Common use of Contracting Out Bargaining Unit Work Clause in Contracts

Contracting Out Bargaining Unit Work. ‌ At least sixty (60) days prior to the Board of Supervisors taking formal action to contract out Bargaining Unit work represented by the Union, the Department Head will inform the County Administrator, the Human Resources Department, and the Union in writing of any substantial efforts being undertaken by the Department to consider contracting out such Bargaining Unit work, will share with the Union any reports on such matters (including any cost benefit analyses) addressed to the Board of Supervisors, and, upon request of the Union, will meet and discuss the contracting out proposal with the Union. If the Board of Supervisors decides, by legislative action, to contract out any Bargaining Unit work, the County will send (hand delivered or by certified mail, return receipt requested) a written 90-calendar day notice to each employee represented by the Union who will lose his or her allocated position or will have his or her regular work schedule reduced as a result of the contracting out action. The County will send the Union copies of all employee notices. The 90-day notice will specify that the employee will lose his or her position or will have a reduction in work hours effective 90 calendar days from the date the employee receives the notice. If the County should decide to layoff or reduce the work hours of an employee prior to the expiration of the 90-day notice period, the employee shall receive regular pay and benefits for the amount of the employee’s regular workdays remaining within the 90-day notice period. In the event that an employee receives a 90-day notice under this Section, the County will continue to make a reasonable effort to place the affected employee in another available position(s) within the County for which the employee is qualified consistent with applicable Civil Service Rules and other related employment requirements. In return for the foregoing, the Union agrees the County is under no obligation under state law or the County Employee Relations Policy to meet and confer with the Union over either the decision to contract out Bargaining Unit work or the impact to represented employees resulting from such contracting out. During the 90-day notice period, the Union and the County agree to collaboratively discuss possible options/alternatives to mitigate negative impacts on represented employees.

Contracting Out Bargaining Unit Work. ‌ At least sixty (60) days prior Prior to the Board of Supervisors taking formal action to contract out Bargaining Unit bargaining unit work represented by the Union, the Department Head will inform the County Administrator, the Human Resources Department, and the Union in writing of any substantial efforts being undertaken by the Department to consider contracting out such Bargaining Unit bargaining unit work, will share with the Union any reports on such matters (including any cost benefit analyses) addressed to the Board of Supervisors, and, upon request of the Union, will meet and discuss the contracting out proposal with the Union. If the Board of Supervisors decides, by legislative action, to contract out any Bargaining Unit bargaining unit work, the County will send (hand delivered or by certified mail, return receipt requested) a written 90-calendar day notice to each employee represented by the Union who will lose his or her allocated position or will have his or her regular work schedule reduced as a result of the contracting out action. The County will send the Union copies of all employee notices. The 90-day notice will specify that the employee will lose his or her position or will have a reduction in work hours effective 90 calendar days from the date the employee receives the notice. If the County should decide to layoff or reduce the work hours of an employee prior to the expiration of the 90-day notice period, the employee shall receive regular pay and benefits for the amount of the employee’s regular workdays remaining within the 90-day notice period. In the event that an employee receives a 90-day notice under this Section, the County will continue to make a reasonable effort to place the affected employee in another available position(s) within the County for which the employee is qualified consistent with applicable Civil Service Rules and other related employment requirements. In return for the foregoing, the Union agrees the County is under no obligation under state law or the County Employee Relations Policy to meet and confer with the Union over either the decision to contract out Bargaining Unit bargaining unit work or the impact to represented employees resulting from such contracting out. During the 90-day notice period, the Union and the County agree to collaboratively discuss possible options/alternatives to mitigate negative impacts on represented employees.

Contracting Out Bargaining Unit Work. ‌ At least sixty (60) days prior Council Notice‌ Prior to the Board of Supervisors taking formal action to contract out Bargaining Unit work represented by the UnionCouncil, the Department Head will inform the County Administrator, the Human Resources Department, and the Union Council in writing of any substantial efforts being undertaken by the Department to consider contracting out such Bargaining Unit workUnit, will share with the Union Council any reports on such matters (including any cost benefit analyses) addressed to the Board of Supervisors, and, upon request of the UnionCouncil, will meet and discuss the contracting out proposal with the UnionCouncil. If the Board of Supervisors decides, by legislative action, to contract out any Bargaining Unit work, the County will send (hand delivered or by certified mail, return receipt requested) a written 90-calendar day notice to each employee represented by the Union Council who will lose his or her allocated position or will have his or her regular work schedule reduced as a result of the contracting out action. The County will send the Union Council copies of all employee notices. The 90-day notice will specify that the employee will lose his or her position or will have a reduction in work hours effective 90 calendar days from the date the employee receives the notice. If the County should decide to layoff or reduce the work hours of an employee prior to the expiration of the 90-day notice period, the employee shall receive regular pay and benefits for the amount of the employee’s regular workdays remaining within the 90-day notice period. In the event that an employee receives a 90-day notice under this Section, the County will continue to make a reasonable effort to place the affected employee in another available position(s) within the County for which the employee is qualified consistent with applicable Civil Service Rules and other related employment requirements. In return for the foregoing, the Union Council agrees the County is under no obligation under state law or the County Employee Relations Policy to meet and confer with the Union Council over either the decision to contract out Bargaining Unit work or the impact to represented employees resulting from such contracting out. During the 90-day notice period, the Union Council and the County agree to collaboratively discuss possible options/alternatives to mitigate negative impacts on represented employees.

