Employee Relations Review Committee Sample Clauses

Employee Relations Review Committee. The ERRC shall consist of three (3) Company and three (3) Union representatives. Union participants shall include three representatives designated by the office of the CAW AP. Company participants shall include two (2) representatives from the office of the Magna Executive Vice President, Global Human Resources (“Magna EVP”) and one Senior Operating Executive. The ERRC will review the issues and seek a satisfactory resolution, giving due consideration to the needs of the Employees and the Company and shall be consistent with the Employee’s Charter, Corporate Constitution, the Framework of Fairness and this Agreement. The ERRC’s ultimate purpose is to resolve open issues rather than utilizing a Neutral party. The ERRC shall meet monthly or at a mutually agreeable time to review issues unable to be resolved by the CR Sub-Committee and return a decision within 48 hours of each meeting. If the ERRC is not able to resolve the issue, within 30 calendar days of the decision of the ERRC, the CAW AP or the Magna EVP may appeal the decision to the Neutral described below.
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Employee Relations Review Committee. A joint Employee Relations Review Committee (“ERRC”) will be established. The ERRC shall consist of three Company and three Union representatives. Union representatives shall be designated by the National CAW, and shall include an Assistant to the CAW National President (the “CAW AP”), the senior CAW National Representative assigned to service the Magna Local, and the President of the Magna Local. Company representatives shall include two representatives from the office of the Magna EVP, Global Human Resources and one Senior Operating Executive. The ERRC will meet at least quarterly (and additionally, as required) to review Magna’s financial and operational performance in Canada, and to discuss other relevant top-level issues related to investment, production, employment, technology, and the general state of labour relations. These quarterly meetings will serve as a forum for the Company and Union to discuss future goals and projects, including: • Reviewing the general labour-management relationship and operational issues, and providing recommendations in the spirit of continuous improvement, the Magna Employees’ Charter, and the Agreements. • Reviewing the ongoing health of the automotive business in Canada, North America, and globally, and implications for the supplier industry. • Participating in labour-management industry forums to recommend initiatives to enhance the success and competitiveness of the Canadian automotive industry, while maintaining or enhancing the job security of employees. • Reviewing the key operational metrics and measurables shared with employees at all CAW- represented Divisions. • Sustaining a commitment to make Magna a “learning organization” that continually strives to improve the quality of its products, the productivity of employees, and the quality of work life through ongoing education and training. • Creation of programs targeted at ensuring Magna remains competitive through continuous improvement initiatives, work-redesign, cost reduction, and other initiatives. • Specialized training for managers and union representatives for effectively implementing the principles of the Magna Employees’ Charter and the Agreements. • Working jointly to promote new investment and production opportunities. • Joint presentations to, and dialogue with, applicable government representatives on matters of importance to the Canadian automotive industry. The parties strongly believe that employee concerns are best resolved by those directly i...
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Employee Relations Review Committee. Issue Resolved? YES NO 2- 1- 6. Arbitration 11/6/07
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Related to Employee Relations Review Committee

  • Review Committee A. 1. Representatives of the District and the Association shall meet informally once a month from September through May for the purpose of reviewing the implementation of this Agreement and of resolving problems which may arise. The meetings shall be called on the last school-day Wednesday of each month at 3:45 p.m. Additional meetings may be scheduled at mutual request.

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  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

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

  • TRANSITION COMMITTEE 8.1.0 A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • 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.

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