Framework for Collective Bargaining Sample Clauses

Framework for Collective Bargaining. 4.01 The parties shall commence bargaining for a successor agreement on February 1 of the last year of this Agreement. 4.02 It is agreed that the parties will jointly request the services of the Federal Mediation and Conciliation Service (FMCS) if either party to this Agreement declares impasse. Should FMCS be unavailable, the parties shall immediately commence discussions as to a replacement. In the event that the parties cannot agree upon a replacement, the Illinois Educational Labor Relations Board shall be notified. 4.03 There shall be two signed copies of any final agreement. One copy shall be retained by the Employer and one by the Association. 4.04 The parties acknowledge that during the negotiations which resulted in this Agreement and its appendices, each had the unlimited right and opportunity to make demands and proposals with respect to any matter or subject not removed by law or by specific agreement of the parties from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right are set forth in this Agreement. Therefore, the Board and the Association for the life of this Agreement, each voluntarily and unqualifiedly, waives any right which might otherwise exist under the law, practice, or custom, to negotiate any further agreements effective for or during the term of this Agreement. However, this Agreement may contain waivers on specific provisions which supersede this general provision.
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Framework for Collective Bargaining. EOPA shall notify the Employer of its intent to bargain not less than sixty (60) days before the expiration of this Agreement. The parties mutually agree that it is undesirable to interrupt the school program or the occupational responsibilities of the Board members for the purpose of negotiations. Therefore, every effort will be made to schedule meetings when all parties are free from such responsibilities. When negotiations are conducted during regular work hours, released time shall be provided for EOPA’s negotiating committee members. It is agreed that the parties will jointly request the Federal Mediation and Conciliation Service (FMCS) if either party to this Agreement declares impasse. Should FMCS be unavailable, the parties shall immediately commence discussions as to a replacement. The Illinois Educational Labor Relations Board shall be notified. Within thirty (30) days after the agreement is signed, copies of this Agreement shall be printed at the expense of the Employer and presented to each bargaining unit member now employed or hereafter employed. In addition, the Employer shall provide EOPA copies of the Agreement without charge to EOPA.
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Framework for Collective Bargaining. The parties shall commence bargaining for a suc- cessor agreement as per the Illinois Educational Labor Relations Act and its Rules and Regulations. The parties mutually agree that it is undesirable to interrupt the school program or the occupational re- sponsibilities of the Board members for the purposes of negotiations. Therefore, every effort will be made to schedule meetings when all involved personnel are free from such responsibilities. When negotiations are conducted during regular work hours, release time shall be provided for the Association’s negotiating commit- tee members. It is agreed that the parties will jointly request the Federal Mediation and Conciliation Service (FMCS) if either party to this Agreement declares impasse. Should FMCS be unavailable, the parties shall imme- diately commence discussions as to a replacement, the Illinois Educational Labor Relations Board shall be notified. Within thirty (30) days after the Agreement is signed, copies of this Agreement shall be printed at the expense of the Employer and presented to the As- sociation President for distribution to each bargaining unit member. In addition, the Employer shall provide to the Association President one hundred (100) copies of the Agreement. The Association President shall be responsible for delivering copies of the Agreement to new bargaining unit members.
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Framework for Collective Bargaining. 2.1 Representatives of the Board, Administration and the Association shall meet during each trimester. Tentative dates will be determined at the start of each school year. 2.2 Anytime a mediator is to be called in accordance with the rules established by the IELRA, the parties will request one from the Federal Mediation and Conciliation Service. Should FMCS be unavailable, the parties will attempt to select a mutually agreed to replacement prior to contacting the Illinois Educational Labor Relations Board. 2.3 The Association will distribute the Agreement to current employees. The Association shall provide all newly hired employees with a copy of the agreement. The Association will prepare a document of the ratified Agreement and after review by the Board, the Board will post the agreement according to current posting requirements.
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Framework for Collective Bargaining. 2.1 ILLINOIS EDUCATION LABOR RELATIONS ACT
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Framework for Collective Bargaining. Good Faith Bargaining
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Framework for Collective Bargaining. Workload language (Article 13): The Collective Agreement already required a reasonable and equitable distribution of workload, a transparent process of workload allocation, and the assignment of workload appropriate for the rank and requirements of each appointment type. There are two new workload provisions for faculty: Preamble: Respect for all of the assigned elements of each member’s appointment-type. For instance, Educational Leadership stream faculty are required to engage in teaching, service, and Educational Leadership. Their workload assignments need to permit appropriate time for all of those elements of their appointment. (“consideration shall be given to the balance of…areas to afford the member adequate opportunity to perform their responsibilities.”).
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Framework for Collective Bargaining. 2.1 The Illinois Educational Labor Relations Act shall serve as a non-binding guideline for future contract negotiations between the parties. 2.2 When either of the parties makes an official request for mediation, mediators will be obtained from the Federal Mediation and Conciliation Service. 2.3 The parties may modify or amend this agreement only by mutual consent. Such changes shall be reduced to writing, ratified, and signed by the parties and become an amendment to and considered a part of this Agreement. 2.4 Within thirty (30) days after the Agreement is signed, copies of this Agreement shall be printed at the expense of the Employer and presented to the Association for distribution to each Bargaining Unit Member now and hereafter employed. In addition, the Employer shall provide ten (10) copies of the Agreement without charge to the Association. The Association shall assume the cost of printing and copying the successor Agreement. The parties will alternate that responsibility.
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Framework for Collective Bargaining 
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Related to Framework for Collective 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.

  • Collective Bargaining Agreement The term “

  • Collective Bargaining Agreements This chapter shall be superseded by a collective bargaining agreement that expressly so provides.

  • 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.

  • SCOPE OF BARGAINING All matters pertaining to wages, hours or terms and other conditions of employment and the continuation, modification, or deletion of an existing provision of the Collective Bargaining Agreement are subject to collective bargaining between the parties.

  • NATURE OF THE BARGAINING UNIT 1.01 The Employer recognizes the Union as the sole and exclusive bargaining agency for all of its employees working at The Fairmont Winnipeg, in the City of Winnipeg, in the Province of Manitoba, save and except the Administrative/Clerical persons employed in the Sales/Marketing and Catering departments, those persons employed in the Engineering/Maintenance, Accounting and Human Resources departments, Security staff, Supervisors, Managers, those above the rank of Supervisor and/or Manager and those excluded by the Act. 1.02 The Employer agrees not to increase the number of Assistant Banquet Managers excluded from the bargaining unit beyond six (6) except for legitimate business reasons. When doing so, the Employer shall inform the Union. 1.03 The Employer shall provide the Union with a list containing the current names, social insurance numbers, classifications and rates of pay of all bargaining unit employees, whenever a written request to do so is received from the Union. The Union agrees that it will not make such request more often than once in a calendar year. 1.04 The parties recognize that employees of the Employer in supervisory positions, or above the rank of Supervisor, may (when the situation so requires) help employees covered by this collective agreement in order to maintain the quality of service to customers, and in this case may also perform work currently done by current employees of the bargaining unit. Such work must not, however, cause the elimination of any position now covered in the collective agreement. (a) will not apply. Notwithstanding the foregoing, an employee of the Employer working in a position not covered by the collective agreement, may continue work presently being performed but shall not assume additional duties if this would cause the elimination of a position now covered in the collective agreement.

  • 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.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

  • 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.

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