PROHIBITION OF JOB ACTION. Notwithstanding any other provision of this Memorandum of Agreement to the contrary, both parties and each employee in a classification represented by the Association agree that:
A. The unimpaired continuation of County services is of paramount importance to County residents. Therefore, during the term of this Memorandum of Agreement and during the course of the meet and confer process necessary to conclude a successor Agreement to this Memorandum of Agreement, inclusive of completion of the full impasse process (Article IV, Section 4, of the San Diego County Labor Relations Ordinance), not to exceed one hundred eighty (180) days from the declaration of impasse or from the expiration of this Memorandum of Agreement, or from any other extensions agreed to by the parties which may extend the period beyond one hundred eighty (180) days, neither the Association nor any employee represented by the Association shall cause, authorize, engage in, or sanction any type of job action which results in less than the full and faithful performance of the duties of employment.
B. An employee who engages in an activity prohibited in Paragraph A herein above shall not be entitled to any wages or County-paid benefits whatsoever for the period of the job action. To effectuate this provision, the County may, subject to reasonable notification and opportunity to state, in writing, the employee's position, make payroll adjustments in individual employee's warrants.
C. In addition to the administrative adjustments authorized by Paragraph B hereinabove, the County reserves the right to take appropriate disciplinary action for such job action including, but not limited to discharge.
D. If the Board of Supervisors, by majority vote, determines to its satisfaction, that Paragraph A hereinabove has been violated by the Association, the County may take reasonable action(s), exclusive of decertification, against the Association.
E. The Association, its representatives, and represented County employees shall comply with the provisions of this Memorandum of Agreement and shall make every effort toward inducing all employees in this unit to fully and faithfully perform their duties. In the event of any activity prohibited by Paragraph A hereinabove, the Association, its representative, and represented County employees agree to take appropriate steps necessary to assure compliance with this Memorandum of Agreement.
PROHIBITION OF JOB ACTION. During the term of this Agreement and for ninety (90) days thereafter, no work stoppages, strikes, slowdowns, work actions, or picketing, other than informational picketing, shall be caused or sanctioned by the Association. In the event any employee covered by this Agreement, or the Association, violates the provisions of this Article and the Association fails to exercise good faith to take effective action in halting the work action, the Association and the employees involved shall be deemed in violation of this Article and the County shall be entitled to seek all remedies available to it. During the period referenced in the paragraph above, the County will not take action to lock out employees covered by this Agreement.
PROHIBITION OF JOB ACTION. Notwithstanding any other provision of this Memorandum of Agreement to the contrary, both parties and each employee in a classification represented by the Association agree that:
A. The unimpaired continuation of County services is of paramount importance to County residents. Therefore, during the term of this Memorandum of Agreement and for a ninety (90) calendar day period following the expiration of the term of this Memorandum of Agreement or conclusion of the full impasse process (Article IV, Section 4, of the San Diego County Labor Relations Ordinance) whichever occurs later, neither the Association nor any employee represented by the Association shall cause, authorize, engage in, or sanction any type of job action which results in less than the full and faithful performance of the duties of employment.
B. An employee who engages in any activity prohibited in Subsection A herein above, shall not be entitled to any wages or County-paid benefits whatsoever for the period of the job action. To effectuate this provision, the County may, subject to reasonable notification and opportunity to state, in writing, the employee's position, make payroll adjustments in individual employee's warrants. . In addition to the administrative adjustments authorized by Subsection B hereinabove, the County reserves the right to take appropriate disciplinary action for such job action including, but not limited to, discharge.
PROHIBITION OF JOB ACTION. Notwithstanding any other provision of this Memorandum of Agreement to the contrary, both parties and each employee in a classification represented by the Association agree that:
A. The unimpaired continuation of County services is of paramount importance to County residents. Therefore, during the term of this Memorandum of Agreement and during the course of the meet and confer process necessary to conclude a successor Agreement to this Memorandum of Agreement, inclusive of completion of the full impasse process (Article IV, Sections 3 and 4, of the San Diego County Labor Relations Ordinance #8588), not to exceed one hundred eighty (180) days from the declaration of impasse or from the expiration of this Memorandum of Agreement, or from any other extensions agreed to by the parties which may extend the period beyond one hundred eighty (180) days, neither the Association nor any
PROHIBITION OF JOB ACTION. (Cont’d) ARTICLE 17. RE-OPENER PROVISIONS
PROHIBITION OF JOB ACTION. Notwithstanding any other provision of this Memorandum of Agreement to the contrary, both parties and each employee in a classification represented by the Association agree that:
A. The unimpaired continuation of County services is of paramount importance to County residents. Therefore, during the term of this Memorandum of Agreement and for a one hundred and eighty (180) calendar day period following the expiration of the term of this Memorandum of Agreement or conclusion of the
PROHIBITION OF JOB ACTION. (Cont’d)
B. An employee who engages in an activity prohibited in Article 14, Section A. hereinabove, shall not be entitled to any wages or County-paid benefits whatsoever for the period of the job action. To effectuate this provision, the County may, subject to reasonable notification and opportunity to state, in writing, the employee's position, make payroll adjustments in individual employee's warrants.
