Whenever the Employer conducts an investigatory interview with an Employee and the Employee reasonably believes that by answering the questions, discipline could result, the Employee shall have the right to request an available representative of their choosing to be present at the investigatory interview. (This is also known as Xxxxxxxxxx Rights.) Except under extenuating circumstances, the Employee may reschedule the meeting for another reasonable time in order to secure representation during the interview. Employees shall have the following rights in addition to those rights established by the State Personnel Board (SPB) Rules:
Whenever the Employer decides to hire a Post-doctoral fellow who will be placed on the salary scale in accordance with Clause 30.07, the search process will be the same as that used for hiring faculty members and outlined in Clauses 16.18 to 16.25. 16.32 a) Limited term appointments of instructors are to be made for terms of at least eight (8) months and up to three (3) years. A limited term appointment of less than eight (8) months may be made if there is a bona fide reason for making such an appointment.
Whenever the Employer or his designee questions bargaining unit members in reference to alleged or suspected misconduct, either in preliminary investigations or in disciplinary conferences, the following conditions shall apply:
Whenever the Employer increases the staffing complement of the workplace, new Employees who perform the duties generally done by members of the Bargaining Unit shall be included in the Bargaining Unit.
Whenever the Employer believes that a bargaining unit member is doing unacceptable work, the bargaining unit member will be directed as to how to meet the Employer's standards.
Whenever the Employer decides to establish a new job, the following procedures shall apply:
Whenever the Employer requires Carpenters covered by this Agreement on any job, the Employer shall first request referral of such Carpenters from the Local Union having jurisdiction (See map). The Employer will notify the Local Union office having jurisdiction either by telephone or in writing stating the job location and number of Carpenters required. The Union shall refer Carpenters to the Employer by name with a dispatch slip, at the request of the Employer or his agent.
Whenever the Employer requires additional Employees for work, he shall first call the Union and give the Union twenty-four (24) hours in which to nominate an applicant for the position. The Employer may then select between the nominee of the Union and applicants obtained from any other source upon their relative skill alone, and membership or non-membership in the Union shall not be considered in their hiring.
Whenever the Employer deems it necessary to censure an employee in a manner indicating that dismissal may follow any repetition of the act complained of or omission referred to, or may follow if such employee fails to bring his work up to a required standard by a given date, the Employer shall within five (5) days thereafter give written particulars of such censure to the employee involved, with a copy thereof to the Secretary of the Union.
Whenever the Employer establishes a new classification within the collective bargaining unit, the Union shall be notified of the rate of pay assigned to the classification. The Union shall have ten (10) calendar days from receipt of such notification to object to the assigned rate by giving written notice to the Director. If no objection is filed with the Employer within this period of time, the rate shall be deemed to be permanent. Should the Union timely object to the rate of pay assigned to a new classification, representatives of the Employer and the Union shall meet within forty-five (45) calendar days to negotiate any changes which might be required. If the parties are unable to agree on the rate, the Employer may implement its last best offer. ARTICLE 18 POLICIES
