Common use of Student Employees Clause in Contracts

Student Employees. ‌ 31.1 The Union acknowledges the right and responsibility of the University, as stated in its mission statement, to employ students. In doing so the University agrees not to abuse this right, including employing students to perform duties which have been or are only and/or exclusively performed by bargaining-unit members. The parties recognize that there are certain duties which are performed by both bargaining-unit 31.2 When a change to a bargaining-unit position occurs (i.e., vacancy, promotion, demotion, retirement, death, leave, or any separation of service) the University will complete a “CLASSIFIED POSITION INFORMATION FORM” Appendix I, and distribute a copy to the Union within ten (10) days. 31.3 The University will form a review committee to investigate an allegation of abuse by the University with regard to the employment of students. This committee is to be comprised of four representatives appointed by the University and four representatives appointed by the Union. This committee is to be convened, shall investigate, which can include interviewing witnesses, and shall report its findings to the University and Union within twenty (20) days of notification of the allegation to the Human Resources Department. The University shall forward all information requested by the Union to the Union representatives on the committee pertaining to the allegation in a timely manner in order for the committee to perform its task within the twenty (20) days. The University will afford committee members ample release time to fulfill their obligations to the committee. If the committee finds that the allegation is true, the University shall immediately cease and desist from the action. If the committee finds that the allegation is not true, that finding shall be binding on the Union. If the Committee does not render a finding within twenty (20) days or is deadlocked, the Union reserves the right to grieve the alleged action.

Student Employees. ‌ 31.1 The Union acknowledges the right and responsibility of the University, as stated in its mission statement, to employ students. In doing so the University agrees not to abuse this right, including employing students to perform duties which have been or are only and/or exclusively performed by bargaining-unit members. The parties recognize that there are certain duties which are performed by both bargaining-unitunit members and students. During times of unfilled vacancies, bargaining unit member responsibilities that are the same as those described in student position descriptions may be temporarily assigned to a student employee within the area of the vacancy. When possible, student employees shall be functionally supervised by a bargaining unit member(s) while performing duties related to bargaining-unit work. No student employee shall supervise the work of a bargaining unit member(s). Furthermore, the University agrees that it will not eliminate bargaining unit positions in the exercise of this right. 31.2 When a change to a bargaining-unit position occurs (i.e., vacancy, promotion, demotion, retirement, death, leave, or any separation of service) the University will complete a “CLASSIFIED POSITION INFORMATION FORM” Appendix I, and distribute a copy to the Union within ten (10) days. 31.3 The University will form a review committee to investigate an allegation of abuse by the University with regard to the employment of students. This committee is to be comprised of four representatives appointed by the University and four representatives appointed by the Union. This committee is to be convened, shall investigate, which can include interviewing witnesses, and shall report its findings to the University and Union within twenty (20) days of notification of the allegation to the Human Resources Department. The University shall forward all information requested by the Union to the Union representatives on the committee pertaining to the allegation in a timely manner in order for the committee to perform its task within the twenty (20) days. The University will afford committee members ample release time to fulfill their obligations to the committee. If the committee finds that the allegation is true, the University shall immediately cease and desist from the action. If the committee finds that the allegation is not true, that finding shall be binding on the Union. If the Committee does not render a finding within twenty (20) days or is deadlocked, the Union reserves the right to grieve the alleged action.

Student Employees. ‌ 31.1 The Union acknowledges the right and responsibility of the University, as stated in its mission statement, to employ students. In doing so the University agrees not to abuse this right, including employing students to perform duties which have been or are only and/or exclusively performed by bargaining-unit members. The parties recognize that there are certain duties which are performed by both bargaining-unitunit members and students. During times of unfilled vacancies, bargaining unit member responsibilities that are the same as those described in student position descriptions may be temporarily assigned to a student employee within the area of the vacancy. When possible, student employees shall be functionally supervised by a bargaining unit member(s) while performing duties related to bargaining-unit work. No student employee shall supervise the work of a bargaining unit member(s). Furthermore, the University agrees that it will not eliminate bargaining unit positions in the exercise of this right. 31.2 When a change to a bargaining-unit position occurs (i.e., vacancy, promotion, demotion, retirement, death, leave, or any separation of service) the University will complete a “CLASSIFIED POSITION INFORMATION FORM” Appendix I, and distribute a copy to the Union within ten (10) days.The University shall not use student employees to replace bargaining unit members. The parties recognize that there are duties which are performed by both bargaining unit-members and students. During times of unfilled vacancies, bargaining unit member responsibilities that are the same as those described in the student position descriptions may be temporarily assigned to a student employee within the area of the vacancy. 31.3 The University will form a review committee to investigate an allegation of abuse by the University with regard to the employment of students. This committee is to be comprised of four representatives appointed by the University and four representatives appointed by the Union. This committee is to be convened, shall investigate, which can include interviewing witnesses, and shall report its findings to the University and Union within twenty (20) days of notification of the allegation to the Human Resources Department. The University shall forward all information requested by the Union to the Union representatives on the committee pertaining to the allegation in a timely manner in order for the committee to perform its task within the twenty (20) days. The University will afford committee members ample release time to fulfill their obligations to the committee. If the committee finds that the allegation is true, the University shall immediately cease and desist from the action. If the committee finds that the allegation is not true, that finding shall be binding on the Union. If the Committee does not render a finding within twenty (20) days or is deadlocked, the Union reserves the right to grieve the alleged action.

Student Employees. ‌ 31.1 The Union acknowledges the right and responsibility of the University, as stated in its mission statement, to employ students. In doing so the University agrees not to abuse this right, including employing students to perform duties which have been or are only and/or exclusively performed by bargaining-unit members. The parties recognize that there are certain duties which are performed by both bargaining-unitunit members and students. During times of unfilled vacancies, bargaining unit member responsibilities that are the same as those described in student position descriptions may be temporarily assigned to a student employee within the area of the vacancy. When possible, student employees shall be functionally supervised by a bargaining unit member(s) while performing duties related to bargaining-unit work. No student employee shall supervise the work of a bargaining unit member(s). Furthermore, the University agrees that it will not eliminate bargaining unit positions in the exercise of this right. 31.2 When a change to a bargaining-unit position occurs (i.e., vacancy, promotion, demotion, retirement, death, leave, or any separation of service) the University will complete a “CLASSIFIED POSITION INFORMATION FORM” Appendix I, and distribute a copy to the Union within ten (10) days. 31.3 The University will form a review committee to investigate an allegation of abuse by the University with regard to the employment of students. This committee is to be comprised of four representatives appointed by the University and four representatives appointed by the Union. This committee is to be convened, shall investigate, which can include interviewing witnesses, and shall report its findings to the University and Union within twenty (20) days of notification of the allegation to the Human Resources Department. The University shall forward all information requested by the Union to the Union representatives on the committee pertaining to the allegation in a timely manner in order for the committee to perform its task within the twenty (20) days. The University will afford committee members ample release time to fulfill their obligations to the committee. If the committee finds that the allegation is true, the University shall immediately cease and desist from the action. If the committee finds that the allegation is not true, that finding shall be binding on the Union. If the Committee does not render a finding within twenty (20) days or is deadlocked, the Union reserves the right to grieve the alleged action.twenty