- Recall within Bargaining Unit Sample Clauses

- Recall within Bargaining Unit. When the County again recalls employees in a Bargaining Unit after there has been a layoff in that Bargaining Unit, it shall first recall those employees who were laid off from that Bargaining Unit in reverse order of their layoff by impacted work unit and job classification, if they are available for work. Employees will have recall rights to their most current classification and other equal or lower classifications in which they have held previous status, or a position for which they have the required knowledge, skills, and abilities as determined by the Prosecuting Attorney, in their respective Bargaining Unit for up to twelve (12) months from date of layoff. Such recalled employees shall return with County seniority for the purpose of computing wage and fringe benefits, except the period of layoff shall not be counted. An employee who declines a recall offer to a position of comparable hours or fails to respond to a recall offer by the County within fourteen (14) calendar days, shall be removed from the recall register.
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- Recall within Bargaining Unit. When the County again recalls employees in a Bargaining Unit after there has been a layoff in that Bargaining Unit, it shall first recall those employees who are laid off from the Bargaining Unit in reverse order of their layoff if they are available for work. Employees will be recalled to the classification from which they were laid off and other classifications with equal or lower pay within either Local 17 Supervisory or Local 17 Non- supervisory, provided the employee has had a regular appointment and completed a probationary period in the classification. Such recall shall be for up to twenty-four (24) months from date of layoff. An employee who declines a recall offer to a position of comparable (full-time to full-time or part-time to part-time) hours or fails to respond to a recall offer by the County within fourteen
Sample 1
- Recall within Bargaining Unit. When the County again recalls employees in a Bargaining Unit after there has been a layoff in that Bargaining Unit, it shall first recall those employees who are laid off from the Bargaining Unit in reverse order of their layoff if they are available for work. Employees will be recalled to the classification from which they were laid off and other classifications with equal or lower pay within either Local 17 Supervisory or Local 17 Non- supervisory, provided the employee has had a regular appointment and completed a probationary period in the classification. Such recall shall be for up to twenty-four (24) months from date of layoff. An employee who declines a recall offer to a position of comparable (full-time to full- time or part-time to part-time) hours or fails to respond to a recall offer by the County within fourteen (14) calendar days shall be removed from the recall register, provided that such recall offer shall be sent by certified mail. Such recalled employees shall return with County seniority for purpose of computing wages and fringe benefits, except the period of layoff shall not be counted. Employees who bump into a lower classification shall retain recall rights to the former job classification for a period of twenty-four (24) consecutive months from the date the employee bumped into the lower classification or was subject to layoff, whichever was earlier.
Sample 1
- Recall within Bargaining Unit. When the County again recalls employees in a Bargaining Unit after there has been a layoff in that Bargaining Unit, it shall first recall those employees who are laid off from the Bargaining Unit in reverse order of their layoff if they are available for work. Employees will be recalled to the classification from which they were laid off and other classifications with equal or lower pay within either Local 17 Supervisory or Local 17 Non- supervisory, provided the employee has had a regular appointment and completed a probationary period in the classification. Such recall shall be for up to twenty four (24)
Sample 1
- Recall within Bargaining Unit. Employees laid off will be placed on a recall register for a period of twenty-four (24) consecutive months from the date of layoff. Employees laid off will be recalled and re-employed in the inverse order of layoff. An employee who declines a recall offer to a position of comparable hours or fails to respond to a recall offer by the County within seven (7) business days, shall be removed from the recall register. Such recalled employees shall return with County seniority for the purpose of computing wage and fringe benefits, except the period of layoff shall not be counted.
Sample 1

Related to - Recall within Bargaining Unit

  • Bargaining Unit The term "bargaining unit" as used in this Agreement refers to the bargaining unit defined in Article 1, Recognition.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.

  • 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.

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

  • SCOPE OF BARGAINING All matters pertaining to wages, hours or terms and other conditions of employment and the continuation, modification, or deletion of an existing provision of the Collective Bargaining Agreement are subject to collective bargaining between the parties.

  • Bargaining Unit Work The City agrees that it will not assign work currently performed by employees under this Agreement to City employees in other bargaining units.

  • 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).

  • Bargaining Unit Information The Employer agrees to provide the Union such information relating to Employees in the bargaining unit as may be required by the Union for the purpose of collective bargaining.

  • Definition of Bargaining Unit The bargaining unit of employees represented by the Association shall include all full time and part time regular classroom teachers, guidance counselors, nurses, librarians, speech therapists, and regularly employed specialists such as art, music, and physical education teachers.

  • Work of the Bargaining Unit (a) In order to protect the standard of nursing care, the Employer shall not contract out the work normally performed by members of this bargaining unit except: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.

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