Common use of Bargaining Unit Defined Clause in Contracts

Bargaining Unit Defined. ‌ The bargaining unit shall comprise those team members identified as included team members in Appendix 1. Such determination shall be in accordance with Section 1 of the Labour Relations Code of British Columbia. The parties further agree that cognizance shall be given to the type of organization and to the degree to which team members, at varying levels, are involved either in supervision or in the process of company team member relations. The guidelines for determining exclusions shall be: (a) position incumbents employed to exercise the functions and who do exercise the functions of a manager in the direction or control of team members, or (b) position incumbents employed in a confidential planning or advisory position in the development of management policy for the Company, or (c) position incumbents employed in a confidential capacity in matters relating to labour relations or personnel, or (d) a sufficient number of position incumbents to represent management in matters relating to labour relations taking into account both operational and geographical considerations. Incumbents of new positions established by the Company shall automatically be included in the bargaining unit unless specifically excluded by mutual agreement. Requests for exclusion will be in writing.

Bargaining Unit Defined. ‌ ‌ (a) The bargaining unit shall comprise all employees included in the Public Service Bargaining Unit as defined in this agreement except those team members identified employees in positions mutually agreed to between the parties as included team members managerial and (or) confidential exclusions. The parties to this agreement acknowledge the difficulty in Appendix 1. Such determination shall be in accordance with Section 1 of the Labour Relations Code of British Columbiaestablishing a service-wide policy for determining managerial and (or) confidential exclusions. The parties further agree that cognizance shall be given to the type of organization and to the degree to which team membersemployees, at varying levels, are involved either in supervision the formation of government policy or in the process of company team member employer-employee relations. . (b) The guidelines for determining to be considered in negotiating exclusions shall be: (a1) position incumbents employed to exercise for the functions and who do exercise the functions primary purpose of a manager in the direction or control of team members, orexercising senior management functions; (b) position incumbents employed in a confidential planning or advisory position in the development of management policy for the Company, or (c2) position incumbents employed in a confidential capacity in matters relating to labour relations or personnel, orrelations; (d3) a sufficient number of position incumbents to represent management in matters relating to labour relations taking into account both operational and geographical considerations. . (c) Incumbents of new positions established by the Company Employer shall automatically be included in the bargaining unit unless specifically excluded by mutual agreement. Requests for exclusion will be in writing.the

Bargaining Unit Defined. ‌ The bargaining unit shall comprise all employees included in the College bargaining units as defined in this Agreement except those team members identified employees in positions mutually agreed to between the parties as included team members managerial and/or confidential exclusions. The parties to this Agreement acknowledge the difficulty in Appendix 1. Such determination shall be in accordance with Section 1 of the Labour Relations Code of British Columbiaestablishing a service wide policy for determining managerial and/or confidential exclusions. The parties further agree that cognizance shall be given to the type of organization and to the degree to which team membersemployees, at varying levels, are involved either in supervision the formation of College policy or in the process of company team member employer-employee relations. The guidelines for determining to be considered in negotiating exclusions shall be: (a) position incumbents employed to exercise the functions and who do exercise the functions of a manager in the direction or control of team members, or (b) position incumbents employed in a confidential planning or advisory position in the development of management policy for the Company, orprimary purpose of exercising senior management functions. (cb) position incumbents employed in a confidential capacity in matters relating to labour relations or personnel, ortaking into account both operational and geographical considerations. (dc) a sufficient number of position incumbents to represent management in matters relating to labour relations taking into account both operational and geographical considerations. Incumbents of new positions established by the Company Employer shall automatically be included in the bargaining unit unless specifically excluded by mutual agreement. Requests for exclusion will be in writing.

Bargaining Unit Defined. ‌ The bargaining unit shall comprise those team members identified as included team members in Appendix 1. Such determination shall be in accordance with Section 1 of the Labour Relations Code of British Columbia. The parties further agree that cognizance shall be given to the type of organization and to the degree to which team members, at varying levels, are involved either in supervision or in the process of company employer/ team member relations. The guidelines for determining exclusions shall be: (a) position incumbents employed to exercise the functions and who do exercise the functions of a manager in the direction or control of team members, or (b) position incumbents employed in a confidential planning or advisory position in the development of management policy for the Company, or (c) position incumbents employed in a confidential capacity in matters relating to labour relations or personnel, or (d) a sufficient number of position incumbents to represent management in matters relating to labour relations taking into account both operational and geographical considerations. Incumbents of new positions established by the Company shall automatically be included in the bargaining unit unless specifically excluded by mutual agreement. Requests for exclusion will be in writing.

Bargaining Unit Defined. ‌ The bargaining unit shall comprise those team members identified as included team members in Appendix 1. Such determination shall be in accordance with Section 1 of the Labour Relations Code of British Columbia. The parties further agree that cognizance shall be given to the type of organization and to the degree to which team members, at varying levels, are involved either in supervision or in the process of company team member relations. The guidelines for determining exclusions shall be: (a) position incumbents employed to exercise the functions and who do exercise the functions of a manager in the direction or control of team members, or (b) position incumbents employed in a confidential planning or advisory position in the development of management policy for the Company, or (c) position incumbents employed in a confidential capacity in matters relating to labour relations or personnel, or (d) a sufficient number of position incumbents to represent management in matters relating to labour relations taking into account both operational and geographical considerations. Incumbents of new positions established by the Company shall automatically be included in the bargaining unit unless specifically excluded by mutual agreement. Requests for exclusion will be in writing.

Bargaining Unit Defined. ‌ The bargaining unit shall comprise all employees included in the College bargaining units as defined in this agreement except those team members identified employees in positions mutually agreed to between the parties as included team members managerial and/or confidential exclusions. The parties to this agreement acknowledge the difficulty in Appendix 1. Such determination shall be in accordance with Section 1 of the Labour Relations Code of British Columbiaestablishing a service wide policy for determining managerial and/or confidential exclusions. The parties further agree that cognizance shall be given to the type of organization and to the degree to which team membersemployees, at varying levels, are involved either in supervision the formation of college policy or in the process of company team member employer employee relations. The guidelines for determining to be considered in negotiating exclusions shall be: (a) position incumbents employed to exercise for the functions and who do exercise the functions primary purpose of a manager in the direction or control of team members, orexercising senior management functions. (b) position incumbents employed in a confidential planning or advisory position in the development of management policy for the Company, or (c) position incumbents employed in a confidential capacity in matters relating to labour relations or personnel, ortaking into account both operational and geographical considerations. (dc) a sufficient number of position incumbents to represent management in matters relating to labour relations taking into account both operational and geographical considerations. Incumbents of new positions established by the Company Employer shall automatically be included in the bargaining unit unless specifically excluded by mutual agreement. Requests for exclusion will be in writing.