Bargaining Unit Employee Sample Clauses
The 'Bargaining Unit Employee' clause defines which employees are included within a group represented by a union or collective bargaining agent. Typically, this clause specifies the job titles, departments, or classifications that fall under the bargaining unit, and may also clarify which employees are excluded, such as supervisors or confidential staff. Its core function is to establish the scope of representation for collective bargaining purposes, ensuring clarity about who is covered by the terms of the labor agreement and preventing disputes over employee inclusion.
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Bargaining Unit Employee. An employee within the recognized bargaining unit.
Bargaining Unit Employee. The term “bargaining unit employee” as used in this Agreement refers to an employee of the CSU who works in one of the classifications represented by CSUEU, pursuant to Article 1.
Bargaining Unit Employee. The term "bargaining unit employee" shall mean any COUNTY employee who is a member of the bargaining unit as described in Article 1, RECOGNITION, Section A.
Bargaining Unit Employee. Directing Service Clerk to violate rules re Service Clerk duties: - Same penalties as Service Clerk (i) above.
Bargaining Unit Employee. In that case, the supervisor shall make a reasonable effort to promptly implement the Corrective Action in private. All facility employees should treat each other with respect and dignity. Suppose any communication between a supervisor and a union member may lead to Corrective Action. In that case, the supervisor will notify the member and allow a reasonable opportunity for a Union representative of the member’s choice to join the subsequent discussion. During the discussion, the supervisor will inform the member why they are being investigated or issued Corrective Action while also identifying the specific Employer policy(s) supporting the Corrective Action. The supervisor may also have a witness join the conversation. In a situation involving the suspension of a member, the supervisor will also explain why the suspension will occur before the completion of the Employer’s due diligence regarding the determination of the Corrective Action. Suppose a supervisor suspends a member before completing an investigation that does not substantiate the initial allegation(s). In that case, the Employer will compensate the member for scheduled workdays missed due to the suspension, per the Employer’s pay practices.
Bargaining Unit Employee. In that case, the supervisor shall make a reasonable effort to promptly implement the Corrective Action in private. All facility employees should treat each other with respect and dignity. Suppose any communication between a supervisor and a union member may lead to Corrective Action. In that case, the supervisor will notify the member and allow a reasonable opportunity for a Union representative of the member’s choice to join the subsequent discussion. During the discussion, the supervisor will inform the member why they are being investigated or
Bargaining Unit Employee. A member of the bargaining unit, unless the context indicates otherwise
Bargaining Unit Employee. (s) who are designated to act in a position of higher responsibility should receive appropriate compensation if the acting period exceeds 60 days.
Bargaining Unit Employee. The Vice President for Human Resources shall accumulate all requests and forward to an
Bargaining Unit Employee. Representatives Conducting Union Business Upon advance request by the Guild, employees designated as Union representatives shall be granted time off from their work, without loss of pay, for a maximum of up to two (2) hours per month (excluding time necessary to attend a grievance or arbitration) to conduct necessary Union business administering the contract. This time must be accurately reported to AFJ/AFJAC by the Union representatives and will not constitute hours worked for the purposes of calculating overtime. Management and the Guild shall make good faith efforts to ensure work needs and necessary union business do not conflict. No more than three (3) employees shall be entitled to Union business leave pursuant to this section at any one time. The Guild shall notify AFJ/AFJAC in writing of employees designated under this section.