APPROPRIATE ARRANGEMENTS Sample Clauses

APPROPRIATE ARRANGEMENTS. See the Labor-Management Relations Between the Parties Article 8, Section 6, and 5 U.S.C. Chapter 71.

APPROPRIATE ARRANGEMENTS. Appropriate arrangements for employees adversely affected by the exercise of any authority under this Article by Service officials.

APPROPRIATE ARRANGEMENTS. Section 1. The Employer’s policy is to ensure Union views and proposals are fully considered prior to implementing changes in working conditions. It is also the policy that all legal requirements of the Federal Labor Relations Statute be met. Section 2. The Employer is required to notify the Union before making changes that affect the working conditions of bargaining unit members. The Employer has the responsibility to provide notice even when changes are mandatory or necessary and even when the changes are considered to be an improvement over present conditions, but not when changes are de minimus. The Employer must negotiate with the Union, and not with individual employees. Section 3. When the Employer exercises their statutory rights in regard to employees, the Employer incurs the responsibility to notify the Union in order to provide them the opportunity to negotiate. The Union has the right to negotiate appropriate arrangements for employees adversely affected by the exercise of management’s rights under the Statute §7106(a). Section 4. This negotiation of appropriate arrangements is also referred to as Impact and Implementation (I&I) bargaining, which means that while the Union may not normally bargain over whether the Employer will make a certain change, it may negotiate over procedures which the Employer will observe in exercising its authority. Section 5. Notification to the Union should be made as soon as possible after the Employer has reached a decision that will trigger a bargaining obligation. Whenever possible, it may also be prudent to involve the Union prior to the decision making process, so that some employee input may be solicited through the Union and may be considered along with Union input. Although this may expedite any required negotiations, it does not negate the Employer’s obligation to afford the Union the opportunity to bargain once a decision is made. Normally the Union will provide their initial proposals for appropriate arrangements to the Employer within 10 workdays of receipt of the notification (see Section 6). If proposals cannot be provided within 10 workdays, the Union will contact the Employer; provide status and an anticipated date that proposals will be forwarded. If proposals are not presented by Union within the established time frame, the Employer will move forward with the change. Section 6. Notice to the Union may be handed to a Union officer or e-mailed, and a copy furnished to the Civilian Personnel Advisory...