Temporary Agency Employees. The Employer can use temporary agency employees to perform temporary work requiring skills the Employer does not ordinarily require, to address unanticipated fluctuations in workload, or as interim replacements during a leave of absence or while a permanent position is being filled.
Temporary Agency Employees. An employee hired through a temporary agency shall not be retained longer than six (6) months, unless the employee is replacing a career employee on leave of absence or on a temporary assignment to another department. In no case shall the said retention period exceed the duration of the absence. The City will not attempt to extend the six (6) month period by replacing or exchanging temporary agency employees. However, nothing shall preclude temporary agency employees from competing for positions in the career service.
Temporary Agency Employees. If Consultant uses staff that are on the payroll of a temporary agency, whether such staff are treated by Consultant as temporary employees or subconsultants, SANDAG shall not be charged more than the amount invoiced by the temporary firm or subconsultant to Consultant unless the arrangement is fully disclosed to SANDAG and expressly agreed to in this Agreement or an executed amendment.
Temporary Agency Employees. 26.1 If there is a layoff, all temporary employees shall be the first to be laid off. Part-time employees will be laid off prior to the layoff of full-time employees, provided that the full-time employee(s) is fully qualified in respect of skill, competence and efficiency to satisfactorily perform the work then available and to perform this work at the employee(s) job Classification Rate.
Temporary Agency Employees. The Company may hire employees from a tem- porary agency in F3, F2 and F1 categories, in emergency situations and during the peak peri- od, at the rate of $14.50 per hour, with the peak period being defined as March 1 – December
Temporary Agency Employees. It shall be the intent of the Employer to utilize a temporary agency as a recruiting tool. It is also the intent of the Employer to transition temporary agency employees to the Employer’s payroll as soon as practical provided the employee has demonstrated satisfactory performance. The aforementioned intents are consistent with Article 2.8 Bargaining Unit Work, which continues to be in effect. The parties agree that the following shall apply to employees hired by the Employer who have been recruited by a temporary agency:
a. The seniority date of said employees shall be the date of hire with the Employer.
b. The completion of said employee’s probationary period shall be calculated based on the employee’s date of placement at the operation by the temporary agency.
c. Individual temporary employees shall be limited to five hundred twenty (520) hours before becoming permanent employees unless otherwise mutually agreed by the parties.
d. The Employer may request extensions of the five hundred twenty (520) hour limitation from the Union for legitimate business reasons. The Union will not unreasonably deny such requests.
Temporary Agency Employees. 11.02.1 It is agreed that temporary agency employees shall not perform work that has been and/or would be customarily performed by the bargaining unit employees, to the extent that it results in the layoff of bargaining unit employees, or it prevents the recall of such employees, or it prevents the hiring of full time bargaining unit employees. The Company and the Union agree that temporary agency employees however, may be utilized by the Company for the purpose of filling vacancies created by the absence of an employee for any reason or additional / increased work requirements where such requirements are not expected to last past thirty (30) working days, otherwise the vacancy will be posted.
11.02.2 The Company and the Union agree that a temporary vacancy as defined above, which lasts longer than thirty (30) working days, will be offered to be filled by seniority, to the employees within the classification and within the department where such temporary vacancy exists. This however shall not apply in the event that the number of temporary vacancies may be such that the use of the above procedure may have a negative impact on plant operations.
11.02.3 At the end of the temporary assignment, seniority employees will revert back to their previously held positions.
11.02.4 The Company and the Union agree that the Company may maintain a supplementary absentee relief pool of employees, consisting of seven (7) relief employees per shift. The Company further agrees to hire nine (9) full time positions. Such new positions will be offered to the current temporary agency employees prior to going outside to hire. Full time employment offers will start with the current temp employees by longest service first and no probationary period will be required unless the employee has not yet worked the probation time as set out in Article 10.01.Within thirty (30) days of ratification, all associate 1 and 2 employees will be canvassed by seniority for the opportunity to switch shifts and become 1 of 7 relief employees allocated to each shift. Any seniority employee choosing to accept a position as one of the 7 relief positions will assume the responsibilities of relief for that shift with the understanding that the position may be relief for any job and department on the shift. The position being vacated by the employee choosing a relief position will be backfilled by the temporary employee. If the number of relief employees exceeds twenty-one (21) for more than any rolling thr...
