Prospective Supervisors Sample Clauses

Prospective Supervisors. Bargaining unit employees who are hired or promoted into supervisory roles shall be in the bargaining unit until they become the hiring manager for a new direct report and/or when they begin supervising a unit member (who is not an intern or fellow), unless they would be excluded from the unit for other reasons (such as serving in managerial positions like those who formulate and effectuate management policies by expressing and making operative the decisions of their employer, or in confidential positions, like those who assist and act in a confidential capacity to persons who formulate, determine, and effectuate management policies). The employee’s salary and job description will be updated to reflect their new supervisory position and responsibilities effective when they move out of the unit. Where an individual is newly hired by LP as a non-managerial, non-confidential supervisor of unit employees but, upon their employment start date, there is a delay in their commencement of supervisory functions that is expected to exceed six (6) weeks, that individual will be temporarily in the bargaining unit during that delay period if and while LP has them regularly serving in the capacity of a bargaining unit position. If a person in a supervisory role no longer performs supervisory functions and is not expected to resume such functions shortly, the person and the Guild will be notified that the person is in the bargaining unit. If a person in a supervisory role does not have a direct report for longer than three (3) months, Human Resources (HR) will notify the Guild of the status of their position and eligibility (or ineligibility) to join the unit. At any time, the Guild can request a meeting with HR to review analysis relating to any person’s eligibility to join the unit.
Sample 1
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Prospective Supervisors. 1. Individuals hired for or promoted into supervisory positions shall be in the unit until they are engaged in recognized supervisory duties, including but not limited to, supervision of direct reports, posting for vacancies, and writing job descriptions. Individuals who are in supervisory positions, but are not actively supervising someone because their supervisee has left the team, shall not be immediately put into the unit so long as CPD intends to fill a bargaining unit position that has been vacated. CPD will notify the Guild, in such an instance, of its intention to fill the position and the approximate time CPD expects that it will take to do so. 2. If CPD does not intend to fill the vacant bargaining unit position within three (3) months, and where a Supervisor is, therefore, no longer engaged in supervisory duties but is engaged in bargaining unit work, the position will be reclassified to a bargaining unit position at the appropriate salary and the individual in the Supervisory position will be returned to the bargaining unit. 3. CPD shall not use an erroneous designation of Supervisor to deteriorate the bargaining unit or to maintain a designation of supervisor outside of the unit, where the work the Supervisor is engaged in is bargaining unit work.
Sample 1
Prospective Supervisors. Bargaining unit employees who are hired or promoted into supervisory roles shall be in the bargaining unit until they spend a regular portion of their work time performing supervisory functions, unless they would be excluded from the unit for other reasons (such as serving in managerial positions like those who formulate and effectuate management policies by expressing and making operative the decisions of their employer, or in confidential positions, like those who assist and act in a confidential capacity to persons who formulate, determine, and effectuate management policies). Where an individual is newly hired by Common Cause as a non-managerial, non- confidential supervisor of unit employees but, upon their employment start date, there is a delay in their commencement of supervisory functions that is expected to exceed six (6) weeks, that individual will be temporarily in the bargaining unit during that delay period if and while Common Cause has them regularly serving in the capacity of a bargaining unit position and not regularly performing any supervisory functions. If a person in a supervisory role no longer performs supervisory functions and is not expected to resume such functions for more than six (6) weeks, the person and the Guild will be notified that the person is in the bargaining unit. If a person in a supervisory role does not have a direct report for longer than six (6) weeks, the People, Equity, and Inclusion department (PEI) will notify the Guild of the status of their position and eligibility (or ineligibility) to join the unit. At any time, the Guild can request a meeting with PEI to review analysis relating to any person’s eligibility to join the unit. Nothing in this Article prevents the Union from seeking a meeting with Management or initiating the CBA’s grievance process to question or dispute the classification and placement of a given Common Cause staff member as excluded from or included in the Bargaining Unit covered by this Agreement.
Sample 1

Related to Prospective Supervisors

  • WORK BY SUPERVISORS Supervisors and all other excluded employees will not work on any job for which rates are established by this agreement, except for the purpose of instruction, experimenting, safety or environ- mental reasons or when regular employees are not available.

  • Supervisors Supervisors may continue to perform bargaining unit work which is incidental to their jobs. They may also perform bargaining unit work in emergency situations and where such work is necessary to train a covered member. Such work by supervisors may result from but shall not cause any layoffs of covered members.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • Training Program It is agreed that there shall be an Apprenticeship Training Program, the provisions of which are set forth in Exhibit "D", which is attached hereto and forms part of this Agreement.

  • Training Plan 19.6.1 An apprentice shall be a party to an individual Training Plan. 19.6.2 The Training Plan sets out the training that the apprentice will do both on – the – job and off – the – job. The Training Plan also sets out how the Registered Training Organisation (RTO) will ensure the apprentice will receive quality training – both on – the – job and off – the – job. 19.6.3 The Training Plan reflects the choices made by the employer and the apprentice in relation to:-

  • Enterprise Information Management Standards Grantee shall conform to HHS standards for data management as described by the policies of the HHS Office of Data, Analytics, and Performance. These include, but are not limited to, standards for documentation and communication of data models, metadata, and other data definition methods that are required by HHS for ongoing data governance, strategic portfolio analysis, interoperability planning, and valuation of HHS System data assets.

  • CONTRACTOR SUPERVISION Contractor shall provide competent supervision of personnel employed on the job Site, use of equipment, and quality of workmanship.

  • Supervisor Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Immediate Supervisor The first (1st) District-designated supervisor or manager not within the same bargaining unit who has immediate jurisdiction over the grievant.

  • Contractor Key Personnel ‌ The Contractor shall assign a Corporate OASIS SB Program Manager (COPM) and Corporate OASIS SB Contract Manager (COCM) as Contractor Key Personnel to represent the Contractor as primary points-of-contact to resolve issues, perform administrative duties, and other functions that may arise relating to OASIS SB and task orders solicited and awarded under OASIS SB. Additional Key Personnel requirements may be designated by the OCO at the task order level. There is no minimum qualification requirements established for Contractor Key Personnel. Additionally, Contractor Key Personnel do not have to be full-time positions; however, the Contractor Key Personnel are expected to be fully proficient in the performance of their duties. The Contractor shall ensure that the OASIS SB CO has current point-of-contact information for both the COPM and COCM. In the event of a change to Contractor Key Personnel, the Contractor shall notify the OASIS SB CO and provide all Point of Contact information for the new Key Personnel within 5 calendar days of the change. All costs associated with Contractor Key Personnel duties shall be handled in accordance with the Contractor’s standard accounting practices; however, no costs for Contractor Key Personnel may be billed to the OASIS Program Office. Failure of Contractor Key Personnel to effectively and efficiently perform their duties will be construed as conduct detrimental to contract performance and may result in activation of Dormant Status and/or Off-Ramping (See Sections H.16. and H.17.).

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