Exclusive Bargaining Representative.
A. The bargaining unit covers exempt (FLSA overtime ineligible) level professional managers and department directors unless otherwise excluded.
B. The Employer recognizes ASEA/AFSCME, Local 52, AFL-CIO, the Union, as the sole and exclusive bargaining representative for the purpose of negotiating wages, hours, and other terms and conditions of employment for all positions listed in Attachment A of the Mutual Consent Petition approved by the Alaska Labor Relations Agency on October 3, 2011 “Bargaining Unit”, or as amended through the established Inclusion/Exclusion process.
C. The Employer and ASEA have adopted a formal review process to determine inclusion/exclusion of newly created positions or positions reclassified due to job duty changes. However, should unresolvable differences as to inclusion or exclusion from the bargaining unit occur within ten (10) working days of notice of such action, either party may request the jurisdiction be determined by the Alaska Labor Relations Agency, in accordance with Alaska Statutes.
Exclusive Bargaining Representative. The University recognizes AFSCME as the exclusive bargaining representative for the purposes of collective bargaining over wages, hours and other terms and conditions of employment for all eligible non-exempt employees, as defined in the federal Fair Labor Standards Act. Excluded employees include eligible sworn police officers, managerial employees, supervisors, confidential employees and all other statutory exclusions as prescribed by Title 3 of the State Personnel and Pension Article (2001 Supplement), Section 3-102(b)(9) and (10). Individual exclusions from the bargaining unit may be determined in proceedings before the State Higher Education Labor Relations Board (SHELRB). In recognition of the Union’s exclusive bargaining representative status, the University will not enter into collective bargaining with any other organization or entity which presents itself as the collective bargaining representative of employees included in the collective bargaining unit in which AFSCME has been certified as the exclusive bargaining representative.
Exclusive Bargaining Representative. 1.1.1 The District hereby acknowledges that CSEA is the exclusive bargaining representative for all classified employees in the unit which has been recognized by the Board of Education. All newly created classified positions established by the Board of Education shall be assigned to the bargaining unit if mutually agreeable to both parties.
1.1.2 The determination of management, confidential, or supervisory employees shall be made by the District.
1.1.3 The PERB Rules and Procedures may be used in disputed cases. The bargaining unit may be expanded to other classifications by mutual agreement of the District and CSEA, subject to the rules of PERB.
Exclusive Bargaining Representative. The Employer recognizes the Union as the exclusive bargaining representative with respect to wages, hours and other terms and conditions of employment for all employees designated by the classifications set forth in Article 6 of this Agreement, hereinafter called the bargaining unit; excluding students in organized training programs (i.e., pre-graduate such as externships or clerkships, or post-graduate, such as residencies), supervisors, and all other employees.
Exclusive Bargaining Representative. The Employer recognizes the Union as the exclusive bargaining representative for those public Employees in the Institutional, Health and Correctional Workers Unit, Non-Supervisory and Supervisory.
Exclusive Bargaining Representative. The County recognizes County Employees Management Association (CEMA) as exclusive bargaining representative for all classified and unclassified employees in coded classifications within the Supervisory-Administrative bargaining unit. For the purposes of this Agreement, an employee shall be defined as a person employed in a coded classification in the bargaining unit covered by this Agreement. These employees are considered management employees and are expected to perform the duties and responsibilities required to accomplish their job. Premium pay and other special compensation are inapplicable to CEMA represented employees (except for cash overtime or compensatory time off for those classifications designated by the County as non-exempt under the Fair Labor Standards Act, and except for bilingual pay, uniform allowance, night shift differential, pest advisory differential and vacation add-back as provided in this Agreement). Employees who are designated as exempt under FLSA in this Unit are considered salaried. The rates of pay shown in the Appendices reflect the appropriate salary which is due to the level of responsibility and the inapplicability of the various forms of premium pay and special compensations. The County has designated the following classifications to be non-exempt under the provisions of the Fair Labor Standards Act: B1T Associate Management Analyst A B1R Associate Management Analyst B J30 Credentials Specialist B5Z Health Care Program Analyst Associate B18 Human Relations Coordinator I B95 Liability Claims Adjuster I B1W Management Aide X20 Supervising Probation Counselor T29 Park Ranger Supervisor Employees in the above classifications shall receive overtime pay in accordance with FLSA. For non-exempt employees who do not meet the FLSA criteria for different work periods, overtime is defined as time worked beyond forty (40) hours in any seven (7) consecutive day work period or eight (8) hours in any one day (twenty-four hours) period. Non-exempt employees assigned under FLSA to work periods other than seven (7) or fourteen (14) consecutive day work periods, shall have work periods and daily overtime defined accordingly. As allowed by the 7k exemption for law enforcement employees, the County has designated a fourteen day work period. Overtime is defined as time worked beyond eighty (80) hours in a fourteen consecutive day work period or a regular scheduled shift duration in any workday. Time for which pay is received but not worked, su...
Exclusive Bargaining Representative. The Board hereby recognizes the Association as the sole and exclusive bargaining representative for the appropriate unit which is as follows: All professional employees of Independent District No. 720 Shakopee, Minnesota, who are required to be and are licensed by the State Board of Education, or Board of Teaching, excluding supervisory employees, confidential employees, Superintendents, assistant Superintendents, principals, assistant principals who devote more than 50 percent of their time to administrative or supervisory duties, and all other employees excluded by law. The Board agrees not to negotiate with any teacher's organization other than the Association so long as the Association is the duly authorized exclusive bargaining agent of the teachers of this district.
Exclusive Bargaining Representative. The Employer recognizes the Union as the exclusive bargaining representative for those public Employees in the Blue Collar Non-Supervisory Unit.
Exclusive Bargaining Representative. The Board hereby recognizes the Tri-County Classroom Teachers Organization as the exclusive bargaining representative for all certified professional personnel whether under contract, on leave, employed, or to be employed by the Board. Such representation shall exclude the Superintendent, Principals, Assistant Principals, and Administrative Assistants. The term “Employee” when used hereinafter in the Contract, shall refer to all Employees presented by the Organization in the bargaining unit as defined. The term “employer” when used hereinafter shall refer to the Board of Education.
Exclusive Bargaining Representative. 22 The District hereby recognizes the Association as the exclusive bargaining representative of, and shall 24 representative. The Association is the exclusive bargaining representative of all food service employees 25 with the exception of employees in other organized bargaining units, confidential employees, and 26 supervisors.
