Probationary Bargaining Sample Clauses

The Probationary Bargaining clause establishes the procedures and terms for negotiating employment conditions specifically for employees who are in their probationary period. Typically, this clause outlines which aspects of employment—such as wages, benefits, or job security—can be discussed or modified for probationary employees, and may set limitations on their participation in broader collective bargaining agreements. Its core function is to clarify the rights and limitations of probationary employees during negotiations, ensuring both the employer and union understand the scope of bargaining for this group and preventing disputes over their employment terms.
Probationary Bargaining. Unit Members who are discharged or disciplined shall have the right of recourse through the grievance procedure up to and including the Board of Education, whose decision shall be final.
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Probationary Bargaining. Unit Members will not be eligible for personal leave until after the completion of the probationary period.
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Probationary Bargaining. Unit Members shall not be eligible for assignment to emergency or field trip runs. Furthermore, Probationary Bargaining Unit Members shall be eligible, as specified in Section 15 of this paragraph, to substitute on career center runs, and extra runs. Field and emergency trips shall be assigned by classification seniority on a rotating basis, and it shall be done on the same trip board. Any PPI extra-curricular activities or field trips will be handled by the PPI driver or substitute driver and not posted on the trip board. The following specific procedures shall apply to the assignment of field or emergency trips: 1. On Friday, immediately after the morning runs, field trips will be assigned to Bargaining Unit Members through the next following week. Drivers who are not present for field trip assignments must make the Transportation Supervisor and the Association President aware of which days the absent driver(s) will be available for field trips. Drivers, who need to refuel their buses on Friday morning, shall refuel their buses prior to their regular morning run. Field trip sheets shall be made available at the start of the workday on Friday for drivers to peruse prior to the field trip assignment meeting. Field trip assignments shall initially be made by the Transportation Supervisor. If for any reason the Transportation Supervisor is unavailable, field trip assignments will then be made under the supervision of the Mechanic. Should both the Transportation Supervisor and Mechanic be unavailable, the Transportation Secretary shall be responsible for making field trip assignments. In the event the Transportation Supervisor, Mechanic and Transportation Secretary are unavailable; the most senior driver shall be responsible for making field trip assignments. No bus driver, except as is otherwise specifically provided above, shall have any authority to assign field trips, routes or work to another bus driver. 2. Drivers must give the Transportation Supervisor and the next driver on the field trip rotation list forty-eight (48) hours notice of declining a field trip ("turn down") unless there is a medical reason or emergency requiring the driver’s presence that is beyond their control. Driver will make a reasonable attempt to notify the transportation supervisor. Drivers will not be penalized on the trip board with a medical reason, (a medical reason shall be defined as a sick day for the purpose of this paragraph) or emergency requiring the driver’s presence ...
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Related to Probationary Bargaining

  • Probationary Employee An employee who was hired into probationary status and who has not successfully completed the probationary period.

  • Probationary Employees Employees with permanent status will not be separated from state service through a layoff action without first being offered positions they have the skills and abilities to perform within their current job classification within the layoff unit currently held by probationary employees. Probationary employees will be separated from employment before permanent employees.

  • Probationary This category describes persons taken on strength on a probationary basis with the prospect, if their services are found satisfactory, of a change of category to Regular full-time or Regular part-time (Section 1.2, following).

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff