UNION-MANAGEMENT COOPERATION. Section 1. The Union and the University agree that in the interest of efficient management and positive employee relations, it is desirable that periodic meetings be held between representatives of the employees and management. Such meetings are to be referred to as "Union-Management Conferences." Problems of mutual concern, including conditions tending to cause misunderstandings, shall be considered and recommendations made to the University, the Union, or both parties. Such meetings shall be exclusive of the grievance procedure provided for by Article 10, Grievance Procedure. Grievances shall not be considered at such meetings, nor shall proposals to alter the terms of this Agreement be advanced or considered except by mutual agreement.
UNION-MANAGEMENT COOPERATION. It is recognized that regular meetings between the Employer and the Union are desirable in order to deal with matters of mutual concern as they arise and to improve employee-management cooperation.
UNION-MANAGEMENT COOPERATION. Section 19.01 The Union agrees to uphold the rules and regula tions of the Employer in regard to punctual and steady atten dance, proper and sufficient notification in case of necessary absence, conduct on the job, and all other reasonable rules and regulations established by the Employer.
UNION-MANAGEMENT COOPERATION. The Employer agrees to provide the Union with advance notice of any New Employee Orientation policy change, fulfilling any bargaining obligations that may arise.
UNION-MANAGEMENT COOPERATION. Section 1. The Union and the Hospital agree that they will not, singly, or collectively, coerce, intimidate, or otherwise force any employee to join or not join the Union.
UNION-MANAGEMENT COOPERATION. Cooperation is defined as “the association of a number of persons for their common benefit; collective action in the pursuit of common well being.” With this understanding of the meaning of cooperation, Crown Cork and Seal Canada Inc. and the United Steelworkers of America undertake collective action for the common benefit and well being of the employees in the bargaining unit and the Company. In establishing the confidence that must underlie this Agreement, four fundamental principles are The Company the right of the employees to join the Union. Further, the Company believes that collective action in the common well being will be most effective when the Union remains stable and responsible. The Union the right of the Company to manage and direct the business. Further, the Union believes that collective action in the common well being will be most effective when the employees give their full support to the management of the Company in discharging its responsibilities. The Company and the Union mutually that in order to maintain and improve upon the level of wages provided for in this Agreement, there is a continuing need for improved productivity, better quality and more efficient operation. It is agreed that Management-Union meetings will be held monthly. In acknowledging these four fundamental principles, the Company and the Union establish a bond of common interest and a basis for the development of sound Union-Management cooperation.
UNION-MANAGEMENT COOPERATION. Section 11.1. The Company recognizes the right of the Union to designate two (2) shop stewards from the Company's seniority list.
UNION-MANAGEMENT COOPERATION. It is recognized by the Company and the Union that they have a common and sympathetic interest in creating the most harmonious relations within the Company and in the correction of conditions making for grievances and misunderstandings. It is through close cooperation on the part of Management and the Union that these objectives will be obtained and every effort should be made by Job Stewards and Supervisors to accomplish these ends. Decisions or settlements made by Supervisors and Job Stewards to settle differences will not be considered as binding precedents.
UNION-MANAGEMENT COOPERATION. Sec. 1. The parties agree to actively support employee safety, effective communications, equal employment opportunity, attendance, high level performance, cost reduction, responsible conduct, and merit in all personnel actions.
UNION-MANAGEMENT COOPERATION. 1 Article 1 Recognition. 2
