UNION MEMBERSHIP AND DUES. 5.1 The City agrees to deduct from the paycheck of each employee, who has so authorized it, the regular intake fee and regular monthly dues uniformly required of members of the Union. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union members. 5.2 The Union agrees to indemnify and save harmless the employer from any and all liability arising out of this Article, except for Sections 5.5 and 5.6. 5.3 It shall be a condition of employment that all employees covered by this Agreement who are members of the Union in good standing on the effective date of this Agreement shall remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues. 5.4 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission. 5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit. 5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 2.1 The City recognizes the Union's right to encourage all employees in the bargaining unit to become and remain members in good standing of the Union, and the Union accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status. Neither party shall discriminate against any employee or applicant for employment on account of membership in or non-membership in any labor union or other employee organization.
2.2 The City agrees to deduct from the paycheck pay check of each employee, who has so authorized it, the regular intake initiation fee and regular monthly dues uniformly required of to members of the Union. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union members.
5.2 The 2.3 Each regular full time employee within the bargaining unit whose most recent employment by the City of Seattle commences on or after July 1, 1971, shall make application to become a member of the Union agrees to indemnify and save harmless within thirty days following the employer from any date of employment within the unit, and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all other employees covered by this Agreement within the bargaining unit who are have voluntarily become members of the Union in good standing on the effective date as of this Agreement April 1, 1971, shall remain members maintain such membership in good standing, and those who are not members (except those failure by any such employee to apply for and/or maintain such membership in accordance with this provision shall constitute cause for discharge of such employee; provided that it is expressly understood and agreed that the discharge of employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D is governed by applicable provisions of the Letter City Charter which provisions are paramount and shall prevail; provided further that the above requirements to apply for Union membership and/or maintain Union membership shall be satisfied by an offer of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or employee to pay monthly an amount equivalent to the regular monthly dues of the Union to the Union; initiation fee and any employee hired or assigned into the bargaining unit as defined in Section 2.1 of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues uniformly required by the Union
2.3.1 In accordance with RCW 41.56.122, employees covered by this agreement who for bona fide religious tenets or teachings of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees a church or religious body who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 forbidden from joining a union shall pay contribute monthly an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues.
5.4 2.3.2 Failure by an employee to abide by the afore-referenced above provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing provided that when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Articleabove obligation, the Union shall forward a "Request for Discharge Letter" to provide the affected department head (with copies to the affected employee and employee, the City Director of Labor Relations). Accompanying the Discharge Letter shall be Relations (and a courtesy copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3affected Department Head), but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate of discharge action, and during which time this period the employee may make restitution in the amount that which is overdue. Upon receipt .
2.3.3 If the employee has not fulfilled the above obligation by the end of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.thirty
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Memorandum of Understanding, Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 A. It shall be a condition of employment that all employees of the Employer covered by this Agreement and hired on or after its execution date shall, on the thirtieth (30th) day following the beginning of such employment, become and remain members in good standing in the Union, or in lieu thereof pay each month a service charge to the Union as a contribution towards the administration of this Agreement; provided, that objections to joining the Union which are based on bona fide religious tenets or teachings of a church or religious body of which such employee is a member will be observed. Any such employee shall pay an amount of money equivalent to regular union dues and initiation fees to a non-religious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative for which such employee shall furnish written proof to the Union that such payment has been made. If the employee and the bargaining representative do not reach agreement on such matter, the Public Employment Relations Commission shall designate the charitable organization.
B. It shall be the responsibility of the Union to provide all disclosures required by law concerning service fees.
C. The City Union agrees that membership in the Union will not be denied or terminated for any reason other than the failure of an employee covered by this Agreement to tender the periodic dues and initiation fees uniformly required as a condition of acquiring membership in the Union. The parties also agree that, when an employee fails to fulfill the above obligation, the Union shall provide the employee and the Employer with thirty (30) days’ notification of the Union's intent to initiate discharge action. During this period the employee may make restitution in the amount that is overdue.
