Non-Bargaining Unit Transfer Sample Clauses

The Non-Bargaining Unit Transfer clause defines the conditions under which employees may be transferred to positions that are not covered by a collective bargaining agreement. Typically, this clause outlines the process for such transfers, including eligibility criteria, notice requirements, and any implications for the employee’s rights or benefits. Its core function is to provide a clear framework for moving employees out of the bargaining unit, ensuring both management and employees understand the procedures and consequences involved, and thereby reducing disputes or confusion regarding such transfers.
Non-Bargaining Unit Transfer. Any employee in the bargaining unit who is promoted to a position outside of the bargaining unit, but within the Department, during the first six (6) months in that new position, will have the right to revert back to his/her previous position without loss of seniority. In the event the employee chooses to revert back to the bargaining unit and the employee is required to continue in the position until the employer is able to fill the vacancy, the employee shall suffer no loss of seniority.
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Non-Bargaining Unit Transfer. Any employee in the bargaining unit who is promoted to a position outside of the bargaining unit, but within the Department, during the first six (6) months in that new position, will have the right to revert back to his/her previous position without loss of seniority. In the event the employee chooses to revert back to the bargaining unit and the employee is required to continue in the position until the employer is able to fill the vacancy, the employee shall suffer no loss of seniority. If the employee remains in the non-bargaining unit position for longer than six (6) months their seniority, for purposes of overtime and shift selection, shall be the date of transfer.
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Related to Non-Bargaining Unit Transfer

  • Bargaining Unit Roster The County will transmit to the Union a current listing

  • SINGLE BARGAINING UNIT The parties to this Agreement, along with all those employees whose employment is governed by this Agreement, constitute a single bargaining unit for the purposes of negotiating and implementing the terms of this Agreement. The form and operation of this single bargaining unit will be subject to this Agreement.

  • Bargaining Unit The term "bargaining unit" as used in this Agreement refers to the bargaining unit defined in Article 1, Recognition.

  • Bargaining Units The bargaining units shall consist of: (A) All full-time, sworn police officers below the rank of Sergeant who are employed by the City of Columbus, Ohio, Division of Police. (B) All full-time, sworn police officers holding the rank of Sergeant or above who are employed by the City of Columbus, Ohio, Division of Police, but excluding the Chief and Deputy Chiefs.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.