Impact Bargaining. If the Broward Teachers Union believes that a waiver request impacts the collective bargaining agreement, the President of the Broward Teachers Union may request impact bargaining pursuant to provisions contained in PERC case law.
Impact Bargaining. If the Association wishes to bargain over the matter, it shall serve written notice upon the Board of such demand within ten (10) calendar days of receipt of the Board’s written notice provided pursuant to Section 18.04.
Impact Bargaining. The Employer will provide the Union with advance notice of planned changes, where such changes may impact bargaining unit employee wages or hours. The Union reserves the right under the National Labor Relations Act (NLRA) to bargain over the impacts to bargaining unit employees of the proposed change. To expedite the impact bargaining process, the Parties agree to the following principles:
1. Impact bargaining is limited to mandatory subjects, as defined by the NLRA, such as wage rates.
2. Impact bargaining may only be initiated by SEIU Local 503 or the Avamere President of the Nursing Home Division (or the President’s representative). Individual Union or Employer staff cannot unilaterally request impact bargaining.
3. Impact bargaining shall not continue past fifteen (15) calendar days from the first meeting, except by mutual agreement of the Parties.
4. The Parties are required to bargain in good faith. If the Parties are unable to reach an agreement within fifteen (15) calendar days from the start of impact bargaining, then the Employer may unilaterally implement the proposed change. ‘Good faith’ bargaining is defined by the NLRA, which requires the Parties to share information, meet to discuss the issue and work towards common sense solutions.
5. In the extremely unlikely event that either the Union or the Employer engages in ‘bad faith’ bargaining, then either Party may raise the issue with the National Labor Relations Board (NLRB). This process is defined in law by the NLRA and the policies of the NLRB.
Impact Bargaining. If the BTU believes that a waiver request impacts this Agreement, the President of the BTU may request impact bargaining pursuant to provisions contained in PERC case law.
Impact Bargaining. For items that the Association deems of sufficient import to be usually needing impact bargaining it shall be so indicated in a meeting of the LMRC called by the Association or agreed to by the two constituencies. Impact bargaining items decided upon need ratification by the Board and, at least, the full executive committee of the XXXX. Either the XXXX or the Board of Education may call a LMRC meeting to be held at a mutually agreed upon date and time. No later than five (5) school days after the date and time of the meeting has been agreed upon, each party shall provide the other party with a descriptive agenda which reviews the items to be discussed at the meeting. There shall be no less than one (1) LMRC meeting each semester.
Impact Bargaining. No current condition of employment which affects mandatory subjects of bargaining will be changed by the EMPLOYER without affording the FEDERATION notice and an opportunity to bargain regarding the impact of the change prior to its implementation.
Impact Bargaining. Items that the Association deems of sufficient import to be usually needing impact bargaining shall be so indicated in a meeting of the Labor Management Relations Committee called by the Association or agreed to by the two constituencies. Impact bargaining items decided upon need ratification by the Board and, at least, the full executive committee of the Association. Either the Association Executive Board or the Board may call a Labor Management Relations Committee meeting. No later than five (5) school days after the call has been issued, each party shall provide the other party with a descriptive agenda that reviews the items to be discussed at the meeting. A meeting of the Labor Management Relations Committee shall follow no later than fifteen (15) school days following the call for a meeting. Without any compromise to the grievance procedure, the Labor Management Relations Committee may attempt to mediate grievances brought before it by a teacher or group of teachers. When using the venue of the Labor Management Relations Committee, the usual time frames of the grievance procedure shall be held in abeyance, providing the initiation of the appeal to the Labor Management Relations Committee has been made in a timely manner and in writing, according to contract specifications relative to the event, or when the grievant(s) reasonably had knowledge of such event alleged as cause of any grievance. If mediation of a grievance (as defined by the collective bargaining agreement) fails, the Association reserves its right to process a timely filed grievance and to submit such grievance to binding grievance arbitration. If the parties agree, grievances may be processed directly to arbitration if the committee resolution process fails. No settlement offers of mediated grievances shall be admissible at any arbitration, but both parties are free to stipulate to any other facts or positions taken at the arbitration.
Impact Bargaining. If the City reclassifies any represented bargaining unit position(s), and there is a disagreement over whether the new classification remains in the bargaining unit or over representation of the new classification, the Union may request a meeting, to be held within ten (10) working days of the publication of the Notice of Personnel Action, to resolve the matter by mutual agreement prior to resorting to the procedures of ORS 243.682 to ORS 243.692.
Impact Bargaining. The City shall promptly notify the Association of the proposed RIF and extend meaningful opportunity for the Association to meet and confer over the negotiable effects of the proposed action.
Impact Bargaining. If any employees represented by the bargaining unit are laid off or displaced from their assigned classification as a result of contracting out of bargaining unit work, the City will meet with the Union to negotiate regarding the impact of the decision. Should such layoff of City employees occur, the City will encourage the contractor to hire the displaced employees. If the decision to contract out bargaining unit work results in the transfer of employees represented by the bargaining unit to another public employer, such transfer shall be governed by ORS 236- 610.
