Religious Accommodation Pursuant to Title VII Sample Clauses

Religious Accommodation Pursuant to Title VII. An employee may file notice with the Union, at its Central Office, challenging the deduction of dues or fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Union shall notify the Office of Collective Bargaining (OCB) in writing, that the dues or fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Union shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed for approval within sixty (60) days of receipt. Should the parties be unable, within this time period, to resolve this matter by either a written agreement or withdrawal of the application, the matter shall be set for arbitration. Similarly situated applications may be scheduled for arbitration collectively. The employee(s) and the Union shall mutually agree upon an arbitrator, and except as may otherwise be agreed upon, in writing, between the employee and the Union, the arbitration shall be conducted in accordance with this Agreement. If the parties cannot agree to an arbitrator, then they shall secure a list of seven (7) arbitrators from the Federal Mediation Conciliation Services (FMCS) and use the alternative strike method to determine the arbitrator. The expense of the arbitration shall be borne by the Union. The arbitrator shall analyze the claim in accordance with the standards of Title VII and all applicable case law. If the arbitrator determines that the employee is entitled to relief under Title VII, the arbitrator shall direct that the appropriate portion of the dues or fair share fee attributable to the employee be directed to a charitable organization mutually agreed upon between the employee and the Union. If the arbitrator determines that the employee is not entitled to relief under Title VII, then the application shall be dismissed. Any accommodation shall comply with Title VII. The Union shall forward a copy of the arbitration decision to OCB in order to direct the payment of funds that have been withheld but not remitted to the Union, and any future dues or fair share fees of the affected employee in compliance with the decision and this Section.
Sample 1Sample 2Sample 3See All (50)
AutoNDA by SimpleDocs
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Association, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII of the Federal Civil Rights Act of 1964. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Association shall notify OCB in writing that the fair share fees of the employee (or the portion thereof as identified by the employee) are to be withheld, but not remitted to the Association, until further notice. The Association shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed by the Association for approval within sixty (60) days of receipt. Any accommodation made by the Association to the employee shall comply with Title
Sample 1Sample 2See All (5)
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Labor Council, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title
Sample 1Sample 2Sample 3See All (4)
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Association, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII of the federal Civil Rights Act of 1964. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Association shall notify the Office of Collective Bargaining (OCB) in writing, that the fair share fees of the employee (or the portion thereof as identified by the employee) are to be withheld, but not remitted to the Association, until further notice. The Association shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed by the Association for approval within sixty (60) days of receipt. Any accommodation made by the Association to the employee shall comply with Title VII. The Association shall forward either its decision to OCB in regard to the employee’s application or shall provide OCB notice of the employee’s withdrawal or abandonment of his or her application in order to direct the payment of funds that have been withheld but not remitted to the Association, and any future fair share fees of the affected employee in compliance with the decision and this Section.
Sample 1
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Union, at its Central Office, challenging the deduction of dues or fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Union shall notify the Office of Collective Bargaining (OCB) in writing, that the dues or fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Union shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed for approval within sixty (60) days of receipt. Should the parties be unable, within this time period, to resolve this matter by either a written agreement or withdrawal of the application, the matter shall be set for arbitration. Similarly situated applications may be scheduled for arbitration collectively. The employee(s) and the Union shall mutually agree upon an Arbitrator, and except as may otherwise be agreed upon, in writing, between the employee and the Union, the arbitration shall be conducted in accordance with this Agreement. If the parties cannot agree to an Arbitrator, then they shall secure a list of seven (7) Arbitrators from FMCS and use the alternative strike method to determine the Arbitrator. The expense of the arbitration shall be borne by the Union.
Sample 1
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Union, at its Central Office, challenging the deduction of dues or fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and the Employee Identification Number of the employee. Upon receipt of said notice, the Union shall notify the Office of Collective Bargaining (OCB) in writing that the dues or fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Union shall forward an
Sample 1
Religious Accommodation Pursuant to Title VII. An employee may file notice with the Labor Council, at its Central Office, challenging the deduction of fair share fees on the basis of bona fide, sincerely held religious beliefs under Title VII. The notice must contain a current mailing address and the social security number of the employee. Upon receipt of said notice, the Labor Council shall notify the Office of Collective Bargaining (OCB) in writing, that the fair share fees of the employee are to be withheld, but not remitted to the Union, until further notice. The Labor Council shall forward an “Application for Religious Exemption” to the employee for completion. The application shall be reviewed for approval within sixty (60) days of receipt. Should the parties be unable, within this time period, to resolve this matter by either a written agreement or withdrawal of the application, the matter shall be set for arbitration. Similarly situated applications may be scheduled for arbitration collectively. The employee(s) and the Labor Council shall mutually agree upon an Arbitrator, and except as may otherwise be agreed upon, in writing, between the employee and the Labor Council, the arbitration shall be conducted in accordance with this agreement. If the parties cannot agree to an
Sample 1
AutoNDA by SimpleDocs

Related to Religious Accommodation Pursuant to Title VII

  • Reasonable Accommodation for Applicants / Employees with Disabilities The contractor must be familiar with the requirements for and comply with the Americans with Disabilities Act and all rules and regulations established there under. Employers must provide reasonable accommodation in all employment activities unless to do so would cause an undue hardship.

  • Special Accommodations Any person requiring a special accommodation due to a disability should contact the Department’s Americans with Disabilities Act (ADA) Coordinator, at (000) 000-0000. Requests for accommodation for meetings must be made at least five workdays prior to the meeting. A person who is hearing or speech impaired can contact the ADA Coordinator by using the Florida Relay Service at (000) 000-0000 (TDD).

  • Disability Accommodations The Department does not discriminate on the basis of disability in admission to, access to, or operations of its programs, services, or activities. Individuals who need aids, alternative document formats, or services for effective communications or other disability related accommodations in the programs and services offered are invited to make their needs and preferences known to this office. Interested parties should provide as much advance notice as possible.

  • REASONABLE ACCOMMODATION AND DISABILITY SEPARATION 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee.

  • Proper Accommodation Proper accommodation shall be provided for employees to have their meals and store and change their clothes.

Time is Money Join Law Insider Premium to draft better contracts faster.