D. The Employer agrees to deduct from the paycheck of each employee, employee who has so authorized it, the regular intake fee and initiation fees, regular monthly dues dues, and assessments uniformly required of members of the UnionUnion or in lieu thereof the monthly service charge. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a standard form approved by the parties hereto Employer and may be revoked by the employee upon requestrequest and the Union so notified. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union membersEmployer.
5.2 E. The Employer agrees to deduct from the paycheck of each employee who has so authorized it, a contribution to the Committee on Political Education (COPE). The amount deducted shall be transmitted monthly to the COPE, 0000 Xxxxxxxxx Xxxxxx, XX, Xxxxxxxxxx, XX 00000. Authorization by the employee shall be on a standard form subject to an approval by the Employer, and may be revoked by the employee upon request. The performance of this function by the Employer is recognized as a service to the Union.
F. The Union agrees to indemnify and save harmless that the employer from Employer shall not terminate the employment of any and all liability arising out employee under the provisions of this Article, except for Sections 5.5 Article until written notification is received from the Union that an employee has failed to pay the required dues or service charge or provide proof of an alternative payment based on religious tenets as provided hereinabove. The Employer agrees that the Union will be notified of any termination at the time of termination of an employee and 5.6.
5.3 It shall be a condition will also notify the Union of employment that all employees the hire of any new employee covered by this Agreement who are members of within three (3) working days after hire, if possible.
G. New employees subject to the Union in good standing on the effective date terms of this Agreement shall remain members in good standingbe required to read, date and those who are not members (except those employees who are conditionally exempted from sign a document setting forth the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues provisions of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 security clause of this Agreement shallcollective bargaining agreement.
H. The Union shall indemnify and save the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the thirtieth (30th) day following Employer under the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues.
5.4 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 3.1 Each employee within the Bargaining Unit shall make application to become a member of the Union within thirty (30) days following the date of employment within the unit, and all other employees within the Bargaining Unit who have voluntarily become members of the Union shall maintain such membership in good standing. Failure by any such employee to apply for and/or maintain such membership in accordance with this provision shall constitute cause for discharge of such employee; provided that it is expressly understood and agreed that the discharge of employees is governed by applicable provisions of the City Charter which provisions are paramount and shall prevail; provided further that the above requirements to apply for Union membership and/or maintain Union membership shall be satisfied by an offer of the employee to pay the regular initiation fee and the regular dues uniformly required by the Union of its members in municipal employment.
3.2 The City agrees to deduct from the paycheck of each employee, who has so authorized it, the regular intake initiation fee and regular monthly dues uniformly required of members of the Union. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee employees shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union members.
5.2 The Union agrees to indemnify and save harmless the employer City from any and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all employees covered by this Agreement who are members of the Union in good standing on the effective date of this Agreement shall remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues.
5.4 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 A. It shall be a condition of employment that all employees of the Employer covered by this Agreement and hired on or after its execution date shall, on the thirtieth (30th) calendar day following the beginning of such employment, become and remain members in good standing in the Union, or in lieu thereof pay each month a service charge to the Union equal to normal dues and any applicable initiation fees as a contribution towards the administration of this Agreement; provided that objections to joining the Union which are based on bona fide religious tenets or teachings of a church or religious body of which such employee is a member will be observed. Any such employee shall pay an amount of money equivalent to regular union dues and initiation fees to a non-religious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative for which such employee shall furnish written proof to the Union that such payment has been made. If the employee and the bargaining representative do not reach agreement on such matter, the Public Employment Relations Commission shall designate the charitable organization.
B. It shall be the responsibility of the Union to provide all disclosures required by law concerning service fees.
C. The City parties also agree· that, when an employee fails to fulfill the above obligation, the Union shall provide the employee and the Employer with thirty (30) calendar days' notification of the Union's intent to initiate discharge action. During this period the employee may make restitution in the amount that is due.
D. The Employer agrees to deduct from the paycheck of each employee, employee who has so authorized it, the regular intake fee and initiation fees, regular monthly dues dues, and assessments uniformly required of members of the UnionUnion or in lieu thereof the monthly service charge equal to normal dues and any applicable initiation fees. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a standard form approved by the parties hereto Employer and may be revoked by the employee upon requestrequest and the Union so notified. The performance of this function by the Employer is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union membersUnion.
