Employees Transferring to a Job Outside the Bargaining Unit Sample Clauses

Employees Transferring to a Job Outside the Bargaining Unit. 6.3.1 When an employee moves to a job outside the Bargaining Unit, the employee shall retain seniority in the former job classification for 120 calendar days provided the employee pays dues to the Union during the 120 calendar days. Seniority in the new job shall accumulate from the date of transfer. 6.3.2 When an employee wishes to return to a former job classification, a request must be made to the City in writing. The Union will be advised of the request. 6.3.3 If the request to return to the former job classification is made before the employee has completed 120 calendar days in the new job, the City shall fulfil the request whenever there is a vacant post on the authorized establishment. When an employee returns to the former job classification, there shall not be any loss of seniority provided the employee had paid dues to the Union. 6.3.4 Employees wishing to return to their former job classification after they have completed one hundred and twenty (120) days in a position outside of the Bargaining Unit, will be required to apply on a job posting and be the successful candidate for the competition. Previous seniority will not be recognized and seniority will start to accumulate anew upon the date of return to a job in the Bargaining Unit.
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Employees Transferring to a Job Outside the Bargaining Unit. 6.3.1 When an employee moves to a job outside the Bargaining Unit, the employee shall retain seniority in the former job classification for 120 calendar days provided the employee pays dues to the Union during the 120 calendar days. Seniority in the new job shall accumulate from the date of transfer. 6.3.2 When an employee wishes to return to a former job classification, a request must be made to the Commission in writing. The Union will be advised of the request. 6.3.3 If the request to return to the former job classification is made before the employee has completed 120 calendar days in the new job, the Commission shall fulfil the request whenever there is a vacant post on the authorized establishment. When an employee returns to the former job classification, there shall not be any loss of seniority provided the employee had paid dues to the Union. 6.3.4 If the request to return to the former job classification is made after the employee has completed 120 calender days in the new job, the Commission shall fulfil the request whenever there is a vacant post on the authorized establishment. When the employee returns to the former job classification, the employee’s seniority shall be that which he or she had in the job classification at the date of the original transfer.
Sample 1
Employees Transferring to a Job Outside the Bargaining Unit. When an employee moves to a job outside the Bargaining Unit, the employee shall retain seniority in the former job classification for 120 calendar days provided the employee pays dues to the Union during the 120 calendar days. Seniority in the new job shall accumulate from the date of transfer. When an employee wishes to return to a former job classification, a request must be made to the City in writing. The Union will be advised of the request. If the request to return to the former job classification is made before the employee has completed 120 calendar days in the new job, the City shall fulfil the request whenever there is a vacant post on the authorized establishment. When an employee returns to the former job classification, there shall not be any loss of seniority provided the employee had paid dues to the Union.
Sample 1

Related to Employees Transferring to a Job Outside the Bargaining Unit

  • 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).

  • 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. (b) An employee who is transferred to a position outside the bargaining unit shall not, subject to (c) below, accumulate seniority. In the event the employee is returned by the Hospital to a position in the bargaining unit within twenty-four (24) months of the transfer he or she shall be credited with the seniority held at the time of transfer and resume accumulation from the date of his or her return to the bargaining unit. An employee not returned to the bargaining unit within 24 months shall forfeit bargaining unit seniority. (c) In the event an employee transferred out of the bargaining unit under (b) above is returned to the bargaining unit within a period of six (6) calendar months, he shall accumulate seniority during the period of time outside the 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.

  • Work of the Bargaining Unit (a) In order to protect the standard of nursing care, the Employer shall not contract out the work normally performed by members of this bargaining unit except: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.

  • 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.

  • Collective Bargaining Agreement The term “

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

  • Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided. (b) This Employer-funded, confidential, assessment/referral service will be monitored by a Joint Committee. The Committee shall consist of two members: one member appointed by the Employer and one member by the Union. Employees representing the Union on this Joint Committee shall be on leave of absence without loss of basic pay for time on this Committee. (c) The Employer will consult with the Union regarding the selection of a service provider. The Employer will not select a service provider to which the Union has reasonable objections. (d) The Joint Committee shall develop an awareness package that can be incorporated into existing supervisor and Union training programs.

  • Employee and Family Assistance Plan The CODC PRO Care Plan is an industry-funded employee and family assistance plan for employees and their eligible family members according to the participation of sponsoring organizations and employers as well as Plan eligibility rules. Employees must be enrolled in the Plan by their employer to become eligible for Plan benefits, subject to the Plan eligibility rules. An individual employee cannot self-enroll in the Plan. i. Employers are required to remit the Contract Administration and Industry Development fees and the monthly CODC Employer Report Form to CODC by the 15th of the month following the month in which the hours were worked. ii. Employers must also submit the monthly Employee Data Report to the PRO Care plan by the 15th of the month following to facilitate the confidential determination of eligibility by the EFAP provider. There are three ways to submit this data:  entering the data directly on the CODC website at xxx.xxxx.xx/xxxxxxx  uploading an excel spreadsheet in the required format to the website (a sample spreadsheet can be downloaded from the website)  Forwarding an excel spreadsheet in the required format electronically to xxxxxxx@xxxxxxx.xxx. Hard copies of data will not be accepted.

  • SCOPE OF BARGAINING All matters pertaining to wages, hours or terms and other conditions of employment and the continuation, modification, or deletion of an existing provision of the Collective Bargaining Agreement are subject to collective bargaining between the parties.

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