Common use of Impact Bargaining Clause in Contracts

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. 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 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 cancan not unilaterally request impact bargaining. 3. Impact bargaining shall not take continue past fifteen (15) calendar days from the first meeting, except by mutual agreement of the Partiesparties. 4. The Parties parties are required to bargain in good faith. If the Parties 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 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 party may raise the issue with the National Labor Relations Board (NLRB)(. This process is defined by in law by the NLRA and the policies of the NLRB.