Workload and Assignment. The Chancellor of the District is responsible for the assignment of faculty members within the District in accordance with the provisions of this Agreement. The President of the College is responsible for the assignment of faculty members within the College in accordance with the provisions of this Agreement.
Workload and Assignment. A. The Board has the right to establish new positions and assign the classification and rate of pay for that position.
B. The Association reserves the right to negotiate wages, hours and other conditions of employment for new positions within the recognition clause of Article 1.2, and will, if deemed necessary, ask for a meeting with the representative of the Board to discuss the conditions, hours and wages for such a new position.
C. In those cases where a Bargaining Unit Member undergoes a substantial change in responsibilities, the Bargaining Unit Member involved or the Association may contest the rate of pay, hours and conditions of employment in the same manner described above for the new position.
D. The parties recognize that support staff can make significant contribution to the improvement of the educational program of the district through participation in the process of school improvement. The parties hereby express their mutual desire to encourage such participation as follows:
1. Committee participation by the employee is voluntary.
2. Non-participation shall not be used as a criterion for evaluation or discharge or discipline.
3. Each support staff classification shall have a representative on the district level school improvement committee, appointed by the Association. Service on this committee shall be voluntary.
Workload and Assignment. A. The Board has the right to establish new positions and to assign the classification and rate of pay for that position. Written notice of the new position will be given to the Association President and the notice will include the proposed classification and rate of pay. If within ten (10) business days of receipt of the notice the Association disagrees with the classification or rate of pay, the parties will meet to negotiate a permanent classification and pay rate and any other necessary conditions related to the new position the parties determine necessary.
B. In those cases where a bargaining unit position undergoes a substantial change in responsibilities, the Association may demand bargaining regarding the rate of pay, hours and conditions of employment.
C. An attempt will be made to have all teacher assistants in a building working at least six
Workload and Assignment. In its monthly meetings the committee will meet to discuss, investigate and resolve any issues raised by an individual or a group of Nurses, Dieticians and/or Therapists on a without prejudice basis, including but not limited to:
(1) The review of written submissions by Nurses, Dieticians and /or Therapists with respect to the equitable distribution of work within a unit or with respect to their workload submitted in accordance with section 6;
(2) Providing a forum for Nurses, Dieticians and/or Therapists to make oral submissions with respect to the equitable distribution of work within a unit or with respect to their workload; and The committee will also discuss:
(3) The assignment of an equitable distribution of work within a unit or a workload to an individual Nurse, Dietician or Therapist or group of Nurses, Dieticians or Therapists;
(4) Questions with respect to the quantity and quality of patient care;
(5) Content of Orientation and In-Service Programs from time to time and make recommendations for improvement;
(6) Evaluation of the effectiveness of changes implemented by the Hospital;
(7) Other related matters.
Workload and Assignment. In its monthly meetings the Committee will meet to discuss, investigate and resolve any issues raised by an individual RPN or a group of RPNs on a without prejudice basis, including but not limited to:
(a) The review of written submissions by RPNs with respect to the equitable distribution of work within a unit or with respect to their workload submitted in accordance with section 6.
(b) Providing a forum for RPNs to make oral submissions with respect to the equitable distribution of work within a unit or with respect to their workload; and The Committee will also discuss:
(c) The assignment of an equitable distribution of work within a unit or a workload to an individual RPN or group of RPNs;
(d) Questions with respect to the quantity and quality of patient care;
(e) Content of Orientation and In-Service Programs from time to time and make recommendations for improvement;
(f) Evaluation of the effectiveness of changes implemented by the Hospital
(g) Other related matters.
Workload and Assignment. A. The Board has the right to establish new positions and to assign the classification and rate of pay for that position. Written notice of the new position will be given to the Association President and the notice will include the proposed classification and rate of pay. If within ten (10) business days of receipt of the notice the Association disagrees with the classification or rate of pay, the parties will meet to negotiate a permanent classification and pay rate and any other necessary conditions related to the new position the parties determine necessary.
B. In those cases where a bargaining unit position undergoes a substantial change in responsibilities, the Association may demand bargaining regarding the rate of pay, hours and conditions of employment.
C. An attempt will be made to have all assistants in a building working at least six (6) hours before an additional assistant is employed if the time can be so arranged. This provision shall not be used to arbitrarily reduce the hours and benefit level of current bargaining unit positions.
D. If there is a dispute regarding whether a new position is within the bargaining unit, the Association reserves the right to discuss the inclusion of the position with the District prior to seeking its inclusion through the Michigan Employment Relations Commission’s procedures.
Workload and Assignment. The Board has the right to establish new positions and assign the-classification and rate of pay for that position.
Workload and Assignment. A. The Board has the right to establish new positions and assign the classification and rate of pay for that position.
B. The Union reserves the right to negotiate wages, hours and other conditions of employment for these positions and will, if deemed necessary, within thirty (30) days of being notified, ask for a meeting with the representatives of the Board to discuss the conditions, hours and wages for a new position.
C. In those cases where a Bargaining Unit position undergoes a substantial change in responsibilities, the bargaining unit member involved or the Union may demand bargaining regarding the rate of pay, hours and conditions of employment.
D. An attempt will be made to have all Assistants and Office Clerks working at least six (6) hours before an additional Assistant or Office Clerk is employed if the time can be so arranged.
E. If additional Assistant time is needed every effort will be made to bring existing Assistants up to a full school days work before adding additional staff. If additional Assistant time is needed part time personnel may be added but shall not exceed twenty percent (20%) of the total full time Assistant work force.
F. Whenever new jobs are established in the bargaining unit, the employer shall establish the job, its duties and rate to be paid which shall be supplied to the Union. If the Union objects to the rate, the parties shall meet to negotiate a rate. If there is a dispute regarding whether a new job is within the bargaining unit, this may be the subject of a grievance unless this dispute becomes the subject of MERC proceedings.
Workload and Assignment. The Mt. San Jacinto Community College District proposes the following modifications to Article 5
Workload and Assignment. A. The Board has the right to establish new positions and assign the classification and rate of pay for that position.
B. The Association reserves the right to negotiate wages, hours and other conditions of employment for new positions within the recognition clause of Article 1.2, and will, if deemed necessary, ask for a meeting with the representative of the Board to discuss the conditions, hours and wages for such a new position.
C. In those cases where a Bargaining Unit Member undergoes a substantial change in responsibilities, the Bargaining Unit Member involved or the Association may contest the rate of pay, hours and conditions of employment in the same manner described above for the new position.
D. The parties recognize that support staff can make significant contribution to the improvement of the educational program of the district through participation in the process of school improvement. The parties hereby express their mutual desire to encourage such participation as follows:
1. Committee participation by the employee is voluntary.
2. Non-participation shall not be used as a criterion for evaluation or discharge or discipline.
3. Each support staff classification shall have a representative on the district level school improvement committee, appointed by the Association. Service on this committee shall be voluntary.
4. The District shall organize periodic training to be provided to Members. Training topics will be developed through collaboration of Members and District Administration.
E. Bargaining Unit Member(s) asked to administer medication to students will not be asked to do so without the witness (second signer) as required by law and Board Policy 5703, and will be given the opportunity to have appropriate training prior to the end of September of each school year.
