RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 3.1 The Employer recognizes the Association as the sole and exclusive bargaining agent of the Members of the Bargaining Unit, as defined by the certificate of the Ontario Labour Relations Board dated January 11, 1994, as may be amended from time to time (see Appendix A).
3.2 The composition of the Bargaining Unit will be as defined by the certificate of the Ontario Labour Relations Board, dated January 11, 1994, which may be amended from time to time. This certificate, and subsequent amendments, if any, will be deemed to be incorporated into and become a part of this Collective Agreement (see Appendix A).
3.3 By agreement of the parties, the certificate (see lines one and two of Appendix A) will be deemed to read "…employed by Nipissing University in the City of North Bay, in the District of Nipissing, and all regional campuses in the province of Ontario, save and except…".
3.4 A Member on any form of leave or one who accepts a reduced workload appointment pursuant to Article 27.11 or 27.12 will continue to be a Member of the Bargaining Unit.
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 3.1 The Employer recognizes the Association as the sole and exclusive bargaining agent of the Members of the Bargaining Unit, as defined by the certificate of the Ontario Labour Relations Board dated January 11, 1994, as may be amended from time to time (see Appendix A).
3.2 The composition of the Bargaining Unit will be as defined by the certificate of the Ontario Labour Relations Board, dated January 11, 1994, which may be amended from time to time. This certificate, and subsequent amendments, if any, will be deemed to be incorporated into and become a part of this Collective Agreement (see Appendix A).
3.3 A Member on any form of leave or one who accepts a reduced workload appointment pursuant to Articles 28.11 or 28.12 will continue to be a Member of the Bargaining Unit.
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 2.01 The Employer recognizes the Ontario Public Service Employees Union (OPSEU) as the sole and exclusive bargaining agent for all Employees of The University of Ontario Institute of Technology employed as professional, administrative and technical staff, in the Regional Municipality of Durham, save and except supervisors, those above the rank of supervisor, registered full time students employed in any capacity by the Responding Party, students employed during the spring/summer term pursuant to a work/study program, summer camp counsellors, Invigilators, Senior Policy Analysts, Senior Research Analysts, Senior Business Analysts, Senior Accounting Analysts, employees working at the Regent Theatre at 00 Xxxx Xx X, Xxxxxx, those who hold an academic appointment, those employed in the University’s ACE research and testing facility, those employed in the Office of Campus Security, professional engineers, athletic instructors and coaches, those employed for 24 hours per week or less per contract, members of the Board of Governors and those from whom a union holds bargaining rights. For clarity, positions in the following areas are excluded from the Bargaining Unit: Office of the President; Office of the Xxxxxxx; Office of the Associate Xxxxxxx; Office of the University Secretary and General Counsel; Human Resources. In addition, the following positions are excluded from the Bargaining Unit as per the certification vote dated June 21, 2018: Athletic Therapist Finance and Administrative Officers Legal Counsel Senior Executive Assistant – Office of External Relations The following positions are excluded from the Bargaining Unit as per the Minutes of Settlement dated January 29, 2019: Director, Gift Planning, Advancement Department Information Systems & Financial Officer, Advancement Department Communications Officer, Communications & Marketing Department Program Coordinator, Faculty of Engineering & Applied Science Manager, Budget & Forecasting, Finance Department Senior Executive Assistant, Finance Department Financial Analyst and Senior Financial Analyst, Finance Department, under Director of Planning & Reporting Finance Supervisor, Finance Department, under the Director of Planning & Reporting Quality Assurance Policy Analyst, Centre for Institutional Quality Enhancement Faculty Development Officer, Office of Learning & Innovation Administrative Assistant, Office of VP Research, Innovation & International Industrial Liaison Specialist, Office of VP Research, In...
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 3.1 The composition of the Contract Academic Staff Bargaining Unit (CASBU) will be defined by the Certificate of the Ontario Labour Relations Board dated February 13, 2001. This certificate and subsequent amendments, if any, will be deemed to be incorporated into and become a part of this Collective Agreement (see Appendix A).
3.2 For the Employer's contractual purposes, a Member becomes a Member of the CASBU Bargaining Unit, and thus bound by the rights, privileges and responsibilities of th is Collective Agreement, on the start date indicated on the Member’s employment contract and will remain a Member until the completion date on the contract.
3.3 Should a grievance arise over a matter that occurred during a Member’s contract and is filed within ten (10) days of the completion date of the Member’s contract, the Employer and the Member have a responsibility to follow the grievance process as outlined in Article 26 of this Collective Agreement, even though this process might extend beyond the completion date of the Member’s contract.
3.4 The Employer recognizes the Association as the sole and exclusive bargaining agent of the Members of the Contract Academic Staff Bargaining Unit, as defined by the certificate of the Ontario Labour Relation Board dated February 13, 2001. (See Appendix A).
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 2.1 The Employer recognizes the Association as the sole and exclusive bargaining agent for “all faculty Members employed by Brescia University College as tenured faculty, tenured stream faculty and limited term and continuing term appointments, save and except contract faculty, part-time faculty, administrators, academic deans and those above the rank of academic xxxx.
