrence J. Bradforx Xxxxxx Xxxited Partnership, Ltd. and The Xxxx Xxxxx Xxxxxx Xxmited Partnership, Ltd., each of which is a Xxxxxxxxder.