5.2 E. The Union agrees to indemnify and save harmless that the employer from Employer shall not terminate the employment of any and all liability arising out employee under the provisions of this Article, except for Sections 5.5 Article until written notification is received from the Union that an employee has failed to pay the required dues or service charge or provide proof of an alternative payment based on religious tenets as provided hereinabove. The Employer agrees that the Union will be notified of any termination at the time of termination of an employee and 5.6.
5.3 It shall be a condition will also notify the Union of employment that all employees the hire of any new employee covered by this Agreement who are members of within three (3) working days after hire, if possible.
F. New employees subject to the Union in good standing on the effective date terms of this Agreement shall remain members in good standingbe required to read, date and those who are not members (except those employees who are conditionally exempted from sign a document setting forth the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues provisions of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 security clause of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the collective bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly duesagreement.
5.4 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 It is recognized that proper negotiations and administration of negotiated agreements entail expense which is appropriately shared by all employees of the bargaining unit. To this end, each employee shall as a condition of employment pay to the Union the regular initiation fee and regular monthly dues uniformly required of members or shall pay equivalent amounts to the Union as agency fees. This obligation shall commence as of the first calendar month commencing at least thirty (30) days following the employee's date of hire.
5.1.1 Employees covered by this Agreement who satisfy the religious exemption criteria of RCW 41.56.122 shall contribute an amount equivalent to regular Union initiation fees and regular Union dues to a nonreligious charity mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues. Employees who so contribute shall provide the Union with written notice of such payment in the form of a signed receipt from the charitable organization or such other arrangement as is acceptable to the Union.
5.2 The City agrees to deduct from the paycheck of each employee, employee who has so authorized itit the initiation fees, the regular intake fee assessments, and regular monthly dues uniformly required of members of the Union. The deduction of Initiation fees may be split as provided on a payroll deduction authorization form. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll .
5.3 Democrat, Republican, Independent Voters Education (D.R.I.V.E.): Upon receipt of a written authorization form that conforms to legal requirements, the City shall deduct from the pay of such bargaining unit employee the amount of contribution the employee voluntarily chooses for deduction for political purposes and shall transmit the same as directed by the Union members.
5.2 on a check separate from the Union dues transmittal check. The Union agrees shall have the responsibility to indemnify and save harmless inform employees as required by law concerning the employer from any and all liability arising out of this Article, except employee’s right to revoke the request for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all employees covered by this Agreement who are members of the Union in good standing on the effective date of this Agreement shall remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly duessaid deduction.
5.4 Failure by an employee Written notice of failure to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it comply with Section 5.1 through 5.2 shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter provided to the employee from by the Union explaining with a copy provided to the employee's obligation under Section 5.3Seattle Center Human Resources Manager. The contents of the "Request for Discharge Letter" shall specifically request the discharge of Should the employee for failure fail to abide by Section 5.3, but provide the employee and the City with comply within thirty (30) calendar days' written notification days of the Union's intent to initiate discharge actionsuch notice, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm notify the Human Resources Manager and the employee in writing if it intends to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for seek discharge of such the employee. Unless sufficient legal explanation or reason is presented Such notice shall clearly inform the employee that failure to make such payment will subject the employee to discharge by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission.
5.5 The Union will indemnify, defend, and hold the City will require all employees hiredharmless against any claims made against, appointed, reinstated, or reclassified into a position included in and any suit instituted against the bargaining units City arising out of the administration of this Article. The Union agrees to sign a form, with a copy refund to the Union, that will inform them City any amounts paid to it in error on account of their bargaining unit status. When requested by the Union at no less than monthly intervals, check-off provisions established above upon presentation of proper evidence thereof; or correcting adjustments may be made on the City department shall make available to the Union the names of employees who have left the bargaining unitfollowing month’s payroll.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 2.1 The City agrees that the Union has the right to encourage all employees in the bargaining unit to become and remain members in good standing of the Union, and the Union accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status.
