Bargaining Unit Supervisors and Department Managers Clause Samples

The "Bargaining Unit Supervisors and Department Managers" clause defines the roles, responsibilities, and limitations of supervisors and managers who are part of a bargaining unit within an organization. It typically outlines which supervisory or managerial positions are included in the bargaining unit, clarifies their authority in relation to unionized employees, and may specify any restrictions on their participation in union activities or negotiations. This clause ensures clear boundaries between management and represented employees, helping to prevent conflicts of interest and maintain effective labor relations.
Bargaining Unit Supervisors and Department Managers. Bargaining Unit Supervisors and Departments Managers as determined by the Employer in consultation with the Union (consistent with discussions during 2012/2013 bargaining) with the following terms: 1. Shall be placed on a weekly salary, with no ATO, and shall be considered management under the Employment Standards Act and thereby exempt from overtime requirements, subject to the exceptions in point 2 below. 2. Any employee in a salary Department Manager or Supervisor position shall be on a weekly salary. The intent is that these employees will work forty (40) hours per week and eight (8) hours per day on a regular basis; however, there may be circumstances where this varies occasionally. Employees shall be paid time and one half for all hours worked over forty (40) in a basic work week (Sunday to Saturday) and they shall be eligible for time and one half hours worked on statutory holidays. Any hours bank that exists prior to ratification shall be paid out to employees at ratification at the applicable rate of pay. 3. Hours worked by Supervisors or Department Managers shall not be subject to claim. 4. Supervisors and Department Managers shall be permitted to perform any duties within the store. Existing incumbents may elect to perform any duties within the 5. Pre-2013 Department Managers, Assistant Department Managers and Assistant Operations Managers to remain red-circled in their existing positions and maintain their existing terms of employment (area of responsibility, wages and benefits). 6. Existing incumbents may elect to forgo their ATO benefit and shall be paid the corresponding Part Time hourly rate of pay converted to a weekly salary. 7. Employees promoted to these positions after ratification 2013 shall be paid a weekly salary of $920 for Department Managers and $960 for Supervisors. Such employees employed at ratification 2013 (March 23, 2013) will continue to be entitled to off-scale wage increases. 8. These salaries shall be reviewed by the Union and Employer on an annual basis. All active Department Managers (excluding Grid A) on the below dates shall receive the following off scale increase to their salary in lieu of the above salary adjustment until such time that the salary above is greater. April 2, 2023 $0.60 per hour First Sunday in June 2024 $0.60 per hour First Sunday in June 2025 $0.60 per hour First Sunday in June 2026 $0.60 per hour All active Supervisors (excluding Grid A) on the below dates shall receive the following off scale i...
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Related to Bargaining Unit Supervisors and Department Managers

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

  • Health and Safety Committee Where required a committee will be formed and will meet where required by the Employer’s safety policies and by statute.

  • Health & Safety Committee The Employer agrees to establish a Health & Safety Committee for all employees of the company under the auspices of the Occupational Health and Safety Act (OHSA). The Committee shall be made up of an equal number (not less than one each) of non-bargaining unit and bargaining unit persons who have completed their probationary period. The Union has the right to appoint the members representing the bargaining unit. The Committee shall keep minutes of its meetings and post them in the shop. One copy will be forwarded to the Union office.

  • Health and Safety Committees In order to provide a safe and healthful workplace, local unit level LMCs shall establish Health and Safety Committees. Each committee will be composed of an equal number of representatives appointed by the Union and the Employer and will be co-chaired by a Union and Employer representative. A Union representative must be a member of the unit but either party may be accompanied by staff and/or other subject matter experts who may participate, but not vote, at meetings. Each party shall prepare and submit an agenda to the other party one week prior to any scheduled meeting. If neither party submits an agenda, the meeting shall be canceled. Each committee’s general responsibility will be to provide a safe and healthful workplace by recognizing hazards and recommending the abatement of hazards and educational programs. Each committee will: 1. meet on an established schedule; 2. arrange periodic inspections to detect, evaluate and offer recommendations for control of potential health and safety hazards; 3. appoint members of the committee to participate in inspections, investigations, or other established health and safety functions to the extent necessary; 4. receive and review a quarterly summary of job-related health and safety reports including accident reports and make appropriate recommendations; 5. investigate all types of employee job-related accidents and all types of occupational illnesses and make recommendations; 6. promote health and safety education; 7. study the use of VDTs and make appropriate recommendations to ensure the health and safety of employees regarding such use; 8. maintain and review minutes of all committee meetings; and 9. review the availability and adequacy of first aid supplies and equipment and address any inadequacies. In cases where summary reports are provided, a committee member may request and receive an individual case file or report. In no case will an employee’s records be provided when the law forbids disclosure. In addition, employees’ names will normally be deleted but may be provided to all committee members in instances where committee members need to know the name(s) of employee(s) to effectively represent the bargaining unit(s) and disclosure of name(s) is not prohibited by law. The Employer may require committee members and Union representatives to sign confidentiality statements. Members of each Health and Safety Committee will be paid by the Employer while performing committee duties, including travel time, and will also be paid for any time spent in committee approved training related to health and safety. The Committee will develop an annual training program for its members. Each Health and Safety Committee will establish rules consistent with the above principles. A mechanism to coordinate the efforts of individual Health and Safety Committees will be established at each agency.

  • Health and Safety Representatives The Employer and its Employees will comply with Part 7 of the OHS Act – Representation of Employees in relation to the establishment of designated work groups and the election of Health and Safety Representatives.