Represented Positions Sample Clauses

The 'Represented Positions' clause defines which parties or individuals are being represented in a contractual agreement, typically by an agent, broker, or legal representative. It specifies the scope of representation, such as whether the agent is acting for the buyer, seller, or both, and may outline any limitations or exclusions regarding the parties covered. This clause ensures clarity about who is entitled to the agent's duties and protections, thereby preventing misunderstandings or disputes about representation during the course of the agreement.
Represented Positions. The bargaining unit to which this Agreement is applicable shall consist of all classified employees in the following general job classifications: "Office Managers, Administrative Assistants, and Elementary, Middle School, High School Office Assistants.” “Secretarial” Excluded: Executive Assistants to the Superintendent, Deputy Superintendent, Associate Superintendents, and Assistant Superintendents. Except as noted in Section 1.5, nothing within this Agreement pertains to employees not employed on a regular basis.
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Represented Positions. The University recognizes that subject to Articles 3.2.1
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Represented Positions. The bargaining unit shall consist of all full-time, paid Fire Department employees working for the City of Newport except for temporary, seasonal, supervisory, clerical, and confidential employees. The Union is recognized as the sole and exclusive bargaining agent for all employees in the bargaining unit as provided in the Public Employee Collective Bargaining Act (PECBA). The president of the Union or his/her designee is recognized as the sole and exclusive agent for the Union. The City Manager or his/her designee is recognized as the sole and exclusive agent for the City of Newport. The Union President and the City Manager, or their designees are authorized signatures for any and all changes, additions or deletions to any contract article or partial article. In the event that the City intends to create a new job classification, which is properly within the bargaining unit, it shall provide a copy of the job description to the Union and establish a temporary salary rate. The Agreement will then be subject to reopening to include only such new classification under the scope of this Agreement. The City shall not be precluded from filling the position during the period of negotiations.
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Represented Positions. The following positions are covered by this Agreement: Police Lieutenant, Police Captain.
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Represented Positions. 7 Employees who voluntarily transfer to a lower rated position shall be paid at the step of the new position 8 based on the employee’s length of time in the bargaining unit. This shall not apply to temporary positions.
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Represented Positions. ‌ The following positions are covered by this Agreement: Police Officer and Police Corporal.
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Represented Positions. The bargaining unit shall consist of all full-time, paid Fire Department employees working for the City of Newport except for temporary, seasonal, supervisory, clerical, and confidential employees. The Union is recognized as the sole and exclusive bargaining agent for all employees in the bargaining unit as provided in the Public Employee Collective Bargaining Act (PECBA). In the event that the City intends to create a new job classification, which is properly within the bargaining unit, it shall provide a copy of the job description to the Union and establish a temporary salary rate. The Agreement will then be subject to reopening to include only such new classification under the scope of this Agreement. The City shall not be precluded from filling the position during the period of negotiations.
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Represented Positions. The Non-Sworn Administrative Staff (Association) bargaining unit consists of the following represented positions:  Administrative Assistant  Analyst  Executive Assistant  Mechanic  Part-time Fire Inspector  Specialist
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Related to Represented Positions

  • New Positions a. The Board in consultation with the Association shall prepare a new job description whenever a new Position of Special Responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Teachers’ Association.

  • VACANCIES AND NEW POSITIONS 3.3.1 During the work year, written notices of vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must: a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and b. Possess the minimum skills and qualifications applicable to the vacant or new position. 3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions. 3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit. 3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period. 3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing. 3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal. 3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15. 3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor. 3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end. 3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary. 3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.

  • Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.