2.2 The City agrees to deduct from the paycheck pay check of each employee, employee who has so authorized it, it the regular intake fee and regular monthly dues uniformly required of members of the Union, or an agency fee. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union members.
5.2 The Union agrees to indemnify and save harmless the employer from any and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all 2.3 All employees covered by this Agreement who are voluntarily are, or who voluntarily become, members of the Union in good standing on or after the effective date of signing of this Agreement shall or the date of commencement of employment with the City, whichever is the later date, shall, subject to the requirement of applicable law, remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to during the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 term of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. Agreement.
2.3.1 A temporary employee may, in lieu of the Union membership requirements set forth in this Articlerequirements, pay a Union service fee in an amount equivalent to the regular dues one and one-half percent (1.5%) of the Union total gross earnings received by the temporary employee for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's ’s first date of assignment to perform bargaining unit work.
2.4 It is recognized that proper negotiations and administration of negotiated agreements entail expense which is appropriately shared by all employees within the bargaining unit. Employees who are To this end each employee within the bargaining unit will be required, as a condition of employment, to pay to the Union the regular monthly dues uniformly required of members, or shall pay an amount determined by the Public Employment Relations Commission Union in compliance with the requirements of applicable law to satisfy the Union as an agency fee. This obligation (as a condition of employment) shall commence thirty (30) calendar days following the employee's date of hire or thirty (30) calendar days following the effective date of this Agreement, whichever is later.
2.4.1 Employees covered by this Agreement who have a religious objection to Union membership that satisfies the religious exemption requirements of RCW 41.56.122 criteria set forth in applicable law shall pay an amount equivalent to regular Union dues and intake and/or agency fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which Union. The employee shall furnish written proof that such payment has been made. If the employee would otherwise pay and the regular monthly duesUnion do not reach agreement on such matter, the Public Employment Relations Commission shall designate the charitable organization.
5.4 2.4.2 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 Sections 2.3, 2.3.1 and 2.4 of this Article. When an employee fails to fulfill the Union union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. Article 2.
2.4.3 The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3Sections 2.3, 2.3.1 and 2.4 of Article 2, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge actionrequire discharge, during which time the employee may make restitution in the amount that which is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations Relations, that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. .
2.4.4 In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 Sections 2.3, 2.3.1 and 2.4 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," , the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. Absent good cause not to effectuate discharge, the City must discharge employees who do not fulfill their obligations under this Article. If the employee has fulfilled the Union union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons good cause why it has not done so.
2.5 The Union will administer the provisions of this Article with regard to membership or Union of employees in accord with its obligations under the law. Any disputes regarding brought by an employee solely concerning the City’s failure amount of dues or fees and/or the responsibility of the Union to discharge the affected employee employees covered by this Agreement shall not be subject to the grievance and arbitration procedures set forth in this Agreement. The Union agrees to indemnify and save harmless the Employer from any and all liability arising from disputes concerning the amount of Union dues or fees and/or liability arising from a wrongful Request for Discharge by the Union pursuant to this Section Article; provided, however, this indemnity and/or save harmless shall be adjudicated by not apply to any negligence or wrongful act of the Public Employment Relations CommissionEmployer in administering its obligations under this Article.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 It is recognized that proper negotiations and administration of negotiated agreements entail expense which is appropriately shared by all employees of the bargaining unit. To this end each employee shall as a condition of employment pay to the Union the regular initiation fee and regular monthly dues uniformly required of members or shall pay equivalent amounts to the Union as agency fees. This obligation shall commence as of the first calendar month commencing at least thirty (30) days following the employee's date of hire.
5.1.1 Employees covered by this Agreement who satisfy the religious exemption criteria of RCW 41.56.122 shall contribute an amount equivalent to regular Union initiation fees and regular Union dues to a nonreligious charity mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues. Employees who so contribute shall provide the Union with written notice of such payment in the form of a signed receipt from the charitable organization or such other arrangement as is acceptable to the Union.
