Common use of Maintaining Bargaining Unit Status Clause in Contracts

Maintaining Bargaining Unit Status. (a) Where an employee has acquired bargaining unit status as a Temporary or Term employee through an assignment of work in a department and that assignment of work comes to an end before the employee has been made a permanent employee, the employee will retain their bargaining unit status in a subsequent assignment of work with the Employer in either of the following two situations: (i) the employee is rehired by the same department within a time frame that results in the employee having worked more than ten (10) weeks in a fifty-two (52) week period, or (ii) the employee is hired by a different department and the work in the second department is continuous with the work in the first department. (b) For purposes of this Agreement an employee’s work is continuous where the employee has worked a minimum of forty percent (40%) of the full time hours applicable to the position each week, or has been on an approved leave.

Maintaining Bargaining Unit Status. (a) Where an employee has acquired bargaining unit status as a Temporary or Term employee through an assignment of work in a department and that assignment of work comes to an end before the employee has been made a permanent employee, the employee will retain their bargaining unit status in a subsequent assignment of work with the Employer in either of the following two situations: (i) the employee is rehired by the same department within a time frame that results in the employee having worked more than ten (10) weeks in a fifty-fifty- two (52) week period, or (ii) the employee is hired by a different department and the work in the second department is continuous with the work in the first department. (b) For purposes of this Agreement an employee’s work is continuous where the employee has worked a minimum of forty percent (40%) of the full time hours applicable to the position each week, or has been on an approved leave.

Maintaining Bargaining Unit Status. ‌ (a) Where an employee has acquired bargaining unit status as a Temporary or Term employee through an assignment of work in a department and that assignment of work comes to an end before the employee has been made a permanent employee, the employee will retain their bargaining unit status in a subsequent assignment of work with the Employer in either of the following two situations: (i) the employee is rehired by the same department within a time frame that results in the employee having worked more than ten (10) weeks in a fifty-two (52) week period, or (ii) the employee is hired by a different department and the work in the second department is continuous with the work in the first department. (b) For purposes of this Agreement an employee’s work is continuous where the employee has worked a minimum of forty percent (40%) of the full time hours applicable to the position each week, or has been on an approved leave.

Maintaining Bargaining Unit Status. (a) Where an employee has acquired bargaining unit status as a Temporary or Term employee through an assignment of work in a department and that assignment of work comes to an end before the employee has been made a permanent employee, the employee will retain their bargaining unit status in a subsequent assignment of work with the Employer in either of the following two situations: (i) the employee is rehired by the same department within a time frame that results in the employee having worked more than ten (10) weeks in a fifty-two (52) week period, or (ii) the employee is hired by a different department and the work in the second department is continuous with the work in the first department. (b) For purposes of this Agreement an employee’s 's work is continuous where the employee has worked a minimum of forty percent (40%) of the full time hours applicable to the position each week, or has been on an approved leave.