For Bargaining Unit Sample Clauses

For Bargaining Unit. Faculty Members with 12-month contracts on a regular faculty contract, the minimum salary by rank and by fiscal year shall be the corresponding value given in the table in Section 2.1 multiplied by 1.09. FY2013 FY2014* FY2015* FY2016* Professor 70,850 72,267 73,712 75,187 Associate Professor 59,950 61,149 62,372 63,619 Assistant Professor 49,050 50,031 51,032 52,052 Senior Lecturer 49,050 50,031 51,032 52,052 Lecturer 43,600 44,472 45,361 46,269 Instructor 38,150 38,913 39,691 40,485 * Based on a 2% increase per year
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For Bargaining Unit. Faculty Members who earn emeritus status, the title ‘emeritus” shall precede the rank of the Bargaining Unit Faculty Member upon retirement, for example “emeritus associate professor.”
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For Bargaining Unit. Faculty Members who have not been a full-time member of the BGSU faculty for three prior years, they must have received a “meets expectation” or higher in each of the years in which they were evaluated to be eligible for an equity/market adjustment under this section; such adjustment shall be pro-rated to reflect the number of years in which the Bargaining Unit Faculty Member has been a full-time member of the BGSU faculty.
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For Bargaining Unit. Members hired prior to July 1, 2008: (a) All members hired prior to July 1, 2008 covered by this Agreement shall accumulate eight (8) hours of sick leave per month not to exceed ninety-six (96) hours per year, with a maximum accumulation of nine hundred and sixty (960) hours. An employee, while on sick leave will be deemed to be on continued employment for the purpose of computing all benefits referred to in this Agreement. (b) Employees absent from work due to claimed illness and to qualify for paid sick leave shall inform the Employer of such absence by telephone prior to the starting time of their scheduled shift. (c) If the Employer feels an employee is abusing his/her sick leave privileges, the Employer may request and receive a Doctor's statement showing proof of illness before returning to work. (d) For Employees hired prior to July 1, 2008, on retirement, accumulated sick leave shall be computed into hours worked at the rate of one-half (½) hour per accumulated sick leave hour and cash payment by Employer to employee shall be made at the employee's current pay scale, with a maximum payment for 480 hours of service. The maximum payment for the above will be 480 hours of service. In the event of death before retirement, the above referenced payment shall be made to the employee's estate. (e) For Employees hired prior to July 1, 2008, after an employee has accumulated 960 sick hours, the Employer will pay the employee, in cash, 50% of all unused sick leave over 960 hours for the preceding twelve (12) months in their regular paycheck. It is understood by the Union that after payment of the 50% of sick leave time for the preceding year, the maximum accumulation for cash-out will revert back to 960 hours. (f) Sick leave time shall be used for legitimate Employee illness or Employee disability only.
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Related to For Bargaining Unit

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

  • 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.

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

  • 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.

  • Bargaining Units The bargaining units shall consist of: (A) All full-time, sworn police officers below the rank of Sergeant who are employed by the City of Columbus, Ohio, Division of Police. (B) All full-time, sworn police officers holding the rank of Sergeant or above who are employed by the City of Columbus, Ohio, Division of Police, but excluding the Chief and Deputy Chiefs.

  • Bargaining Unit Work The City agrees that it will not assign work currently performed by employees under this Agreement to City employees in other bargaining units.

  • 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.

  • Bargaining Unit Information The Employer agrees to provide the Union such information relating to Employees in the bargaining unit as may be required by the Union for the purpose of collective bargaining.

  • NATURE OF THE BARGAINING UNIT 1.01 The Employer recognizes the Union as the sole and exclusive bargaining agency for all of its employees working at The Fairmont Winnipeg, in the City of Winnipeg, in the Province of Manitoba, save and except the Administrative/Clerical persons employed in the Sales/Marketing and Catering departments, those persons employed in the Engineering/Maintenance, Accounting and Human Resources departments, Security staff, Supervisors, Managers, those above the rank of Supervisor and/or Manager and those excluded by the Act. 1.02 The Employer agrees not to increase the number of Assistant Banquet Managers excluded from the bargaining unit beyond six (6) except for legitimate business reasons. When doing so, the Employer shall inform the Union. 1.03 The Employer shall provide the Union with a list containing the current names, social insurance numbers, classifications and rates of pay of all bargaining unit employees, whenever a written request to do so is received from the Union. The Union agrees that it will not make such request more often than once in a calendar year. 1.04 The parties recognize that employees of the Employer in supervisory positions, or above the rank of Supervisor, may (when the situation so requires) help employees covered by this collective agreement in order to maintain the quality of service to customers, and in this case may also perform work currently done by current employees of the bargaining unit. Such work must not, however, cause the elimination of any position now covered in the collective agreement. (a) will not apply. Notwithstanding the foregoing, an employee of the Employer working in a position not covered by the collective agreement, may continue work presently being performed but shall not assume additional duties if this would cause the elimination of a position now covered in the collective agreement.

  • Collective Bargaining Agreement The term “

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