5.2 The City agrees to deduct from the paycheck of each employee, employee who has so authorized it, it the regular intake fee and regular monthly dues uniformly required required of members of the Union. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involvedinvolved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon requestrequest. The performance of this function is recognized as a service service to the Union by the City. Those individuals paying Agency fees will be afforded payroll Upon receipt of a written authorization form that conforms to legal requirements, the City shall deduct from the pay of such bargaining unit employee the amount of contribution the employee voluntarily chooses for deduction for political purposes and shall transmit the same to the Union on a check separate from the Union dues transmittal check. The Union shall have the responsibility to inform employees as Union membersrequired by law concerning the employee’s right to revoke the request for said deduction.
5.2 5.4 Written notice of failure to comply with this article shall be provided to the employee by the Union with a copy provided to the Seattle Center Personnel Manager. Should the employee fail to comply within thirty calendar days of such notice, the Union shall thereafter notify the Personnel Manager and the employee in writing if it intends to seek discharge of the employee. Such notice shall clearly inform the employee that failure to make such payment will subject the employee to discharge by the City.
5.5 The Union will indemnify, defend and hold the City harmless against any claims made against, and any suit instituted against, the City arising out of the administration of this article. The Union agrees to indemnify and save harmless the employer from any and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all employees covered by this Agreement who are members of the Union in good standing on the effective date of this Agreement shall remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues.
5.4 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 of this Article. When an employee fails to fulfill the Union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy refund to the City Director any amounts paid to it in error on account of Labor Relations and the affected employee. If check-off provisions established above upon presentation of proper evidence thereof; or correcting adjustments may be made on the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the Cityfollowing month’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commissionpayroll.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 2.1 The City agrees that the Union has the right to encourage all employees in the bargaining unit to become and remain members in good standing of the Union, and the Union accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status.
2.2 The City agrees to deduct from the paycheck pay check of each employee, employee who has so authorized it, it the regular intake fee and regular monthly dues uniformly required of members of the Union, or an agency fee. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union members.
5.2 The Union agrees to indemnify and save harmless the employer from any and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all 2.3 All employees covered by this Agreement who are voluntarily are, or who voluntarily become, members of the Union in good standing on or after the effective date of signing of this Agreement shall or the date of commencement of employment with the City, whichever is the later date, shall, subject to the requirement of applicable law, remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to during the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 term of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. Agreement.
2.3.1 A temporary employee may, in lieu of the Union membership requirements set forth in this Articlerequirements, pay a Union service fee in an amount equivalent to the regular dues one and four-tenths (1.4%) of the Union total gross earnings received by the temporary employee for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's ’s first date of assignment to perform bargaining unit work.
2.4 It is recognized that proper negotiations and administration of negotiated agreements entail expense which is appropriately shared by all employees within the bargaining unit. Employees who are To this end each employee within the bargaining unit will be required, as a condition of employment, to pay to the Union the regular monthly dues uniformly required of members, or shall pay an amount determined by the Public Employment Relations Commission Union in compliance with the requirements of applicable law to satisfy the Union as an agency fee. This obligation (as a condition of employment) shall commence thirty (30) calendar days following the employee's date of hire or thirty (30) calendar days following the effective date of this Agreement, whichever is later.
2.4.1 Employees covered by this Agreement who have a religious objection to Union membership that satisfies the religious exemption requirements of RCW 41.56.122 criteria set forth in applicable law shall pay an amount equivalent to regular Union dues and intake and/or agency fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which Union. The employee shall furnish written proof that such employee would otherwise pay the regular monthly dues.payment has been made. If the
5.4 2.4.2 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 Sections 2.3, 2.3.1 and 2.4 of this Article. When an employee fails to fulfill the Union union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission2.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 2.1 The City agrees that the Union has the right to encourage all employees in the bargaining unit to become and remain members in good standing of the Union, and the Union accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status.
2.2 The City agrees to deduct from the paycheck pay check of each employee, employee who has so authorized it, it the regular intake fee and regular monthly dues uniformly required of members of the Union, or an agency fee. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. The performance .
