Subjects for Bargaining Clause Samples

The 'Subjects for Bargaining' clause defines the specific topics or issues that parties are permitted or required to negotiate during collective bargaining. Typically, this includes matters such as wages, working hours, benefits, and other terms and conditions of employment, while explicitly excluding topics that are reserved for management or are otherwise non-negotiable by law. By clearly outlining what can and cannot be discussed at the bargaining table, this clause ensures that negotiations remain focused and efficient, preventing disputes over inappropriate or irrelevant subjects.
Subjects for Bargaining. The Union has sole and exclusive bargaining rights under this agreement with respect to those mandatory subjects of bargaining defined under ORC 4117.
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Subjects for Bargaining. The Union has sole and exclusive bargaining rights under this Agreement on all matters pertaining to wages, hours, or terms and other conditions of employment.
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Subjects for Bargaining. The Union has sole and exclusive bargaining rights under this agreement on the following subjects:
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Subjects for Bargaining. 3.1 This recognition constitutes an agreement between the Board and the Association to attempt to reach mutual understandings regarding matters related to wages, hours, and terms and other conditions of employment for members of the bargaining unit. The Board and the Association recognize that the Board is the legally constituted body responsible for the determination of policies covering all aspects of the District.
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Subjects for Bargaining. The following shall be considered as subjects to be negotiated by Management with the Lodge for all bargaining unit employees. A. Wages B. Hours C. Terms and Conditions of Employment
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Subjects for Bargaining. In the interest of maximizing the efficiency of time spent in negotiating supplemental agreements, the supplemental agreement is restricted by the Master Agreement to the following subjects: a. Working conditions controlled by district management; b. Vacation scheduling; c. Administration of overtime; d. Facilities for representational activities controlled by Management; 1. Union office space 2. Meeting rooms 3. Reasonable use of FAX machines during duty hours. This does not preclude use of fax machines after duty hours. e. Facilities controlled by Management; 1. Clothing lockers 2. Firearm lockers 3. Parking spaces f. Procedures for employees adversely affected when the Employer rotates unit employees;
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Related to Subjects for Bargaining

  • 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.

  • Bargaining unit members shall earn their salary at the Equalized Daily rate. A bargaining unit member’s Equalized Daily Rate of Pay shall be calculated based upon dividing the annual salary by the number of paid days in the bargaining unit member’s work calendar. Upon termination, bargaining unit members shall be paid through their last day worked at the Equalized Daily rate.

  • Integrity of the Bargaining Unit Unless otherwise provided by law, the Employer recognizes the integrity of the bargaining unit and will act consistently with the current policy to use State employees to perform all State functions in State operated facilities in preference to contracting out with the private sector. In the event the Employer proposes to use non-bargaining unit individuals to displace continuing bargaining unit positions, it will provide the Union with notice at the earliest opportunity, but normally notify the union at least sixty (60) days in advance (unless circumstances require a shorter notice) and be available to meet with the Union within one week after the notice is sent. Supervisors will not be assigned posts for the purpose of limiting overtime opportunities for bargaining unit employees except when fiscal or operational exigencies necessitate. Upon written request from the President of the Union identifying specific areas of concern, DBM will review the bargaining status of identified employees, correct errors and share the results of the review with the Union on a quarterly basis.

  • Sole Bargaining Agency The Employer recognizes the Union as the sole bargaining agency on behalf of the employees for whom the Union has been certified as bargaining agent with respect to wages, hours of work, terms and conditions of employment during the life of this Agreement.

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