Recall of Bargaining Unit Positions Sample Clauses

Recall of Bargaining Unit Positions. Bargaining Unit Members who are laid off shall be put on a recall list for any vacant position network-wide for which they have the requisite certification and/or professional experience. Recall rights shall be valid for twelve months following the effective date of the layoff. Recall selection shall be done in inverse order of the layoff selection set forth above, except that recall rights shall apply network-wide and provisional Bargaining Unit Members or Bargaining Unit Members with any unsatisfactory ratings in the past two years shall not have any right of recall.
Sample 1
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Recall of Bargaining Unit Positions. Recall rights extend only to positions for which bargaining unit employees are qualified to teach for the following school term. Category 1 employees shall be recalled first, and recall shall be based on the employee’s seniority. In the instance where two or more qualified Instructional Staff members in the job title within categories 2 and 3apply to be recalled, preference for recall decisions shall be based on the Honorable Dismissal List with the Employer having the right to hire the most qualified employee on the List based on seniority in the job title within the highest STRIVE score categories involved. Recall rights will extend for the length of the employee’s seniority not to exceed more than two (2) years.
Sample 1
Recall of Bargaining Unit Positions. Bargaining unit employees who are laid off shall be put on a recall list for any positions at the school that become vacant for which they are qualified. Recall rights shall be valid for one (1) year following the effective date of the layoff. Recall selection shall be done in inverse order of layoff selection set forth above. Article 00 XXXXX XXXXXX‌
Sample 1

Related to Recall of Bargaining Unit Positions

  • Bargaining Unit Roster Upon the signing of this Agreement and monthly thereafter, the Employer shall supply to the Union via a secured method an alphabetical list of all employees covered by this Agreement. The list shall include the name, address, employee identification number, date of hire, rehire date (if applicable), shift, FTE, job classification, department cost center number, unit, hourly rate of pay and monthly gross earnings. Each month, the Employer will provide a list of new hires and addresses, and a list of all employees who have terminated during the month via a secured method. The new hire and termination lists shall include the same data as the monthly employee roster except for monthly gross earnings. The termination list shall include the termination date. Within ninety (90) days of ratification, Swedish Medical Center and SEIU 1199NW will convene a work group including HRIS expert to explore a method for the Employer to provide a list of all employment changes for bargaining unit employees, via a secure site.

  • Scope of Bargaining Unit The term "

  • Bargaining Unit Members hired before July 1, 1995 Those Bargaining Unit Members whose current regular assigned work shift ends after 5:00 p.m. or commences before 7:30 a.m. or after 5:00 p.m. and who are currently receiving a shift differential pay of five percent (5%) for time worked after 5:00 p.m. or before 7:30 a.m. shall continue to receive said differential.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise.

  • Protection of Bargaining Unit Work The Employer shall not assign work normally performed by members of this bargaining unit to persons outside the bargaining unit, to the point that it directly results in the termination, layoff or reduction in normal hours of any bargaining unit member The Employer shall not enter into any agreement that restricts or purports to restrict in any way the employment of and assignment of work to Nurses covered by this Collective Agreement without prior consultation and discussion with the Union’s Labour Relations Officer for the life of this Agreement. In the event of a fundamental change in the work normally performed by members of the bargaining unit, it is agreed that the parties shall meet to discuss these changes.

  • Bargaining Unit Work 255. The City agrees that it will not assign work currently performed by employees under this Agreement to City employees in other bargaining units.

  • Non-Bargaining Unit Personnel It is understood and agreed that there are times when non-bargaining unit employees may be required to perform work customarily performed by bargaining unit employees. It is also understood that Supervisors and others will be required to work with tools only to meet requirements under the conditions listed below. Therefore, the Company shall have the right to utilize non-bargaining unit employees under one or more of the following conditions:

  • Bargaining Unit Member Rights 1. When an employee is to be interviewed or questioned concerning a complaint or allegation of misconduct, the employee will be informed of, prior to the interview, the nature of the investigation and whether the employee is the subject of the investigation or a witness in the investigation. If the employee is the subject of investigation, the employee will also be informed of the specifics of each complaint or allegation against him/her.

  • Performance of Bargaining Unit Work A. Supervisors are prohibited from performing bargaining unit work at post offices with 100 or more bargaining unit employees, except:

  • Non-Bargaining Unit Employees Employees outside the bargaining unit will not perform work that is normally done by employees in the bargaining unit. However, nothing in this Agreement shall be construed as prohibiting foremen from doing work for purposes of employee instruction and evaluation, and equipment assessment, provided in so doing a lay-off of bargaining unit employees does not result, or in the case of an emergency when regular employees are not available, provided that every reasonable effort is made to find a replacement.

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