ACCESS TO NEW BARGAINING UNIT EMPLOYEES Sample Clauses

ACCESS TO NEW BARGAINING UNIT EMPLOYEES. ‌ A Worker Advocate and/or a Union representative will be allowed up to thirty (30) minutes at the end of the Employer orientation meeting to meet with the group of new bargaining unit workers. The Employer shall endeavor to provide at least seventy-two (72) hours-notice to the Worker Advocate or the Union Representative of a scheduled orientation unless the Employer adopts a fixed orientation schedule under which new employee orientations occur at the same time each month (e.g. the 3rd Wednesdayof eachmonth, every 4thTuesday, etc.). If seventy-two (72) hours-notice is not possible, the Employer shall provide the notice as soon as practical. The notice shall include names of new employees, department and shift. The worker representative will obtain prior supervisory approval before he/she will be released to participate in this meeting. Employees will not be required to clock out to attend the meeting.
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ACCESS TO NEW BARGAINING UNIT EMPLOYEES. A Worker Advocate and/or a Union representative will be allowed up to thirty (30) minutes at the end of the Employer orientation meeting to meet with the group of new bargaining unit workers. The Employer shall endeavor to provide at least seventy-two (72) hours-notice to the Worker Advocate or the Union Representative of a scheduled orientation. The notice shall include names of new employees, department(s) and shift. The worker representative will obtain prior supervisory approval before they will be released to participate in this meeting. Alternatively, the Employer shall designate one day per month for the Worker Advocate or Union representative to meet with new employees hired in the previous month. The Employer shall provide notice to the Union at least three business days in advance of the date of the names of the new employees, their department(s) and shift. Similarly, the Employer will provide notice if there are no new employees to meet. Employees will not be required to clock out to attend the meeting. If in person participation is not feasible, the Employer will provide the Union Representative with the new employees’ name, department, shift and phone number upon request.
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ACCESS TO NEW BARGAINING UNIT EMPLOYEES. A Worker Advocate and/or a Union representative will be allowed up to thirty (30) minutes at the end of the Employer orientation meeting to meet with the group of new bargaining unit workers. The Employer shall endeavor to provide at least seventy-two
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Related to ACCESS TO NEW BARGAINING UNIT EMPLOYEES

  • Non-Bargaining Unit Employees Employees outside the bargaining unit will not perform work that is normally done by employees in the bargaining unit. However, nothing in this Agreement shall be construed as prohibiting foremen from doing work for purposes of employee instruction and evaluation, and equipment assessment, provided in so doing a lay-off of bargaining unit employees does not result, or in the case of an emergency when regular employees are not available, provided that every reasonable effort is made to find a replacement.

  • Non-Bargaining Unit Personnel It is understood and agreed that there are times when non-bargaining unit employees may be required to perform work customarily performed by bargaining unit employees. It is also understood that Supervisors and others will be required to work with tools only to meet requirements under the conditions listed below. Therefore, the Company shall have the right to utilize non-bargaining unit employees under one or more of the following conditions:

  • Project Employees Project employees who have not held permanent civil service status within the job classification, will not volunteer for or be assigned overtime work outside of the project. Required overtime within a project may first be assigned to qualified employees within the project by seniority. The process for assigning the overtime will follow the procedures outlined in this Article.

  • Bargaining Unit Roster Upon the signing of this Agreement and monthly thereafter, the Employer shall supply to the Union via a secured method an alphabetical list of all employees covered by this Agreement. The list shall include the name, address, employee identification number, date of hire, rehire date (if applicable), shift, FTE, job classification, department cost center number, unit, hourly rate of pay and monthly gross earnings. Each month, the Employer will provide a list of new hires and addresses, and a list of all employees who have terminated during the month via a secured method. The new hire and termination lists shall include the same data as the monthly employee roster except for monthly gross earnings. The termination list shall include the termination date. Within ninety (90) days of ratification, Swedish Medical Center and SEIU 1199NW will convene a work group including HRIS expert to explore a method for the Employer to provide a list of all employment changes for bargaining unit employees, via a secure site.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise.

  • Transfer and Seniority Outside Bargaining Unit No employee shall be transferred to a position outside the bargaining unit without his consent. If an employee is transferred to a position outside of the bargaining unit, he shall retain his seniority accumulated up to the date of leaving the unit, but will not accumulate any further seniority. If such an employee returns to the bargaining unit within twelve (12) months, he shall be placed in a job consistent with his seniority. Such return shall not result in the layoff or bumping of an employee holding greater seniority.

  • CONTRACT EMPLOYEES Contained in Annexure D.

  • Transfer and Seniority Outside the Bargaining Unit (a) It is understood that an employee shall not be transferred by the Hospital to a position outside the bargaining unit without his consent except in the case of temporary assignments not exceeding six (6) months. Such employees on temporary assignments shall remain members of the bargaining unit.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Transfers and Seniority Outside Bargaining Unit No employee shall be transferred to a position outside the bargaining unit without the employee's consent. If an employee is transferred to a position outside of the bargaining unit, the employee shall retain seniority acquired at the date of leaving the unit, but will not accumulate any further seniority. If such an employee later returns to the bargaining unit, the employee shall be placed in a job consistent with the employee's seniority. Such return shall not result in the layoff or bumping of an employee holding greater seniority.

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