Union Investigation Sample Clauses

Union Investigation. (a) The Employer shall allow a properly authorized representative designated by the Union to investigate issues under this agreement. The Employer is entitled to require an individual to substantiate that he/she is an authorized representative of the Union.
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Union Investigation. Accredited representatives of the Union shall have access to the Employer’s premises during working hours for the purpose of adjusting disputes, investigating working conditions, collection of dues and ascertaining that provisions of this Agreement are being adhered to. Accredited representatives of the Union shall be permitted to review records in the possession of the Employer that are relevant to any grievance.
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Union Investigation. A business agent of the Union shall have access to the Employer's premises during working hours for the purpose of adjusting disputes, investigating working conditions, collection of dues and ascertaining that provisions of this Agreement are being adhered to. A business agent of the Union shall be permitted to review records in the possession of the Employer that are relevant to any grievance. A business agent of the Union shall, during normal school hours, notify the supervisor in charge of the work location of his/her presence prior to visiting employees.
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Union Investigation. The investigation of grievances by the Union shall be on its own time and its own expense. Cases may arise where an investigation can be made conveniently only on the job or on Company property during working hours, in which case the following rules shall apply: All members of the collective bargaining committee, including the National Representative, President and/or Vice President of the Union, or departmental representatives of the Union employed on the property of the Company shall be permitted to enter upon the property of the Company at reasonable times provided such entry is necessary for the purpose of making an investigation of any grievance arising between the members of the Union and the Company and such entry shall not be disruptive to Company operations. No such entry shall be made upon the premises for such purpose until the appropriate Company representative in charge of such department or plant has been advised and permission granted.
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Union Investigation. The Union shall establish a Union Investigation Committee consisting of the following persons:
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Union Investigation. Authorized agents of the Union, with prior authorization from the Chief of Security Services or designee and the appropriate Building Administrator for the Campus Security Officers, shall have access to the District's premises during working hours to conduct official Union business; provided however, there shall be no interruption of the employee's or the District's work assignment or schedule.
Sample 1
Union Investigation. It is recognised that the President of the Union or his/her authorized representative shall have the right, at reasonable times, to interview employees in respect to union affairs or in respect to the investigation or processing of any grievance. However, the Union recognizes that the action of the Business Agent or his/her authorized representative shall not cause any disturbance or interruption of the services rendered by employees. When visiting the premises of the Employer for Union affairs, the President or his/her authorized representative shall first report his/her presence to the Manager of the Employer’s operations, or in the absence of the Manager to the person in charge, on the occasion of each visit.
Sample 1
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Related to Union Investigation

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Formal Investigation Once the matter has been brought to the attention of the Store executive, an internal investigation of the complaint will be conducted at which time the complainant will be requested to present, in writing, the particulars of the harassment. Such internal investigation will be initiated no later than ten (10) business days of the matter being brought to the attention of the Store executive, and shall be concluded no later than thirty (30) business days of the initiation of the investigation. Any extension of the aforementioned time frames must have the agreement of the complainant and the union if the complainant has chosen to involve it. Based on the outcome of the investigation, which will be provided in writing upon the completion of the investigation, to both the complainant and the union, should the complainant consent to this disclosure, it will be determined if there has been a breach of Company policy on harassment, and the appropriate action will be taken in the event that harassment is determined to have occurred. STEP THREE - SUBSEQUENT INCIDENTS Subsequent incidents should immediately be reported and followed by a written description to the most senior store executive involved in Step Two for further investigation and disciplinary action, if confirmed, with a copy to the union Chairperson with the consent of the complainant. After all steps of the Harassment Protection Policy have been exhausted, if the incident has not been resolved to the satisfaction of the employee, the employee may file a grievance at Step 2 of the grievance procedure.

  • Cooperation with Investigations You agree to cooperate with us in the investigation of unusual transactions, poor quality transmissions, and resolution of customer claims, including by providing, upon request and without further cost, any originals or copies of items deposited through the Service in your possession and your records relating to such items and transmissions.

  • Independent Investigation Subscriber, in making the decision to purchase the Units, has relied upon an independent investigation of the Company and has not relied upon any information or representations made by any third parties or upon any oral or written representations or assurances from the Company, its officers, directors or employees or any other representatives or agents of the Company, other than as set forth in this Agreement. Subscriber is familiar with the business, operations and financial condition of the Company and has had an opportunity to ask questions of, and receive answers from the Company’s officers and directors concerning the Company and the terms and conditions of the offering of the Units and has had full access to such other information concerning the Company as Subscriber has requested. Subscriber confirms that all documents that it has requested have been made available and that Subscriber has been supplied with all of the additional information concerning this investment which Subscriber has requested.

  • Investigation To make investigation about the accuracy of representations, warranties or other obligations of the Issuer under the Transaction Documents.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • COMPLAINTS AND INVESTIGATIONS 1. This article applies to complaints or allegations made externally and not from normal supervisory activities.

  • BACKGROUND INVESTIGATION The BOARD is prohibited from knowingly employing a person who has been convicted of committing or attempting to commit certain criminal offenses. If the required criminal background investigation is not completed at the time this Contract is signed, and the subsequent investigation report reveals that there has been a prohibited conviction, this Contract shall immediately become null and void.

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