Union Rights to Information. The College shall provide the Faculty Association with all necessary information relating to the following matters for all faculty employees, on a monthly basis: - position advertisements (to be provided at the time of advertising), - appointments, including term of appointment, classification, department, course title, number of hours for all part-time faculty and salary step, - transfers, - unpaid leaves, educational leaves, exchange leaves, maternity /legal adoption leaves, political leaves, partial leaves, - resignations, - retirements, - deaths, - recalls from lay-off and refusals of recall, - lay-offs, - terminations.
2.8.1 In addition, the College shall provide the Faculty Association with notification of intent to remove a non-regular faculty member from the Non-Regular Seniority List thirty (30) days prior to the proposed removal from the list.
Union Rights to Information. The Board shall provide to the Union a seniority roster of all bargaining unit employees on the effective date of this Agreement and annually thereafter. The roster shall indicate the employee’s present classification and most recent date of hire.
Union Rights to Information. There shall be made available to the Union, upon its request, any and all information, statistics and records that are relevant or necessary for the proper enforcement, implementation or negotiations of the terms of this Agreement, to the extent to which such material is readily available or is reasonably obtainable. Records of teachers other than those involved shall not be available without the approval of the individual teachers. The furnishing of such data, records, etc., shall be in conformity with both State and Federal regulations.
Union Rights to Information. Upon request to the designated Labor Relations specialist, Management will provide the union with the following information, if it exists, related to positions being advertised or filled in the bargaining unit in accordance with the Privacy Act:
Union Rights to Information. A. The District will supply the Union with a “Hire Date” and seniority roster of all bargaining unit employees on the effective date of this Agreement and every semester thereafter. The roster shall indicate the employee’s present classification, most recent date of hire and rate of pay.
B. The District shall make available to the Union, the Board Agenda at each Board meeting open to the public and allow a Union representative to attend such meetings.
Union Rights to Information. The College shall provide the Faculty Association with all necessary information relating to the following matters for all faculty employees, on a monthly basis: - position advertisements (to be provided at the time of advertising), - appointment letters for all regular and regular part-time faculty, and appointee contact information (current mailing address, personal email, and phone number), - appointment letters and agreements to teach for all non-regular faculty including part-time and sessional appointments, and appointee contact information (current mailing address, personal email, and phone number), - transfers, - unpaid leaves, educational leaves, exchange leaves, maternity /legal adoption leaves, political leaves, partial leaves, - resignations, - retirements, - deaths, - recalls from lay-off and refusals of recall, - lay-offs, - terminations.
2.8.1 In addition, the College shall provide the Faculty Association with notification of intent to remove a non-regular faculty member from the Non-Regular Seniority List thirty (30) days prior to the proposed removal from the list.
Union Rights to Information a. Upon request to the designated Labor Relations specialist, Management will provide the union with the following information, if it exists, related to positions being advertised or filled in the bargaining unit in accordance with the Privacy Act:
(1) A copy of the vacancy announcement(s) issued for the vacancy;
(2) Justification for the use of selective factor(s) for a specific position; and
(3) Organizational chart, dated and signed by the appropriate Forest Service official that reflects the bargaining unit positions being filled.
(4) If the position was advertised through Merit Promotion, and the number of applicants on the Merit Promotion certificate regardless of whether a selection was made from the Merit Promotion certificate.
(5) If a selection has been made, the name of the selectee and the authority that was used to fill the position. Management will provide a response within 14 days of the union’s request.
b. Upon request, and with written designation of the Union to represent an employee who applied for a MPP vacancy for a permanent bargaining unit position and was not selected, the Union will receive the following documents pertaining to the vacancy (unless disclosure is barred by applicable law), within 14 days, if it exists:
(1) Name of Person Hired
(2) The qualifications required for a position.
(3) Cut-off score for inclusion in the quality group
(4) A redacted list of applicants to the vacancy showing:
(a) Whether they were basically qualified
(b) Whether they were rated among the quality group
(c) Whether they were interviewed
(d) How they were evaluated by the merit promotion panel or human resources specialist, including the applicant’s score on the occupational questionnaire and explanation of their qualification rating determination.
c. Semi-Annual Hiring Summary: Twice a year, in October (covering April through September) and April (covering October through March) Management will provide the Union at the National level with the following information for all permanent positions filled in the bargaining unit, a table listing the following:
(1) Selectee’s name;
(2) Title, series, grade;
(3) Organizational code to Level 5;
(4) Duty Station; and
(5) The authority used to fill the vacancy (including Demo, Merit by Nature of Action Code, VRA, Schedule A, and Conversions of Pathways Interns and PMFs, or Pathways Recent Grads)
d. Changes to union permissions to view expired records, active records, or the information report data and format...
Union Rights to Information. The Board shall provide to the Union a Seniority roster of all bargaining unit employees on or before October 30th of each school year.
Union Rights to Information. The College shall provide the Faculty Association with all necessary information relating to the following matters for all faculty employees, on a monthly basis: - position advertisements (to be provided at the time of advertising), - appointments, including term of appointment, classification, department or course title, and salary step, - transfers, - unpaid leaves, educational leaves, exchange leaves, maternity /legal adoption leaves, political leaves, partial leaves, - resignations, - retirements, - deaths, - recalls from lay-off and refusals of recall, - lay-offs, - terminations.
Union Rights to Information a. Upon request to the designated Labor Relations specialist, Management will provide the union with the following information, if it exists, related to positions being advertised or filled in the bargaining unit in accordance with the Privacy Act:
(1) A copy of the vacancy announcement(s) issued for the vacancy;
(2) Justification for the use of selective factor(s) for a specific position; and
(3) Organizational chart, dated and signed by the appropriate Forest Service official that reflects the bargaining unit positions being filled.
(4) If the position was advertised through Merit Promotion, and the number of applicants on the Merit Promotion certificate regardless of whether a selection was made from the Merit Promotion certificate.
(5) If a selection has been made, the name of the selectee and the authority that was used to fill theposition.
(6) Management will provide a response within 14 days of the union’s request
b. Upon request, and with written designation of the Union to represent an employee who applied for a MPP vacancy for a permanent bargaining unit position and was not selected, the Union will receive the following documents pertaining to the vacancy (unless disclosure is barred by applicable law), within 14 days, if it exists:
(1) Name of Person Hired
(2) The qualifications required for a position.
(3) Cut-off score for inclusion in the quality group
(4) A redacted list of applicants to the vacancy showing:
(a) Whether they were basically qualified
(b) Whether they were rated among the quality group
(c) Whether they were interviewed
(d) How they were evaluated by the merit promotion panel or human resources specialist, including the applicant’s score on the occupational questionnaire and explanation of their qualification ratingdetermination.
