Exclusive Bargaining Representation Sample Clauses

Exclusive Bargaining Representation. The Board recognizes the Association as the exclusive bargaining representative of all administrative/supervisory personnel in their employ except the following positions: • Superintendent of Schools • Assistant Superintendent for Finance and Operations • Director/Assistant Superintendent for Human Resources • Assistant Superintendent for Elementary Curriculum/Federal Programs • Assistant Superintendent for Secondary Curriculum • Assistant Superintendent of Communications and Community Relations The term “administrator” when used hereinafter in the Agreement shall refer to persons, except those with titles listed above, employed by the Board who are engaged in administrative and/or supervisory duties. Administrators on leave shall be included in this Agreement. The parties agree that, in the future, any new professional positions created will be discussed to determine if such position should be included in the bargaining unit represented by JPSAA. If the parties cannot agree on the placement of a position, then a final determination shall be made by the Michigan Employment Relations Commission. Positions which are determined to be in the bargaining unit represented by JPSAA will be posted and filled in accordance with this Agreement.
Sample 1
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Exclusive Bargaining Representation. The Board recognizes the Association as the exclusive bargaining representative of all administrative/supervisory personnel in their employ except the following positions: • Superintendent of Schools • Deputy Superintendent for Finance and Operations • Assistant Superintendent for Human Resources • Director of Elementary Education • Director of Secondary Education • Athletic Director
Sample 1
Exclusive Bargaining Representation. The Board recognizes the Association as the exclusive bargaining representative of all administrative/supervisory personnel in their employ except the following positions: • Superintendent of Schools • Deputy Superintendent for Finance and Operations • Assistant Superintendent for Student Achievement • Executive Director of Human Resources • Project Coordinator • Director of Technology The term “administrator” when used hereinafter in the Agreement shall refer to persons, except those with titles listed above, employed by the Board who are engaged in administrative and/or supervisory duties. Administrators on leave shall be included in this Agreement. The parties agree that, in the future, any new professional positions created will be discussed to determine if such position should be included in the bargaining unit represented by JPSAA. If the parties cannot agree on the placement of a position, then a final determination shall be made by the Michigan Employment Relations Commission. Positions which are determined to be in the bargaining unit represented by JPSAA will be posted and filled in accordance with this Agreement.
Sample 1

Related to Exclusive Bargaining Representation

  • Grievance Representation The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to represent a grievant, permission shall first be obtained from the representative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such time will not be more than 48 hours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

  • Employee Representation Clauses 49, 50 and 51 of this Agreement outline the rights for employee representatives and Union Delegates when assisting Employees. For clarity, each Employee has the right to determine whether they wish to be represented by a Union Delegate, Employee Representative, another representative of their choosing, or not at all. Such representatives (or individual Employees) are entitled to the protections of Division 4 of Part 3-1 of the Fair Work Act in relation to their involvement in lawful industrial activities.

  • UNION REPRESENTATION 3.01 For the purpose of representation with the Employer, the Union shall function and be recognized as follows:

  • Employee Right to Representation 7.1 Where a supervisor or other Employer representative intends to meet with an employee:

  • Right to Union Representation A. An employee shall have the right to Union representation if requested by the employee, only as provided below. There will be no exceptions to this rule.

  • Company Representations (a) The Company is a corporation duly organized, validly existing and in good standing under the laws of the state of its incorporation, and has the power and authority to own, lease and operate its properties and carry on its business as now conducted.

  • Union Representation Rights 1. The interpretation and application of the provisions of this Award shall be grievable under Article 15. Any such grievance may be introduced at Step B and shall be subject to priority arbitration.

  • General Representations Each Party hereby represents and warrants to the other Party as follows:

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