2.2.1 On or before the date of this function is recognized as employment within the bargaining unit, the City shall, on a service to standard written form, inform each individual so employed of his or her inclusion within the bargaining unit.
2.2.2 Within thirty (30) calendar days of the first day of employment for each individual so employed, the City shall, on a standard written form, notify the Union by of the City. Those individuals paying Agency fees will be afforded payroll deduction following information: name, address, job classification, job location and date of hire into the same as Union membersbargaining unit.
5.2 The Union agrees to indemnify and save harmless the employer from any and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all 2.3 All employees covered by this Agreement who are voluntarily are, or who voluntarily become, members of the Union in good standing on or after the effective date of signing of this Agreement shall or the date of commencement of employment with the City, whichever is the later date, shall, subject to the requirement of applicable law, remain members in good standing, and those who are not members (except those employees who are conditionally exempted from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to during the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 term of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. Agreement.
2.3.1 A temporary employee may, in lieu of the Union membership requirements set forth in this Articlerequirements, pay a Union service fee in an amount equivalent to the regular dues one and four-tenths (1.4%) of the Union total gross earnings received by the temporary employee for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's ’s first date of assignment to perform bargaining unit work.
2.4 It is recognized that proper negotiations and administration of negotiated agreements entail expense which is appropriately shared by all employees within the bargaining unit. Employees who are To this end each employee within the bargaining unit will be required, as a condition of employment, to pay to the Union the regular monthly dues uniformly required of members, or shall pay an amount determined by the Public Employment Relations Commission Union in compliance with the requirements of applicable law to satisfy the Union as an agency fee. This obligation (as a condition of employment) shall commence thirty (30) calendar days following the
2.4.1 Employees covered by this Agreement who have a religious objection to Union membership that satisfies the religious exemption requirements of RCW 41.56.122 criteria set forth in applicable law shall pay an amount equivalent to regular Union dues and intake and/or agency fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which Union. The employee shall furnish written proof that such payment has been made. If the employee would otherwise pay and the regular monthly duesUnion do not reach agreement on such matter, the Public Employment Relations Commission shall designate the charitable organization.
5.4 2.4.2 Failure by an employee to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 Sections 2.3, 2.3.1 and 2.4 of this Article. When an employee fails to fulfill the Union union security obligations set forth within this Article, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate discharge action, during which time the employee may make restitution in the amount that is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commission2.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested by the Union at no less than monthly intervals, the City department shall make available to the Union the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City will provide the Union with a current listing of all employees within its bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
UNION MEMBERSHIP AND DUES. 5.1 Section 4.1 It shall be a condition of employment that all employees of the City covered by this Agreement who voluntarily become members of the Union in good standing on or after the effective date of this Agreement, shall remain members in good standing during the term of this Agreement.
Section 4.2 It shall be a condition of employment that all employees of the employer, covered by this Agreement, who are members of the Union in good standing on the effective date of this Agreement shall remain members in good standing, and those who are not members on the
Section 4.3 The Union agrees that membership in the Union will not be denied or terminated for any reason other than the failure of an employee covered by this Agreement to tender the periodic dues and initiation fees uniformly required as a condition of acquiring or retaining membership in the Union.
Section 4.4 The City agrees to deduct from the paycheck of each employee, employee who has so authorized it, the regular intake fee initiation fees and regular monthly dues uniformly required of members of the Union, or in lieu thereof the monthly service charge. The amounts deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon requestrequest and the Union so notified. The performance of this function is recognized as a service to the Union by the City. Those individuals paying Agency fees will be afforded payroll deduction the same as Union members.
5.2 Section 4.5 The Union agrees to indemnify and save harmless that the employer from City shall not terminate the employment of any and all liability arising out of this Article, except for Sections 5.5 and 5.6.
