Number of Members on Midterm Bargaining Teams Sample Clauses

Number of Members on Midterm Bargaining Teams. The number of employees representing the NCFLL at mid- term bargaining for whom official time and travel expenses are authorized, normally not less than three, shall not exceed the number of members designated by the Department on its bargaining team (5 U.S.C. 7131(a)), unless otherwise agreed to by the parties.
Sample 1
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Number of Members on Midterm Bargaining Teams. The number of employees representing the NCFLL at midterm bargain- ing for whom official time and travel expenses are authorized, normally not less than three, shall not exceed the number of members designated by the Department on its bargaining team (5 U.S.C. 7131(a)), unless otherwise agreed to by the parties. Following the NCFLL initial bargaining request, the NCFLL shall state in writing its specific concerns or interests with regard to the Manage- ment proposed change and/or provide the Department with a counter- proposal in contract language format. The NCFLL will provide the Department with its specific concerns and/or counterproposals as soon as possible but no later than 7 work days prior to the scheduled commencement of the bargaining.
Sample 1
Number of Members on Midterm Bargaining Teams a. NCFLL membership on the National Labor-Management Relations Committee (NLMRC) shall normally consist of elected officials of the NCFLL, not to exceed a total of 11 persons. The NLMRC subcommittee may consist of fewer bargaining team members. b. The number of employees representing the NCFLL at a special midterm bargaining session for whom official time and travel expenses are authorized shall not exceed the number of members designated by the Department on its bargaining team (5 U.S.C. 7131 [a]), unless otherwise agreed to by the parties.
Sample 1
Number of Members on Midterm Bargaining Teams. (a) The NCFLL will be represented at midterm bargaining by the Regional Collective Bargaining Committee(s) (RCBC). The number of NCFLL members on the RCBC is as depicted in the table in Section 2B. of this Article. (b) The number of employees representing the NCFLL at a special midterm bargaining session for whom official time and travel expenses are authorized shall not exceed the number of members designated by the Department on its bargaining team (5 U.S.C. 7131[a]), unless otherwise agreed to by the parties.
Sample 1

Related to Number of Members on Midterm Bargaining Teams

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

  • 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."

  • 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.

  • Local Bargaining Committee The Hospital agrees to recognize a negotiating committee comprised of hospital employee representatives of the Union for the purpose of negotiating a renewal agreement (as set out in the Local Provisions Appendix). The Hospital agrees to pay members of the negotiating committee for straight time wages lost from their regularly scheduled working hours spent in direct negotiations for a renewal agreement, up to but not including arbitration. Nothing in this provision is intended to preclude the Union negotiating committee from having the assistance of any representatives of the Canadian Union of Public Employees when negotiating with the Hospital.

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • 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.

  • Multi-year Planning Targets Schedule A may reflect an allocation for the first Funding Year of this Agreement as well as planning targets for up to two additional years, consistent with the term of this Agreement. In such an event, the HSP acknowledges that if it is provided with planning targets, these targets: a. are targets only, b. are provided solely for the purposes of planning, c. are subject to confirmation, and d. may be changed at the discretion of the Funder in consultation with the HSP. The HSP will proactively manage the risks associated with multi-year planning and the potential changes to the planning targets; and the Funder agrees that it will communicate any changes to the planning targets as soon as reasonably possible.

  • Central Bargaining Committee (a) In central bargaining between the Canadian Union of Public Employees and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospital’s Central negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight (8), and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the eight (8) Hospitals accordingly. (b) Vice-Presidents of the Ontario Council of Hospital Unions shall be granted leave of absence by their employers in accordance with (a) above or Article 12.02 as the case may be, in order to fulfil the duties of their position.

  • Please see the current Washtenaw Community College catalog for up-to-date program requirements Conditions & Requirements

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

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