RECOGNITION / SCOPE OF BARGAINING UNIT Sample Clauses

RECOGNITION / SCOPE OF BARGAINING UNIT. A.1 The Hospital recognizes CUPE as the sole and exclusive collective bargaining agent for all employees of Unity Health Toronto, save and except: professional medical staff, technical and professional staff, professional research staff, supervisors, persons above the rank of supervisor, administrative and office staff, co-op students, students employed during their educational institution’s vacation period and persons coming within bargaining units for which any other trade union held bargaining rights as of September 21, 2019. Clarity Note: Notwithstanding the foregoing, it is agreed that RPNs, occupational therapy assistants, rehabilitation assistants, and physiotherapy assistants are included in the bargaining unit. The parties further agree that the intent of this clause is to preserve the general status quo of the bargaining rights as they existed as of August 1, 2017, being the changeover date under PSLRTA.
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RECOGNITION / SCOPE OF BARGAINING UNIT. A.1 The Hospital recognizes CUPE as the sole and exclusive collective bargaining agent for all office and clerical employees of Unity Health Toronto, save and except professional medical employees, professional research employees, paramedical employees, technical and professional employees, supervisors, persons above the rank of supervisor, executive and administrative assistants to the position of Manager and above, departmental administrative assistants, administrative assistants to physicians and medical leadership, persons employed in the Human Resources Department, co-op/apprenticeship students, students on summer vacation, and persons for whom another union holds bargaining rights. Clarity Note: The parties agree that the Payroll Assistant, Payroll Administrator, Workforce Management Analyst and Reporting and Control Analyst positions are included in the Bargaining Unit. The parties further agree that the Payroll Assistant, Payroll Administrator, Workforce Management Analyst and Reporting and Control Analyst positions shall remain in the bargaining unity regardless of what department their position falls within going forward.
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Related to RECOGNITION / SCOPE OF BARGAINING UNIT

  • Scope of Bargaining Unit The term "

  • SCOPE OF BARGAINING 3.1 The Board and the Association agree to negotiate in good faith on wages, hours, fringe benefits and other terms and conditions of employment.

  • Bargaining Unit Roster Upon the signing of this Agreement and monthly thereafter, the Employer shall supply to the Union via a secured method an alphabetical list of all employees covered by this Agreement. The list shall include the name, address, employee identification number, date of hire, rehire date (if applicable), shift, FTE, job classification, department cost center number, unit, hourly rate of pay and monthly gross earnings. Each month, the Employer will provide a list of new hires and addresses, and a list of all employees who have terminated during the month via a secured method. The new hire and termination lists shall include the same data as the monthly employee roster except for monthly gross earnings. The termination list shall include the termination date. Within ninety (90) days of ratification, Swedish Medical Center and SEIU 1199NW will convene a work group including HRIS expert to explore a method for the Employer to provide a list of all employment changes for bargaining unit employees, via a secure site.

  • RECOGNITION AND BARGAINING UNIT 2.1 The City hereby recognizes the Union as the exclusive collective bargaining representative, for the purposes stated in RCW 41.56, for the bargaining unit as defined by the Public Employment Relations Commission certification contained in Appendix A of this Agreement.

  • 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.

  • Performance of Bargaining Unit Work A. Supervisors are prohibited from performing bargaining unit work at post offices with 100 or more bargaining unit employees, except:

  • 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.

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

  • 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:

  • Non-Bargaining Unit Employees Employees outside the bargaining unit will not perform work that is normally done by employees in the bargaining unit. However, nothing in this Agreement shall be construed as prohibiting foremen from doing work for purposes of employee instruction and evaluation, and equipment assessment, provided in so doing a lay-off of bargaining unit employees does not result, or in the case of an emergency when regular employees are not available, provided that every reasonable effort is made to find a replacement.

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