5.3 It shall be a condition of employment that all employees covered by this Agreement who are members of employee under the Union in good standing on the effective date security clause provisions of this Agreement shall remain members in good standing, and those who are not members (except those employees who are conditionally exempted until written notification is received from the Administrative Support Unit or who occupy “grandfathered ” bargaining unit positions per Attachments B, C, or D of the Letter of Agreement effective October 1, 1992, which resolved PERC Case No. 6915-C-87-367) shall either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union; and any employee hired or assigned into the bargaining unit as defined in Section 2.1 of this Agreement shall, by the thirtieth (30th) day following the beginning of such employment, or inclusion within the bargaining unit, either join the Union or pay monthly an amount equivalent to the regular monthly dues of the Union to the Union. A temporary employee may, in lieu of the Union membership requirements set forth in this Article, pay a Union service fee in an amount equivalent to the regular dues of the Union for all hours worked (based on gross straight-time earnings, including premium pay) within the bargaining unit each biweekly pay period, commencing with the thirty-first (31st) day following the temporary employee's first date of assignment to perform bargaining unit work. Employees who are determined by the Public Employment Relations Commission to satisfy the religious exemption requirements of RCW 41.56.122 shall pay an amount equivalent to regular Union dues and intake fees to a nonreligious charity or to another charitable organization mutually agreed upon by the employee affected and the bargaining representative to which such employee would otherwise pay the regular monthly dues.
5.4 Failure by that an employee has failed to abide by the afore-referenced provisions shall constitute cause for discharge of such employee; provided, however, it shall be the responsibility of the Union to notify the City in writing when it is seeking discharge of an employee for noncompliance with Section 5.3 4.2 of this Articlearticle. When The parties also agree that, when an employee fails to fulfill the Union security obligations set forth within this Articleabove obligation, the Union shall forward a "Request for Discharge Letter" to the affected department head (with copies to the affected employee and the City Director of Labor Relations). Accompanying the Discharge Letter shall be a copy of the letter to the employee from the Union explaining the employee's obligation under Section 5.3. The contents of the "Request for Discharge Letter" shall specifically request the discharge of the employee for failure to abide by Section 5.3, but provide the employee and the City with thirty (30) calendar days' written notification of the Union's intent to initiate issue discharge action, action and during which time this period the employee may make restitution in the amount that which is overdue. Upon receipt of the Union's request, the affected department head or his/her designee shall give notice If restitution has not been made in writing to the employee, with a copy to the Union and the City Director of Labor Relations that the employee faces discharge upon the request of the Union at the end of the thirty (30) calendar day period noted in the Union's "Request for Discharge Letter" and that the employee has an opportunity before the end of said thirty (30) calendar day period to present to the affected department any information relevant to why the department should not act upon the Union's written request for the employee's discharge. In the event the employee has not yet fulfilled the obligation set forth within Section 5.3 of this Article within the thirty (30) calendar day period noted in the "Request for Discharge Letter," the Union shall thereafter reaffirm in writing to the affected department head, with copies to the affected employee and the Director of Labor Relations, its original written request for discharge of such employee. Unless sufficient legal explanation or reason is presented by the employee why discharge is not appropriate or unless the Union rescinds its request for the discharge, the City shall, as soon as possible thereafter, effectuate the discharge of such employee. If the employee has fulfilled the Union security obligation within the thirty (30) calendar day period, the Union shall so notify the affected department head in writing, with a copy to the City Director of Labor Relations and the affected employee. If the Union has reaffirmed its request for discharge, the affected department head shall notify the Union in writing, with a copy to the City Director of Labor Relations and the affected employee, that the department effectuated the discharge and the specific date such discharge was effectuated, or that the department has not discharged the employee, setting forth the reasons why it has not done so. Any disputes regarding the City’s failure to discharge the affected employee pursuant to this Section shall be adjudicated by the Public Employment Relations Commissiondischarged immediately.
5.5 The City will require all employees hired, appointed, reinstated, or reclassified into a position included in the bargaining units to sign a form, with a copy to the Union, that will inform them of their bargaining unit status. When requested Section 4.6 Upon written request by the Union at no less than monthly intervals, the City department shall make available to the Union Human Resources Director the names of employees who have left the bargaining unit.
5.6 On or about May 1 of each calendar year, the City Human Resources Department will provide the Union with a current listing copy of all employees within its bargaining unitan approved requisition for classifications covered under this agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