Contracting Out Bargaining Unit Work. ‌ At least sixty (60) days prior Prior to the Board of Supervisors taking formal action to contract out Bargaining Unit bargaining unit work represented by the Union, the Department Head will inform the County Administrator, the Human Resources Department, and the Union in writing of any substantial efforts being undertaken by the Department to consider contracting out such Bargaining Unit bargaining unit work, will share with the Union any reports on such matters (including any cost benefit analyses) addressed to addressedto the Board of Supervisors, and, upon request of the Union, will meet and discuss the contracting out proposal with the Union. If the Board of Supervisors decides, by legislative action, to contract out any Bargaining Unit bargaining unit work, the County will send (hand delivered or deliveredor by certified mail, return receipt requested) a written 90-calendar day notice to each employee represented by the Union who will lose his or her allocated position or will have his or her regular work schedule reduced as a result of the contracting out action. The County will send the Union copies of all employee notices. The 90-day notice will specify that the employee will lose his or her position or will have a reduction in work hours effective 90 calendar days from the date the employee receives the notice. If the County should decide to layoff or reduce the work hours of an employee prior to the expiration of the 90-day notice period, the employee shall receive regular pay and benefits for the amount of the employee’s regular workdays remaining within the 90-90- day notice period. In the event that an employee receives a 90-day notice under this Section, the County will continue to make a reasonable effort to place the affected employee in another available position(s) within the County for which the employee is qualified consistent with applicable Civil Service Rules and other related employment requirements. In return for the foregoing, the Union agrees the County is under no obligation under state law or the County Employee Relations Policy to meet and confer with the Union over either the decision to contract out Bargaining Unit bargaining unit work or the impact to represented employees resulting from such contracting out. During the 90-day notice period, the Union and the County agree to collaboratively discuss possible options/alternatives to mitigate negative impacts on represented employees.

Contracting Out Bargaining Unit Work. ‌ At least sixty (60) days prior Prior to the Board of Supervisors taking formal action to contract out Bargaining Unit bargaining unit work represented by the Union, the Department Head will inform the County Administrator, the Human Resources Department, and the Union in writing of any substantial efforts being undertaken by the Department to consider contracting out such Bargaining Unit bargaining unit work, will share with the Union any reports on such matters (including any cost benefit analyses) addressed to the Board of Supervisors, and, upon request of the Union, will meet and discuss the contracting out proposal with the Union. If the Board of Supervisors decides, by legislative action, to contract out any Bargaining Unit bargaining unit work, the County will send (hand delivered or by certified mail, return receipt requested) a written 90-calendar day notice to each employee represented by the Union who will lose his or her allocated position or will have his or her regular work schedule reduced as a result of the contracting out action. The County will send the Union copies of all employee notices. The 90-day notice will specify that the employee will lose his or her position or will have a reduction in work hours effective 90 calendar days from the date the employee receives the notice. If the County should decide to layoff or reduce the work hours of an employee prior to the expiration of the 90-day notice period, the employee shall receive regular pay and benefits for the amount of the employee’s regular workdays remaining within the 90-day notice period. In the event that an employee receives a 90-day notice under this Section, the County will continue to make a reasonable effort to place the affected employee in another available position(s) within the County for which the employee is qualified consistent with applicable Civil Service Rules and other related employment requirements. In return for the foregoing, the Union agrees the County is under no obligation under state law or the County Employee Relations Policy to meet and confer with the Union over either the decision to contract out Bargaining Unit bargaining unit work or the impact to represented employees resulting from such contracting out. During the 90-day notice period, the Union and the County agree to collaboratively discuss possible options/alternatives to mitigate negative impacts on represented employees.

Contracting Out Bargaining Unit Work. ‌ At least sixty (60) days prior Prior to the Board of Supervisors Trustees taking formal action to contract out Bargaining Unit bargaining unit work represented by the Union, the Department Head SSRRH will inform the County Administrator, the Human Resources Department, and the Union in writing of any substantial efforts being undertaken by the Department SSRRH to consider contracting out such Bargaining Unit bargaining unit work, . SSRRH will share with the Union any reports on such matters (including any cost benefit analyses) addressed to the Board of SupervisorsTrustees, and, upon request of the Union, will meet and discuss the contracting out proposal with the Union. If the Board of Supervisors decides, by legislative action, Trustees takes formal action to contract out any Bargaining Unit bargaining unit work, the County SSRRH will send (hand delivered or by certified mail, return receipt requested) a written 90-calendar day notice to each employee represented by the Union who will lose his or his/her allocated position or will have his or her regular be reduced in regularly scheduled work schedule reduced hours as a result of the contracting out action. The County SSRRH will send the Union copies a copy of all employee notices. The 90-day notice will specify that the employee will lose his or his/her position or will have a reduction be reduced in work hours effective 90 calendar days from the date the employee receives the notice. If the County SSRRH should decide to layoff or reduce the work hours of an employee prior to the expiration of the 90-day notice period, the employee shall receive regular pay and benefits for the amount of the employee’s regular workdays work days remaining within the 90-day notice period. In the event that an employee receives a 90-day notice under this Sectionnotice, the County SSRRH will continue to make a reasonable effort to place the affected employee in another other available position(s) positions within the County SSRRH for which the employee is qualified consistent with applicable Civil Service Rules layoff and other related employment requirementsrestoration language of this Agreement. In return for the foregoing, the Union agrees the County SSRRH is under no obligation under state or federal law or the County Employee Relations Policy to meet and confer with the Union over either the decision to contract out Bargaining Unit bargaining unit work or the impact to represented employees resulting from such contracting out. During the 90-day notice period, the Union and the County agree to collaboratively discuss possible options/alternatives to mitigate negative impacts on represented employees.