Labor Market Area Seniority (LMAS Sample Clauses

Labor Market Area Seniority (LMAS. A. For the purpose of this Section, excluding the Waterloo area bargaining units, "Labor Market Area" shall be confined to a fifty (50) mile radius of the bargaining unit. B. An employee with seniority will be placed on the Labor Market Area Seniority List one (1) calendar week after layoff from any UAW bargaining unit covered by this Agreement within the Labor Market Area. An employee with seniority on layoff from a UAW bargaining unit, covered by this Agreement, outside the Labor Market Area will be placed on the LMAS list one (1) calendar week after the Company is notified in writing of such request. Such written notice will be filed with the LR/HR Department at the unit from which the employee is laid off. No employee will be placed on the list who is laid off under the provisions of Article XIV, Section 4-A-(3), (4), and (5). Employees will be placed on the LMAS list in the order of their seniority in their original bargaining unit. In those instances where two (2) or more employees have the same seniority date, the employees will be listed in alphabetical order. An employee with one (1) or more years of seniority at the time of layoff will be offered employment before an employee who had less than one (1) year of seniority at the time of layoff. C. If one of the UAW bargaining units in the Labor Market Area needs additional employees and has no employees on layoff, then it will offer employment to qualified employees on the LMAS list before new employees are hired on the following basis: (1) Employees with one (1) or more years of seniority at the time of layoff. a. Employment will first be offered to the senior employee on the LMAS list whose seniority classification covers the vacant work assignment to be filled. b. If the vacant work assignment is not filled in a. above, employment will next be offered to employees on the LMAS list in order of their seniority, the most senior employee first. (2) Employees with less than one (1) year of seniority at the time of layoff. a. If the vacant work assignment is not filled in (1) above, employment will be offered to the senior employee whose seniority classification covers the vacant work assignment. b. If the vacant work assignment is not filled in (1) or (2)-a above, employment will next be offered to employees on the LMAS list in order of their seniority, the most senior employee first. D. An employee who accepts employment under this Section will have his seniority date established at the employing fac...
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Related to Labor Market Area Seniority (LMAS

  • Labor-Management Cooperation When an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Local Union during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Local Union shall enter into negotiations regarding a Memoranda of Understanding upon request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following: • Length of layoff notice; • Job and retraining opportunities; • Alternative placement methods; • Early retirement options pursuant to M.S. 43A.24, Subd. 2(i); • Bumping/vacancy options for part-time employees to preserve their insurance eligibility or contribution; and • Other methods of mitigating layoff or their effect on employees.

  • Labor Management Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.

  • Labor Management Labor/management meetings will be held at the request of either party as needed/monthly.

  • Seniority Unit Layoff List Selection shall next be made from the Seniority Unit Layoff List unless the vacancy is being filled by an employee with more classification seniority who has received notice of permanent layoff.

  • 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."

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

  • Labor Management Meetings Section 11.1. In the interest of sound labor/management relations, the parties agree to meet at agreeable dates and times for the purpose of discussing those issues outlined herein. Normally, meetings held pursuant to this Article will occur no more frequently than once every three (3) months, unless matters of an urgent nature require immediate attention. No more than three (3) employee representatives in pay status will attend such meetings. The Employer and OAPSE may have representatives as each deems necessary to address the issues. Section 11.2. The party requesting the meeting shall furnish an agenda and the names of the employees who will be attending, with the request for the meeting. Subjects that may be discussed at these meetings shall include but not be limited to the items listed below: A. Discuss the administration of this Agreement. B. Notify OAPSE of changes made by the Employer which may affect bargaining unit members. C. Discuss grievances which have not been processed beyond the final step of the Grievance Procedure when such discussions are mutually agreed to by the parties. D. Disseminate general information of interest to the parties. E. Give OAPSE representatives the opportunity to share the views of its members and/or make suggestions on subjects of interest to their members. F. Discuss ways to improve efficiency and work performance. Section 11.3. Written responses promised by either party shall be submitted to the other party within ten (10) work days after such meeting. Section 11.4. Labor/Management meetings are not intended to be negotiation sessions to alter or amend the basic agreement. Section 11.5. In the event of a change of duties of a position within the bargaining unit, or in the event that a new position is created within the Library, the Employer shall determine whether the new or changed position will be included in or excluded from the bargaining unit and shall so advise the Union in writing within thirty (30) calendar days. If the Union disputes the Employer's determination of bargaining unit status, the parties shall meet in an attempt to resolve their disagreement within seven (7) calendar days from the Union notification to the Employer. If the parties agree on the determination, it shall be implemented as agreed by the Employer and the Union and a joint petition for amendment of the bargaining unit shall be filed with the State Employment Relations Board (SERB). If the parties do not agree, the parties shall jointly petition SERB pursuant to Chapter 4117 of the Ohio Revised Code and the SERB Rules and Regulations for a determination of bargaining unit status.

  • Bargaining Unit Seniority The length of continuous service in a position or succession of positions within Bargaining Unit Two (2), beginning with the last date of hire or transfer into the Bargaining Unit, as defined by seniority credits.

  • Seniority List The Employer shall maintain a seniority list showing the date upon which each employee's service commenced. An up-to-date seniority list shall be sent to the Union and posted on all bulletin boards in January of each year.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

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