APPROPRIATE BARGAINING Sample Clauses

APPROPRIATE BARGAINING. A. Matters appropriate for negotiations are personnel policies and practices and other matters affecting working conditions. B. When the Employer proposes making a change in personnel polices and practices or other matters affecting working conditions, the Labor Organization will be notified in writing of the proposal(s) and the reason(s) for it/them. The Labor Organization will have ten (10) days from the date it receives the Employer’s proposal to submit their written request to negotiate and their proposals pertaining to the matter. Failure to submit such a request and proposals within the time limits prescribed will be considered that the change proposed by the Employer has been agreed to in its entirety. If the change itself is not subject to negotiations, its impact upon Technician and procedures for implementing the change will be negotiated. C. Should a dispute between the parties occur over the negotiability of a matter, the parties will request a determination be made by appropriate higher authority in accordance with Title 5 U.S.C.
Sample 1
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APPROPRIATE BARGAINING. In accordance with The Statute/Public Law, The Association will be afforded its right to appropriately bargain and make appropriate arrangements, on conditions of employment, to include both personnel policies and practices and matters affecting working conditions at the state or local level. Matters that significantly affect more than one work area will be conducted at the state level. TECHNICIAN NAME: DIRECTORATE/WING: DATE OF HIRE: POSITION TITLE: SPONSOR’S NAME: (PRINT) FIRST LINE SUPERVISOR: (PRINT) 1. Attendance/Hours of Work (HRO Form 115/Work Schedule Change) 2. Uniform Requirements
Sample 1
APPROPRIATE BARGAINING. ‌ a. All matters appropriate for consultation or negotiations, at the state or local level, in accordance with public law or regulation, will be addressed upon request of either party provided they are consistent with the terms of this agreement. Management recognizes the obligation to bargain on those matters with respect to 5 USC Chapter 71 and other applicable laws, rules, and regulations. Matters appropriate for negotiations include, but are not limited to, personnel policies, practices and matters which affect working conditions. b. WVNG management officials agree to meet and confer as soon as practicable to discuss appropriate bargaining issues. Changes and decisions based on approved issues will not be implemented before bargaining, unless they pose a general health and safety concern for recognized hazards, and assessments of other hazards.
Sample 1

Related to APPROPRIATE BARGAINING

  • Collective Bargaining The School shall be subject to collective bargaining under Ch. 89, HRS, and shall comply with the master agreements as negotiated by the State; provided that the School may enter into supplemental collective bargaining agreements that contain cost and non-cost items to facilitate decentralized decision-making. The School shall provide a copy of any supplemental collective bargaining agreement to the Commission.

  • 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.

  • 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.

  • Central Bargaining Notwithstanding the foregoing provisions, in the event the parties to this Agreement agree to negotiate for its renewal through the process of central bargaining, either party to this Agreement may give notice to the other party of its desire to bargain for amendments on local matters proposed for incorporation in the renewal of this Agreement and negotiations on local matters shall take place during the period from 120 to 60 days prior to the termination date of this Agreement. Negotiations on central matters shall take place during the period commencing forty-five days prior to the termination date of this Agreement. It is understood and agreed that "local matters" means, those matters which have been determined by mutual agreement between the central negotiating committees respectively representing each of the parties to this Agreement as being subjects for local bargaining directly between the parties to this Agreement. It is also agreed that local bargaining shall be subject to such procedures that may be determined by mutual agreements between the central negotiating committees referred to above. For such purposes, it is further understood that the central negotiating committees will meet during the sixth month prior to the month of termination of this Agreement to convey the intentions of their principals as to possible participation in central negotiations, if any, and the conditions for such central bargaining.

  • Local Bargaining 2.4.1 Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence local bargaining by a School Division or the Association must be served after, but not more than 60 days after, the collective agreement referred to in section 11(4) of PECBA has been ratified or the central terms have otherwise been settled. 2.4.2 A notice referred to in subsection 2.4.1 is deemed to be a notice to commence collective bargaining referred to in section 59(1) of the Labour Relations Code.

  • Bargaining unit members shall earn their salary at the Equalized Daily rate. A bargaining unit member’s Equalized Daily Rate of Pay shall be calculated based upon dividing the annual salary by the number of paid days in the bargaining unit member’s work calendar. Upon termination, bargaining unit members shall be paid through their last day worked at the Equalized Daily rate.

  • Sole Bargaining Agency The Employer recognizes the Union as the sole bargaining agency on behalf of the employees for whom the Union has been certified as bargaining agent with respect to wages, hours of work, terms and conditions of employment during the life of this Agreement.

  • Work of the Bargaining Unit (a) In order to protect the standard of nursing care, the Employer shall not contract out the work normally performed by members of this bargaining unit except: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.

  • Exclusive Bargaining Agent The unit recognized by the public employer and certified by PERC as the unit designated or selected by a majority of public employees as their representative for purposes of collective bargaining.

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

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