Determination of appropriate bargaining unit Sample Clauses

Determination of appropriate bargaining unit. For purposes of determining an appropriate unit, employees hired by, assigned to, or transferred to the joint powers entity shall be presumed to be the appropriate unit for all employees of the newly created joint powers entity, unless the commissioner determines it inappropriate under the standards established in section 179A.09. The commissioner may also approve an alternative bargaining unit structure agreed upon by all parties. The determination shall take effect as soon as practicable after filing of a petition, but not later than the date the joint powers entity is formally created.
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Determination of appropriate bargaining unit. The bargaining unit may be expanded to other classes, or constricted, by mutual agreement of the Board and the Union. Disputed cases shall be submitted to the Public Employment Relations Board for a decision.
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Determination of appropriate bargaining unit. If a labor organization asserts in writing to a Bank that it holds cards requesting a representation election signed by at least thirty percent (30%) of the employees in a unit which that organization considers to be an appro- priate bargaining unit, the labor orga- nization and the Bank shall each des- ignate a representative who together shall request the American Arbitration Association (hereinafter referred to as ‘‘Association’’) to submit to them from its National Panel of Professional Labor Arbitrators a list of seven (7) im- partial, qualified professional arbitra- tors. The two designated representa- tives shall meet promptly and, by al- ternately striking names from the list, arrive at the remaining person who, to- gether with the two representatives, shall constitute a Special Tribunal to rule on the labor organization’s request for an election. The impartial arbi- trator shall always act as the Chair- person of any Special Tribunal duly constituted under this section.
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Determination of appropriate bargaining unit. The Union and Labor Relations staff will identify and seek a consensus on the composition of a properly-composed addition to the bargaining unit(s). If the parties are unable to reach a decision, they will use the services of an agreed to mediator to resolve their differences. The parties, and any subsequent mediator, shall consider NLRB standards in making their decision. Should the parties not reach agreement on the definition of a properly-composed addition to the bargaining unit(s) after mediation, the parties will jointly select a panel of umpires from whom to draw to resolve disputes regarding a properly-composed addition to the bargaining units. Umpires should possess qualifications sufficient to resolve issues which may involve NLRB rules or practices, bargaining history and complex labor relations situations.
Sample 1
Determination of appropriate bargaining unit. 1. The majority of the employees in any appropriately defined bargaining unit has the right to determine the organization representing that unit. Such organization represents all employees of the unit provided that such representation is through the Trades and Labor Council for Annual Employees of the Tennessee Valley Authority under this General Agreement for the purposes of collective bargaining and labor-management cooperation. Units defined by well-established standards and practice are recognized as appropriate units. 2. If a dispute should arise as to the employees who constitute an appropriate unit or as to who is duly authorized to represent a unit through the Trades and Labor Council for Annual Employees of the Tennessee Valley Authority, the Senior Vice President of Labor Relations or his/her designee shall investigate such dispute and attempt to adjust it on its merits. In the adjustment of the latter type of dispute, the Senior Vice President of Labor Relations or his/her designee shall, if the parties agree in writing, conduct an election to determine the duly authorized representative of the unit. Should the Senior Vice President of Labor Relations or his/her designee be unable to adjust a dispute under this article, either party may invoke the services of an arbitrator secured through the Federal Mediation and Conciliation Service whose recommendation shall be accepted by all parties to the dispute.
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Related to Determination of appropriate bargaining unit

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.

  • Definition of Bargaining Unit The bargaining unit of employees represented by the Association shall include all full time and part time regular classroom teachers, guidance counselors, nurses, librarians, speech therapists, and regularly employed specialists such as art, music, and physical education teachers.

  • SINGLE BARGAINING UNIT The parties to this Agreement, along with all those employees whose employment is governed by this Agreement, constitute a single bargaining unit for the purposes of negotiating and implementing the terms of this Agreement. The form and operation of this single bargaining unit will be subject to this Agreement.

  • Description of Appropriate Unit For purposes of this Agreement, the appropriate unit shall mean all Education Assistant/LPN/ARN employees employed by the School District excluding the following: confidential employees, supervisory employees, essential employees, part-time employees whose services do not exceed 14 hours per week or 35% of normal work week, employees who hold positions of a temporary or seasonal character for a period not in excess of 67 working days in any calendar year, and emergency employees.

  • EXCLUSIONS FROM THE BARGAINING UNIT The parties agree that the positions identified as excluded shall be excluded positions for the life of this agreement. Decisions related to additional excluded positions shall be by mutual agreement or shall be resolved by SERB.

  • Bargaining Unit The term "bargaining unit" as used in this Agreement refers to the bargaining unit defined in Article 1, Recognition.

  • Performance of Bargaining Unit Work No person whose regular job is not in the bargaining unit will work on any job for which rates are established by this Agreement, except for the purposes of instruction, experimentation, or management training, in which case trainees shall not displace or replace any employee in the aforesaid classifications except in cases of emergency when regular employees are not available.

  • Bargaining Unit Roster The County will transmit to the Union a current listing

  • 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. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

  • Appropriate Unit The Exclusive Representative shall represent all such employees of the district contained in the appropriate unit as defined in Article III, Section 2 of the Agreement and the P.E.L.R.A. and in certification by the Commissioner of Mediation Services, if any.

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