EXISTING RULES AND PRACTICES. The County policies and procedures, including the Employee Handbook and Fire Rescue Service SOPs are hereby incorporated by reference into this Agreement. This includes numbered memos which are to be attached as an appendix to the SOPs. Where there is a conflict between these policies, procedures, Employee Handbook and SOPs and the express terms of this Agreement, the Agreement will prevail. The Union agrees that such policies, procedures, Employee Handbook and SOPs may be formulated, amended, revised and implemented at the sole and exclusive discretion of the County; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious. In the event that a contemplated change is to be made, the County shall provide at least ten (10) calendar days’ notice of such change to the Union President, in writing, with the exception of those changes which, if not implemented immediately, would pose a safety risk to employees or the public. Relative to any such contemplated changes, the Grievance and Arbitration provisions of this agreement shall be limited to whether or not such contemplated changes are arbitrary, capricious and/or violate the express terms of this Agreement. Any such grievance shall be initiated, in writing, at the fourth (4th) step of the Grievance procedure within ten (10) calendar days of notification of such contemplated change(s).
EXISTING RULES AND PRACTICES. The County policies and procedures, including the Employee Handbook, Polk County Fire Rescue Clinical Care Guidelines, policies, procedures, memorandum or written guidelines are hereby incorporated by reference into this Agreement. Where there is a conflict between these policies, procedures, memorandum, written guidelines or Employee Handbook and the express terms of this Agreement, the Agreement will prevail. The Union agrees that such policies, procedures, memorandum, written guidelines and Employee Handbook may be formulated, amended, revised and implemented at the sole and exclusive discretion of the County; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious. Relative to any such changes, the Grievance and Arbitration provisions of this agreement shall be limited to whether or not such changes are arbitrary, capricious and/or violate the express terms of this Agreement. Any such grievance shall be initiated, in writing, at the third (3rd) step of the Grievance procedure within ten (10) calendar days of the change(s) being implemented. To the extent required by law the County will engage in impact bargaining; provided that such bargaining must be requested within ten (10) calendar days of notice under this Section or the bargaining obligation is waived.
EXISTING RULES AND PRACTICES. Section 1. The County policies, procedures, and County Employee Handbook, are hereby incorporated by reference into this Agreement. Where there is a conflict between the County’s policies, procedures and the County Employee Handbook and the express terms of this Agreement, the Agreement will prevail. The Federation agrees that such policies, procedures and Employee Handbook may be formulated, amended, revised and implemented at the sole and exclusive discretion of the County Manager; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious. In the event that a contemplated change is to be made, the County Manager shall provide at least 21 day notice of such change to the Federation with the exception of those changes which, if not implemented immediately, would pose a safety risk to employees or the public. The Grievance and Arbitration provisions of this agreement shall be limited to whether or not the contemplated changes are arbitrary, capricious and/or violate the express terms of this Agreement. Any such grievance shall be initiated, in writing, at the third (3rd) step of the Grievance procedure. This section shall also apply to safety manuals, standard operating procedures (SOPs), and other standards currently utilized by the various work units throughout the County.
EXISTING RULES AND PRACTICES. 8.1 A Police Department rule, resolution, policy or procedure now in existence in conflict with this Agreement shall be resolved by modification of such rule, regulation, policy or procedure to be compatible with this Agreement.
EXISTING RULES AND PRACTICES. Section I. It is agreed and understood that the Fire Department currently has Standard Operating Procedures (SOP'S), policies, rules and regulations. The Union agrees that such SOP's, policies, rules and regulations may be formulated, amended, revised and implemented at the sole and exclusive discretion of the Fire Chief; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious. In the event that a contemplated change is to be made, the Fire Chief shall provide at least seven (7) days' notice of such change to the Union with the exception of those changes which, if not implemented immediately, would pose a safety risk to employees or the public. In the event that the Union objects to any such contemplated change, the issue of whether or not the contemplated change is arbitrary or capricious shall be subject to the grievance and arbitration provisions of this Agreement.
EXISTING RULES AND PRACTICES. 8.1 Conflicts with a Disagreement: A Police Department rule, resolution, policy or procedure now in existence in conflict with this Agreement shall be resolved by modification of such rule, regulation, policy or procedure to be compatible with this Agreement.