C. In addition to the administrative adjustments authorized by Article 14, Section B. hereinabove, the County reserves the right to take appropriate disciplinary action for such job action including, but not limited to, discharge.
D. If the Board of Supervisors, by majority vote, determines to its satisfaction, that Article 14, Section A. hereinabove has been violated by the Association, the County may take action(s) as it deems appropriate.
E. The Association, its representatives, and represented County employees shall comply with the provisions of this Memorandum of Agreement and shall make every effort toward inducing all employees in this unit to fully and faithfully perform their duties. In the event of any activity prohibited by Article 14, Section
A. hereinabove, the Association, its representatives, and represented County employees agree to take appropriate steps necessary to assure compliance with this Memorandum of Agreement.
PROHIBITION OF JOB ACTION. Notwithstanding any other provisions of this MOU, City rule, regulation, ordinance, past practice or policy to the contrary, both parties to this MOU and each employee in a classification represented by the Union agree that:
A. The unimpaired continuation of City services is of paramount importance to City residents. Therefore, neither the Union nor any employee in a classification or position represented by the Union shall cause, authorize, engage in, or sanction any type of job action which results in less than the full and faithful performance of the duties of employment. Lawful informational picketing on the employee's own time is not prohibited.
B. An employee who engages in any activity prohibited in Subsection A shall not be entitled to any wages or City-paid benefits whatsoever for the period of the job action and may be subject to discipline for violating this provision. Prior to implementing this provision by adjusting an employee's paycheck, the City shall give reasonable notification to an employee and opportunity for the employee to respond in writing. Employees and the Union shall have no right to appeal City utilization of this provision.
C. The Union, its representatives, and represented City employees shall comply with the provisions of this MOU and shall make an effort toward convincing all employees in this unit to fully and faithfully perform their duties.
D. In the event of any activity prohibited by Subsection A hereinabove, the Union, its representatives, and represented City employees agree to take any appropriate steps necessary to assure compliance with this MOU.
X. The Union agrees that during the term of this MOU neither the Union nor any representative acting on its' behalf will cause, authorize, engage in, condone, or sanction a strike, sympathy strike, sick in, work stoppage, slow down, or picketing (other than informational picketing on employees own time).
PROHIBITION OF JOB ACTION. Notwithstanding any other provisions of this Memorandum of Understanding (MOU), City rule, regulation, ordinance, past practice or policy to the contrary, both parties to this MOU and each employee in a classification represented by the Union agree that:
1. The unimpaired continuation of City services is of paramount importance to City residents. Therefore, during the term of this MOU and for a ninety (90) calendar day period following the stated expiration date of the term of this MOU, neither the Union nor any employee in a classification or position represented by the Union shall cause, authorize, engage in, or sanction any type of job action which results in less than the full and faithful performance of the duties of employment. Lawful informational picketing on the employee's own time is not prohibited.
2. An employee who engages in any activity prohibited in Subsection D1 herein above, shall not be entitled to any wages or City-paid benefits whatsoever for the period of the job action. Prior to implementing this provision by adjusting an employee's paycheck, the City shall give reasonable notification to an employee and opportunity for the employee to respond in writing. Pursuant to the Personnel Rules and Regulations, employees shall have no right to appeal any action by the City in implementing this provision.
3. In addition to the administrative adjustments agreed to in Subsection D2 herein above, the City reserves the right to take appropriate disciplinary action for such job action including, but not limited to, discharge.
4. If the City Council, by majority vote, determines to its satisfaction that Subsection D herein above has been violated by the Union or an employee, the City may take such action(s) as it deems appropriate including, but not limited to, the actions set forth in Subsections D2 and D3 herein above as to an employee and termination of Section 5 of this Memorandum of Understanding as to the Union.
5. The Union, its representatives, and represented City employees shall comply with the provisions of this MOU and shall make at least supererogatory efforts toward convincing all employees in this Unit to fully and faithfully perform their duties.
6. In the event of any activity prohibited by Subsection D herein above, the Union, its representatives, and represented City employees agree to take any appropriate steps necessary to assure compliance with this Memorandum of Understanding.
