Recognition of ETA as Bargaining Representative Sample Clauses

Recognition of ETA as Bargaining Representative. 2.1 The District recognizes the Evergreen Teachers Association as the exclusive representative for purposes of the Xxxxx Act (Governing Code Sections 3540, et seq., Title I, Division 4, Chapter 10.7) for the employees in the representative unit comprised of the following positions: classroom teachers, librarians, school psychologists, speech therapists, reading specialists, (Xxxxxx Xxxxx and District), music teachers, resource teachers, perceptual motor development specialists, counselors, media specialists, nurses, project specialists, language development specialists, program specialists, resource specialists, and excluding all other positions not designated, included but not limited to: Superintendent, Deputy Superintendent, Assistant Superintendents, Directors, Coordinators, Principals, Assistant Principals, Substitute Teachers, Classified Management (Supervisors, Assistant Supervisors, and Managers) and Confidential employees. The Evergreen Teachers Association and Evergreen Board agree that the unit is appropriate and that it will not seek a clarification or amendment of the unit, either as to the specific exclusions or the enumerated inclusions except as modified in Article XVII. Newly designated job titles, except for supervisory and management positions, shall be in the bargaining unit.

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Recognition of ETA as Bargaining Representative. 2.1 The District recognizes the Evergreen Teachers Association as the exclusive representative for purposes of the Xxxxx Act (Governing Code Sections 3540, et seq., Title I, Division 4, Chapter 10.7) for certificated employees in the representative unit comprised of the following positions: ● Classroom Teachers ● Media Specialists ● Reading Specialists ● Counselors ● Music Teachers ● Resource Teachers ● Elementary Prep Teachers ● Nurses ● School Psychologists ● Instructional Coaches ● Perceptual Motor Development Specialist ● Speech Therapists ● Language Development Specialists ● Program Specialists ● Social Workers ● Librarians ● Project Specialists ● Teachers on Special Assignment (TOSA) Excluding all other positions not designated, included but not limited to: ● Superintendent ● Deputy Superintendent ● Assistant Superintendents ● Directors ● Coordinators ● Principals ● Assistant Principals ● Confidential employees ● Substitute Teachers ● Classified Management (Supervisors, Assistant Supervisors, and Managers) The Evergreen Teachers Association and Evergreen Board agree that the unit is appropriate and that it will not seek a clarification or amendment of the unit, either as to the specific exclusions or the enumerated inclusions except as modified in Article XVII. Newly designated job titles, except for supervisory and management positions, shall be in the bargaining unit.

Related to Recognition of ETA as Bargaining Representative

LABOUR MANAGEMENT BARGAINING RELATIONS 9.1 No employee or group of employees shall undertake to represent the Association at meetings with the Employer without the authority of the President or the General Secretary acting on behalf of the Association.
Bargaining Agent Recognition The Employer recognizes the B.C. Government and Service Employees' Union as the exclusive bargaining agent for all employees covered by the certification.
RECOGNITION AND BARGAINING UNIT 2.1 The City hereby recognizes the Union as the exclusive collective bargaining representative, for the purposes stated in RCW 41.56, for the bargaining unit as defined by the Public Employment Relations Commission certification contained in Appendix A of this Agreement.
Bargaining Unit Information The Employer agrees to provide the Union such information relating to Employees in the bargaining unit as may be required by the Union for the purpose of collective bargaining.
Compliance with Contractor Employee Jury Service Ordinance Contractor shall comply with the County Ordinance with respect to provision of jury duty pay to employees and have and adhere to a written policy that provides that its employees shall receive from the Contractor, on an annual basis, no less than five days of regular pay for actual jury service in San Mateo County. The policy may provide that employees deposit any fees received for such jury service with the Contractor or that the Contractor deduct from the employees’ regular pay the fees received for jury service.
Definition of the Bargaining Unit 7 The County recognizes Local 88, AFSCME, hereinafter referred to as the 8 "Union", as the sole and exclusive bargaining representative for the purpose of 9 establishing salaries, wages, hours, fringe benefits, and working conditions for all 10 employees in the County classified service as set forth in MCC Chapter 9 except those 11 specifically excluded below. This unit shall be referred to as the "General Employees 12 Unit". County employees who are excluded from the bargaining unit are:
Function of Bargaining Committee All matters pertaining to performance of work, operational problems, rates of pay, hours of work, collective bargaining, and other working conditions, shall be referred by the Union bargaining committee to the Employer for discussion and settlement.
Mid-Term Bargaining Section 38.1. Subject to the specific rights retained by the Employer in this Agreement, the Employer recognizes its legal obligation under O.R.C. Chapter 4117 to bargain with the FOP prior to implementation of any changes in wages, hours, or other terms and conditions of employment applicable to members of the bargaining units. Prior to implementing new or changed work rules, policies, or other changes that materially affect wages, hours, or terms or conditions of employment of bargaining unit employees, the Employer will notify the Union seven (7) days in advance of the effective day of implementation. If the Union requests to bargain over such change within the notice period, the Employer and the Union will negotiate in good faith. If the Employer and the Union bargain to impasse, the parties may submit the issues to non-binding mediation. However, if the change is not a topic of bargaining under RC Chapter 4117, or in the case if the change is necessary due to exigent circumstances or a state or federal directive or regulation, the Employer is not required to give a seven (7) day notice or to bargain over the implementation of the change; however, the Employer may elect to do so if time permits, without waiving its rights.
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.
Union Bargaining Committees ‌ A union bargaining committee shall consist of employees who are representatives of the Union together with the President of the Union or designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.