Bargaining Unit Security. If restructuring of positions is necessary, the Employer will not reduce the number of full-time equivalent bargaining unit positions in a manner disproportionate to a reduction in the number of full-time equivalent student counterpart positions. 1) Filling in for approved bargaining unit leaves under Article 6, 7, 8, or 9. 2) Filling in for other student leaves and/or vacancies or previously existing student positions in the work location not to exceed three (3) payroll periods from the date of termination unless unusual recruiting difficulties arise. 3) Fill in during periods of recruitment not to exceed three (3) payroll periods from the date of termination unless unusual recruiting difficulties arise. If this evaluation identifies a position that has been consistently used in a manner which would qualify it for bargaining unit status (for other than the above reasons), the Employer shall either move the position(s) into the bargaining unit or reduce the hours worked before the end of the next payroll period. From each quarterly report the Employer shall calculate the full-time equivalent (FTE) bargaining unit positions and the full time equivalent student counterpart positions. The Employer will not increase the total number of FTE student counterpart positions in a manner disproportionate to a change in the total number of FTE bargaining unit positions, and that shall be evaluated and adjusted with every other quarterly report.
Appears in 12 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
