Provisions Applicable to Temporary Employees and Interns Sample Clauses

Provisions Applicable to Temporary Employees and Interns. A. Temporary Employees The Union and the County agree that the use of temporary employees shall be for limited duration, up to 1040 hours (six months in a 12 month period). Both parties agree that the use of temporary employees shall not replace or supplant regular FTE’s or perform regular and ongoing work and that out-of-class or temporary upgrades of available qualified regular employees will be considered before hiring temporary employees. (1) Temporary employees shall not be eligible to apply or compete for an internally posted (county only) regular position unless they were hired into the temporary position through an open competitive process or are on an open competitive employment register for the position. (2) Upon initial hire, the temporary employee will be given, in writing, the job description of the regular position they are filling along with the latest date of expected termination. An electronic copy of such notification shall be given concurrently to the local Union president by the applicable Department. (3) If the temporary employee is to be transferred by the department head to an assignment other than the original assignment of limited duration, or if the department head desires to extend the original assignment, Section 1 above will apply. (4) Temporary employees shall be required to join the Union within 30 days of their initial hire date. Temporary employees shall not receive insurance benefits under Article 29, unless required by law, nor can they grieve their termination. Temporary employees shall not be eligible for sick leave cash-out. (5) If the Union identifies a potential violation of the contract in regards to the use of temporary employees, the dispute will be brought to the attention of the Department Head, and if not resolved there, to a meeting of the Master Agreement Labor/Management Committee for immediate resolution. Said meeting shall take place within twenty working days of the Union’s written notification of the potential violation to the Deputy Executive. If the issue is unresolved, the Union may grieve the matter and proceed directly to mediation and/or arbitration.
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