RECOGNITION AND ELIGIBILITY Clause Samples

RECOGNITION AND ELIGIBILITY. Northeast Center for Youth and Families, Inc. (NCYF), hereinafter referred to as the Agency or Employer, recognizes Local 2322 & United Automobile, Aerospace and Agricultural Implement Workers, hereinafter referred to as the Union, as the sole and exclusive bargaining agent for regular full-time and regular part-time Residential Counselors (RC) and Lead Residential Counselors in Massachusetts. Excluded from the bargaining unit described above are: Shift Managers, supervisors, Nurses, and managerial, administrative and clerical employees in Northeast Center for Youth and Families, Inc. The terms "Residential Counselor" and “Residential Counselors" as used hereinafter in this Agreement, refer to only such persons who are within the bargaining unit, as defined above, except as may be specifically mentioned. Typically, full time employee schedules are 40 hours in one week. The term "full-time Residential Counselor” is defined as a Residential Counselor who regularly scheduled to work thirty-seven and a half (37.5) hours in a one-week period. The term "part-time Residential Counselor” is defined as a Residential Counselor regularly and normally scheduled to work less than thirty-seven and a half (37.5) hours, but at least twenty (20) hours per week. Part-time Residential Counselors are eligible for pro-rated benefits. In the use of relief/temporary employees, NCYF will not fill union positions with non-union employees on a permanent basis. In case of any ongoing uses of relief/temporary employees in specific union positions or schedules, NCYF will provide notice to the UAW regarding efforts made to fill the position with a full time union member. Relief employees who have worked in a defined UAW schedule for more than (twelve)12 consecutive weeks will accept a permanent UAW position that is open at that time, or be removed from that defined scheduled. Exceptions can be made for Leaves of Absence (LOA’s), that exceed (twelve) 12 weeks, or when staffing openings exceed 50% of required staffing in a program.
View SourceView Similar (3)
RECOGNITION AND ELIGIBILITY. The College recognizes the Association as the exclusive bargaining representative for a unit of adjunct faculty librarian and adjunct faculty counselor employees as follows: All adjunct librarians and adjunct counselors currently employed at ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ College who are assigned to work a minimum of ten (10) hours per week, on average, for at least four (4) consecutive academic semesters, excluding the summer term, and who are not currently in an existing bargaining unit; provided, however, that any adjunct librarians or adjunct counselors who satisfy the four (4) consecutive academic semester requirement as of the Fall 2004 semester, regardless of their average weekly work hours, shall be eligible for bargaining unit inclusion. Bargaining unit eligibility shall commence at the beginning of the fourth consecutive academic semester in which the adjunct librarian or adjunct counselor is assigned to work at least ten (10) hours per week, on average, excluding the summer term. Excluded from the unit are all adjunct librarians and adjunct counselors who do not meet the bargaining unit eligibility criteria set forth above. All administrators, full- time faculty, professional-technical employees, classified employees, custodial- maintenance and roads and grounds employees, public safety employees, retired administrators and retired faculty; and excluding any short-term employees, supervisory employees, confidential employees, managerial employees, students, and any other employees excluded under Section 2 of the Illinois Educational Labor Relations Act.
View Source
RECOGNITION AND ELIGIBILITY 
View Source

Related to RECOGNITION AND ELIGIBILITY

  • RECOGNITION AND COVERAGE 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater.

  • RECOGNITION AND MEMBERSHIP 16 Section 1. The Hospital recognizes the Association as the collective bargaining 17 representative with respect to wage rates, hours of work, and other conditions of 18 employment for a bargaining unit composed of all categories of registered nurses 20 Hospital shall not challenge the status of bargaining unit nurses or assert that 21 bargaining unit nurses are supervisors.

  • RECOGNITION AND SCOPE 1.01 The Company agrees to recognize the Union as the sole collective bargaining agent for employees covered by this Agreement. 1.02 This Agreement shall apply to all Craft and Services employees of the Company covered by the certification order of The Canada Labour Relations Board dated May 28, 1976. When the parties mutually agree that a new occupation established during the term of this Agreement has clearly a number of significant points in common with the other occupations within the unit, such new occupation shall fall within the scope of this Agreement.

  • Recognition of Previous Experience (a) The Employer will recognize recent related RN experience on the basis of one (1) annual increment for each one (1) year of service up to the maximum of the grid. Part-time service shall be recognized on the basis of fifteen hundred (1500) hours paid in previous employment equals one (1) year of service. It shall be the responsibility of a newly hired employee to make a claim of recent and related experience within the probationary period in order to be considered for a salary increment. If she/he fails to make a claim in the specified time period or fails to provide reasonable proof of recent related experience, she/he shall not be entitled to recognition.

  • RECOGNITION AND NEGOTIATIONS The Employer or anyone authorized to act on their behalf recognizes the Union as the sole collective bargaining agency for its employees classified and covered by this Agreement. The Employer agrees to negotiate with the Union or anyone authorized to act on behalf of the Union, in any and all matters affecting the relationship between the parties to this Agreement.