Appropriate Bargaining Unit Clause Samples

The 'Appropriate Bargaining Unit' clause defines the specific group of employees that a union is authorized to represent for purposes of collective bargaining. This clause typically outlines which job classifications, departments, or locations are included or excluded from the bargaining unit, ensuring that only eligible employees are covered by the union contract. By clearly delineating the scope of representation, the clause helps prevent disputes over union coverage and ensures that negotiations and agreements apply only to the intended group of workers.
Appropriate Bargaining Unit. The Employer recognizes the PBPA as the sole and exclusive bargaining representative for all officers in the appropriate bargaining unit from the first day of employment consisting of police training cadets, patrol officers and sergeants, hereinafter referred to as “officers”. Excluded are individuals holding rank above sergeant and all other supervisory, managerial, and confidential employees.
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Appropriate Bargaining Unit. The parties agree that an appropriate bargaining unit is that which is defined by the NLRB for acute care hospitals, or other appropriate unit. Appropriate units are the following where applicable: a. Service b. Technical c. Professional d. Business Office Clerical e. Skilled Maintenance f. Residual Service
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Appropriate Bargaining Unit. The appropriate bargaining unit covered by this Agreement consists of all teaching and non-teaching employees hired by the UNIVERSITY, except as excluded and otherwise provided for in this Agreement.
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Appropriate Bargaining Unit. The appropriate unit for the purpose of collective bargaining under the Agreement shall be "all full time, and part-time, production and maintenance employees of the Company, but excluding office clerical employees, plant executives, engineering department employees, students employed a maximum of fifteen (15) hours per week or less, supervisors, foremen and guards as defined in the Act". The Company shall not employ more than three (3) such students and shall not allow them to work overtime and they shall be laid off before any bargaining unit employees are laid off. Moreover, the students' rate of pay shall not exceed the minimum rate as provided in Exhibit A of this Agreement and their work will be confined to non-production areas.
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Appropriate Bargaining Unit. Should new technology eliminate or replace work performed within the jurisdiction of the Union, as referred to in the Labor Agreement, then the jurisdiction of the Union and the appropriate unit for collective bargaining is defined in 2(a) and 2(b) of the Supplemental Agreement.
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Appropriate Bargaining Unit. Section 1. The terms and conditions of this Agreement shall apply to any classification of refrigeration journeymen, apprentices and pipetradesmen, as herein after defined, employed by this Refrigeration Contractor. Section 2. The terms and conditions of this Agreement shall not apply to any other employees except those doing work coming under the jurisdiction of the United Association of Journeymen and Apprentices of the Plumbing and Pipe Fitting Industry.
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Related to Appropriate Bargaining Unit

  • 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.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.

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

  • Bargaining Unit Roster The County will transmit to the Union a current listing

  • 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: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.