Leave for Union Bargaining Committee Sample Clauses

Leave for Union Bargaining Committee. (a) The Union shall select three (3) bargaining unit members (from at least two (2) different departments) who shall be granted, upon reasonable notice, a leave of absence without loss of pay, seniority or other benefits to attend to all business related to the negotiation of a revised Collective Agreement.
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Leave for Union Bargaining Committee. (i) The Union shall select three (3) bargaining unit members who shall be granted, upon reasonable notice, a leave of absence without loss of seniority or other benefits to attend to all business related to the negotiation of a revised Collective Agreement. The Employer shall continue to pay the Committees’ wages for the duration of bargaining and shall invoice the Local Union for fifty percent (50%) of the total lost wages up to a maximum of six (6) days for each of the three (3) Bargaining Committee members. Thereafter the Local Union shall reimburse the Employer for all of the Bargaining Committees’ wages when bargaining continues over six (6) days.
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Leave for Union Bargaining Committee a) When employees are selected to sit on the Union Bargaining Committee they shall be granted, upon reasonable notice, a leave of absence without pay to attend to all business related to the negotiation of a revised Collective Agreement.
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Leave for Union Bargaining Committee. .01 The Company agrees to grant Union leave with pay for members of the Union bargaining committee as required for the purposes of contract bargaining sessions, and three (3) days for contract ratification meetings. .O2 The Union bargaining committee shall be comprised of one (1) Flight Attendant representative from each Flight Attendant base chosen by the Union.
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Related to Leave for Union Bargaining Committee

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • Bargaining Committee (a) A Union Bargaining Committee shall be appointed and consist of not more than five (5) members of the Union. The Union will advise the Employer of the Union Nominees to the Committee (an alternate shall be permitted to replace an absent Bargaining Committee Member).

  • Local Bargaining Committee The Hospital agrees to recognize a negotiating committee comprised of hospital employee representatives of the Union for the purpose of negotiating a renewal agreement (as set out in the Local Provisions Appendix). The Hospital agrees to pay members of the negotiating committee for straight time wages lost from their regularly scheduled working hours spent in direct negotiations for a renewal agreement, up to but not including arbitration. Nothing in this provision is intended to preclude the Union negotiating committee from having the assistance of any representatives of the Canadian Union of Public Employees when negotiating with the Hospital.

  • Central Bargaining Committee (a) In central bargaining between the Canadian Union of Public Employees and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospital’s Central negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight (8), and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the eight (8) Hospitals accordingly.

  • Function of Bargaining Committee All matters pertaining to performance of work, operational problems, rates of pay, hours of work, collective bargaining, and other working conditions, shall be referred by the Union bargaining committee to the Employer for discussion and settlement.

  • 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:

  • 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.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

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

  • 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.

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