Temporary Agency Employees. 1. It is agreed that temporary agency employees shall not perform work that has been and/or would be customarily performed by the bargaining unit employees, to the extent that it results in the layoff of bargaining unit employees, or it prevents the recall of such employees, or it prevents the hiring of full time bargaining unit employees. The Company and the Union agree that temporary agency employees however, may be utilized by the Company for the purpose of filling vacancies created by the absence of an employee for any reason or additional / increased work requirements.
2. The Company and the Union agree that a temporary vacancy as defined above, which lasts longer than one (1) month, where possible, will be offered to be filled by seniority, to the employees within the classification and within the department where such temporary vacancy exists. This however shall not apply in the event that the number of temporary vacancies may be such that the use of the above procedure may have a negative impact on plant operations.
3. At the end of the temporary assignment, seniority employees will revert back to their previously held positions.
4. The Company and the Union agree that the Company may maintain as a base number, the equivalent of 30 full-time temporary employees per month without invoking a hiring ratio. The hiring ratio is based on a three- month rolling average commencing the month of May 2014. Add the total number of equivalent temporary employees during the 3 month period; then divide that number by 3 and subtract 20; this number is multiplied by 20% to determine the number of employees to be xx.xxx if any. The Company shall provide a list of temporary employees to the Chairperson once per month.
Temporary Agency Employees. Before the Company hires temporary agency employees, as herein provided, the Company shall first offer employment to employees on layoff at that time in accordance with Articles 10.05 and 10.06. Temporary agency employees will not be used to displace regular employees when there is work for regular employees. If work has been continually performed by an agency employee for (12) weeks, then on the thirteenth week the company shall post the job in accordance with job posting provisions. If the successful applicant is the same person who had been performing the work, such an employee’s seniority date shall be counted from the first day they started performing the work as the successful candidate. Temporary agency employees will not be deemed to be employees of the Company and shall not be required to pay union dues.
Temporary Agency Employees. In an effort to recognize the need for flexibility in the workforce due to temporary and seasonal fluctuations in work requirements, the Union and the Company agree that the following shall apply to the use of temporary Agency Employees at the Company’s facility. The Union acknowledges that the Company may utilize Agency Employees and that the Agency Employees are not employees of the Company and therefore are not covered by the collective agreement unless they are hired directly by the Company to be an employee of the Company. In exchange, the Company agrees to ensure that the Agency will follow certain standards with respect to the Agency Employees when they are working at the Company’s facilities. The Company shall ensure that the Agency pays its workers while working at the Company facility at a pay rate that is at least the base hire rate for bargaining unit employees for the work performed. The Company will decide whether the Agency Employee is suitable to be offered employment as an employee of the Company, if the Company is hiring. An Agency Employee shall not work more than 550 hours at the Company’s facility. Upon the Agency Employee reaching 400 hours worked at the Company facility, the Company shall advise the Union if it has decided not to hire the worker in the event the worker does reach 550 hours. The Company acknowledges that Agency Employees will not be utilized where bargaining unit employees are on lay-off who are capable of performing the work. In addition, Agency Employees shall only be permitted to perform overtime if no bargaining unit employees are available or willing to perform overtime under the collective agreement. The Company shall ensure that the Agency pays Agency Employees who perform overtime work at the Company’s facility at a rate that is at least equivalent to the overtime compensation paid to a bargaining unit employee under the collective agreement in the same circumstances. Effective September 15, 2018 in the event that an Agency Employee is hired by the Company, then his/her hire date shall be the day following completing five-hundred and fifty (550) worked hours, which would be deemed the probationary period of being hired directly by the Company and the terms of the collective agreement shall then apply, excluding the probationary period. The Employer shall ensure that the Agency deducts an amount from each Agency Employee equivalent to regular union dues for bargaining unit employees and that the Agency remits t...