2.2 The Parties shall exchange a list of designated authorities, including negotiators and grievance officers, with whom each Party is required to transact business under this Agreement. In matters covered by this Agreement, the Employer shall not bargain with, nor enter into, any agreement with a member or group of members other than those designated by the Association Executive.
2.3 A Member on any form of leave or one who accepts a reduced workload arrangement or a reduced workload appointment will continue to be a Member of the Bargaining Unit.
2.4 In representing a Member or group of Members, an elected or duly appointed representative of the Association shall represent a member, a group of members, or the Association at meetings where representation is required pursuant to this Agreement.
2.5 Except where otherwise specified in this Agreement, correspondence between the Association and the Employer arising out of this Agreement will pass between the Principal and the President of the Association, or their delegates.
2.6 Where written notice is specified in this Agreement, the Parties shall use the Brescia internal mail or electronic mail.
2.7 The Employer shall provide the Association with access to meeting rooms on the same terms as College committees.
2.8 The Employer shall provide the President of the Association the following information regarding each Member: Name Current rank Employment Status (e.g., full-time, reduced load, etc.) Date of appointment University telephone number and e-mail address Salary in the most recent academic year A copy of the letter of appointment of any new Member(s) Types and durations of leaves Teaching load (i.e., course titles and numbers)
2.9 The Employer shall communicate to the President of the Association decisions regarding appointment, renewal of probationary contract, tenure, promotion, discipline, discharge, and/or the disposition of a grievance.
2.10 The Employer shall provide to the President of the Association a copy of the approved capital and operating budget package following final approval by Council of Trustees.
2.11 The Employer shall...
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 2.01 The Employer recognizes the Association as the sole and exclusive bargaining agent for all Teaching Faculty Members of the University of Ontario Institute of Technology at Oshawa, save and except:
a) Associate Deans and Associate Provosts, and those above the level of Associate Xxxx or Associate Xxxxxxx;
b) Employees who are members of another bargaining unit;
c) Employees who are hired on a definite term appointment;
d) Post-Doctoral Fellows;
e) Research Associates;
f) Emeritus Professors;
g) Librarians;
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. Section 1. AFSCME is the Exclusive bargaining representative
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. Section 1 AFSCME is the Exclusive Bargaining Representative AFSMCE is the sole and exclusive bargaining representative for all bargaining unit employees for purposes of collective bargaining with the College over matters establishing and pertaining to wages, hours and other terms and conditions of employment for all permanent and probationary full-time and regular part-time employees. In recognition of AFSCME’s status as the exclusive bargaining representative of bargaining unit employees, the College shall not bargain with any other organization concerning bargaining unit employees’ wages, hours, terms and conditions of employment.
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 3.1 The composition of the Contract Academic Staff Bargaining Unit (CASBU) will be defined by the Certificate of the Ontario Labour Relations Board dated February 13, 2001. This certificate and subsequent amendments, if any, will be deemed to be incorporated into and become a part of this Collective Agreement (see Appendix A).
3.2 For the Employer's contractual purposes, a Member becomes a Member of the CASBU Bargaining Unit, and thus bound by the rights, privileges and responsibilities of this Collective Agreement, on the start date indicated on his or her employment contract or appointment and will remain a Member until the completion date on his or her contract or for the duration of his or her appointment.
3.3 Should a grievance arise over a matter that occurred during a Member’s contract and is filed within ten (10) days of the completion date of the Member’s contract, the University and the Member have a responsibility to follow the grievance process as outlined in Article 20 of this Collective Agreement, even though this process might extend beyond the completion date of the Member’s contract.
3.4 The Employer recognizes NUFA as the sole and exclusive bargaining agent of the Members of the Contract Academic Staff Bargaining Unit, as defined by the certificate of the Ontario Labour Relation Board dated February 13, 2001. (See Appendix A).
RECOGNITION AND DEFINITION OF THE BARGAINING UNIT. 3.1 The composition of the Contract Academic Staff Bargaining Unit (CASBU) will be defined by the Certificate of the Ontario Labour Relations Board dated February 13, 2001. This certificate and subsequent amendments, if any, will be deemed to be incorporated into and become a part of this Collective Agreement (see Appendix A).
3.2 For the Employer's contractual purposes, a Member becomes a Member of the CASBU Bargaining Unit, and thus bound by the rights, privileges and responsibilities of this Collective Agreement, on the start date indicated on the Member’s employment contract and will remain a Member until the completion date on the contract.
3.3 Further to Article 3.2, while the Member will not be an employee of Nipissing University after the completion date on the contract and therefore has limited rights under this Collective Agreement, the Employer recognizes continued membership in the Contract Academic Staff Bargaining Unit for the purposes of strike and contract ratification votes. This continued membership is valid for a maximum of one year from the start date of the Member’s most recent contract.
3.4 Should a grievance arise over a matter that occurred during a Member’s contract and is filed within ten (10) days of the completion date of the Member’s contract, the Employer and the Member have a responsibility to follow the grievance process as outlined in Article 26 of this Collective Agreement, even though this process might extend beyond the completion date of the Member’s contract.
3.5 The Employer recognizes the Association as the sole and exclusive bargaining agent of the Members of the Contract Academic Staff Bargaining Unit, as defined by the certificate of the Ontario Labour Relation Board dated February 13, 2001. (See Appendix A).
