Bargaining Unit Integrity. While it is not and shall not be the intent of the School to erode bargaining unit integrity, the operational needs of the School may, from time to time, require the temporary assignment of some work performed by bargaining unit members to be assigned to non-bargaining unit members.
Bargaining Unit Integrity. The parties recognize an obligation to maintain and respect the integrity of the bargaining unit by avoiding unnecessary contracting out of work normally and customarily performed by members of the bargaining unit.
Bargaining Unit Integrity. The Department recognizes the integrity of the bargaining unit, and it will not take any action directed at eroding it. The Department will not request any bargaining unit member to perform any act which would constitute a violation of this agreement.
Bargaining Unit Integrity. The Board recognizes the integrity of this bargaining unit and will not use appointments of temporary employees, emergency employees or substitute employees for the sole purpose of eroding the bargaining unit.
Bargaining Unit Integrity. The Parties recognize an obligation to maintain and respect the integrity of the UNIFOR bargaining unit by avoiding unnecessary contracting out of work normally and customarily performed by members of the bargaining unit. The Parties also recognize that there may be instances in which contracting out to non-bargaining unit members is necessary. The BCGEU will consult with the UNIFOR Unit Committee prior to such contracting out.
Bargaining Unit Integrity. The Employer recognizes that the integrity of the bargaining unit is of significant importance to the Union. In accordance with Article 29, Seniority, Section 29.2, Seniority in Layoffs, the Employer shall inform the Union of economic or programmatic changes that result in the layoff of employees and/or the abolishment of positions. As provided in this Memorandum of Understanding, bargaining unit work will normally be performed by classified employees in the bargaining unit. This provision does not prohibit the Employer from having contractual employees on a temporary basis. Within 30 days of notation of the Memorandum of Understanding by the Board of Estimates, the Labor Commissioner will convene a labor management meeting between the Union and the Health Department to discuss the ability to move contractual employees doing bargaining union work into full-time permanent positions. On a quarterly basis, the Employer shall prepare a written report (the “Quarterly Report”) which shall be delivered by the Employer to the Union within thirty days (30) of the end of the month. The Quarterly Report shall contain the number of bargaining unit positions that are authorized within the annual operating budget of the City, and the number of positions that are vacant or are not filled by the permanent employees who are members of the City’s Civil Service and who are covered by this Memorandum of Understanding. The Employer shall meet with the Union after a reasonable period of time following delivery of the Quarterly Report, but not more than 30 days after such delivery, every two months to discuss the Employer’s efforts to fill those positions identified as vacant or unfilled. This meeting shall include all AFSCME locals.
Bargaining Unit Integrity. The Parties recognize an obligation to maintain and respect the integrity of the staff bargaining unit by avoiding unnecessary contracting out of work normally and customarily performed by members of the bargaining unit. The Parties also recognize that there may be instances in which contracting out to non- bargaining unit members is reasonable and acceptable.
Bargaining Unit Integrity. The Council recognizes the integrity of the bargaining unit and will not take action with the purpose to reduce the size or membership of the bargaining unit. No action taken by a Consumer shall be considered adverse to the bargaining unit. A reduction in the number of service hours provided to Consumers shall not be considered erosion of the bargaining unit.
Bargaining Unit Integrity. In order to provide for the most effective and efficient use of bargaining unit employees, the Employer will continue to endeavor to assign bargaining unit work to bargaining unit employees. It is the Employer’s intention to assign bargaining unit employees to professional nursing duties to the fullest extent practicable.
