WAGE SURVEY. The Employer agrees to include the Union on any and all wage surveys in accordance with applicable regulations. The Union members participating shall, if possible, be from different United States Military Academy directorates. Vehicles used for transportation in wage surveys will be provided by the Government.
WAGE SURVEY. Section 25.1 Employee Participation
1. The Parties recognize that valuable contributions can be made in regards to developing wage policies and in conducting wage surveys. If requested to do so by the Local Wage Survey Committee (LWSC), the Agency and the Union will select employees as data collectors on the basis of their qualifications to assist in the collection of wage data.
2. Union members will be given priority consideration when Wage Grade employees are being selected as data collectors.
3. If selected by the LWSC to host the collection of wage data, the Agency should try to furnish temporary office space and communication equipment (computer terminals, telephone, and fax machine) if space is available as necessary in order to support the DoD Wage and Salary Survey Team.
4. Depending on available funding, the Agency may provide data collection teams access to GSA vehicles in order to facilitate their collection of local wage data.
WAGE SURVEY. 1. The Union shall be notified of all DoD directed wage surveys within five (5) calendar days. Participation in surveys will be encouraged by both the Union and the Employer.
2. The Employer shall make available to the Union all available information pertaining to the local wage survey.
WAGE SURVEY. The Employer will notify the Union of impending annual full scale and wage change surveys as soon as possible after notification by the Local Wage Survey Committee. Union participation in wage surveys will be fully supported by the Employer.
WAGE SURVEY. Section 24.1 Employee Participation………………………………………… 100
Section 25.1 Labor/Management Relations (LMR) Training………………... 101 Section 25.2 Orientation of New Employees………………………………… 101 Section 25.3 Labor Management Partnership Council……………......……… 102 Section 25.4 Pre-Decisional Involvement……………………………………. 102 Appendix A Right to Union Representation During Admin Investigations…. 000 Xxxxxxxx X Right to Union Representation During Criminal Investigations.. 104 Appendix C Official Time Request…..……………………………………… 105 Appendix D Grievance Form………………………………………………… 106 Appendix E Regulations, State and Local Policies………………………….. 107 Appendix F Sample Email Notice of Grievance Filing……………………... 000 Xxxxxxxx X Sample Poster Notice of Grievance Filing…………………….. 109 Appendix H Kalkines Warning………………………………………………. 110 Signature Page………………………………………………….. 111 This Agreement is executed between the South Dakota Army National Guard (SDARNG), hereafter referred to as the “Agency,” by and through the Adjutant General (TAG) of South Dakota, and the Laborers International Union of North America (LIUNA), hereafter referred to as the “Union,” and collectively referred to as the “Parties.” The Agreement is made for all federal non-supervisory and non-managerial employees of the SDARNG, hereafter referred to as employees, dual status technicians (DSTs), and/or technicians. This Agreement identifies the mutual covenants of the Parties hereto, which are intended to:
1. Promote the efficient administration of the SDARNG and the well-being of its employees.
2. Provide for the highest degree of efficiency in the accomplishment of the mission of the SDARNG.
3. Establish a basic understanding of personnel policy, practice, procedure, and matters affecting conditions of employment within the discretion of the Adjutant General.
4. Provide a means for discussion and adjustment to matters of mutual interest.
5. Promote employee communications and knowledge of personnel policy and procedure. As a result, the Parties hereto agree as follows:
WAGE SURVEY. SECTION 1. The EMPLOYER shall notify the UNION as soon as information is received by the EMPLOYER that the Department of Defense Wage Fixing Authority has directed the start of an official Area Wage Survey. When appropriate, the UNION will be permitted to make presentations to the local Wage Survey Committee.
SECTION 2. When EMPLOYEES are selected to participate as a data collector on the Area Wage Survey, the EMPLOYEES will be released and placed on official time for this purpose.
WAGE SURVEY. The Union will be notified 30 days in advance of wage surveys to be conducted that will affect the NAF bargaining unit. Such wage surveys include both full scale and wage change surveys. The Union xxxx appoint a primary and an alternate representative to function as part of the wage survey committee. Such appointments will be for a minimum of 2 years. The Union representative and alternate on the wage survey committee will be provided detailed explanations and training in the procedures for conducting such surveys. All wage survey committee meetings will be recorded and copies of committee meetings minutes will be furnished to all members of the committee. The Union's primary representative (or alternate in the absence of the primary) will be responsible for attending all wage survey committee meetings, recommending the appointment of one half of the data collectors, and for assisting in the conducting of such wage surveys. The parties agree that the Department of Labor may set the number of participants.
WAGE SURVEY. Management agrees to ensure that labor is represented on any Coordinated Wage Survey when representation is requested by the Host Agency.
WAGE SURVEY. The UNION shall have a representative on the local Wage Survey Committee. The UNION shall have data collectors in local wage surveys, equal in number to EMPLOYER data collectors. UNION data collectors and committee members will be in a pay status while performing survey duties. The EMPLOYER agrees to conduct training of UNION designated data collectors prior to an impending full-scale Wage Survey, and such training will be considered part of their official duties. Environmental Differential Pay (EDP) will be paid in accordance with WVAR 690-60. Section 2 When the UNION is of the opinion that a local work situation should be included as a payable category authorized by the Office of Personnel Management (OPM), it will advance a proposal to the EMPLOYER seeking coverage for the work situation. The proposal will name the location of the situation, nature of exposure, and other factors necessary for inclusion as a payable category. Work situations determined to be in compliance with OSHA standards or any other nationally accepted standards, e.g. threshold limit values established by the American Conference of Governmental Industrial Hygienists, are deemed to have practically eliminated the hazard and are not eligible for environmental differential pay. This includes situations where the hazard has been practically eliminated through the use of personal protective equipment.
WAGE SURVEY. The Employer agrees to make a request seeking authorization and funding for a third-party consultant to conduct a wage survey for all bargaining unit classifications with a goal of completing the survey one-year to six-months before expiration of the Agreement. If authorized and funded, a third-party consultant will solicit information from appropriate bargaining unit personnel as part of its data gathering. Both parties agree to cooperate fully with the third-party consultant and base their wage proposals in successor bargaining on the results of the survey regardless of the scope and funding. The parties agree that this side letter will expire with the expiration of the collective bargaining agreement and will only be extended with the mutual agreement of the parties. Staff Relations Division, L-708 Telephone: (000) 000-0000 FAX: (000) 000-0000 January 21, 2009 Xxxxx X. Xxxxxxx, Xx., Chief Negotiator SPSE-UPTE, Local 11 CWA Local 9119, AFL-CIO X.X. Xxx 0000 Xxxxxxxxx, XX 00000 Dear Xx. Xxxxxxx: Xxxxxxxx Livermore National Security, LLC (LLNS) and SPSE-UPTE Local 11 on behalf of the Skilled Trades Bargaining Unit agree that drug and alcohol testing for bargaining unit members will be conducted in compliance with Department of Energy (DOE) and Department of Transportation (DOT) requirements. The Staff Relations Office will immediately notify SPSE- UPTE of any positive test result for a bargaining unit member. In addition, every six (6) months the Staff Relations Office will provide SPSE-UPTE the total number of random drug tests conducted for Laboratory employees, and the number of those who are bargaining unit members. Xxxxxx Xxxxx Division Leader Staff Relations Division Staff Relations Division, L-708 Telephone: (000) 000-0000 FAX: (000) 000-0000 December 10, 2008 Xxxxx X. Xxxxxxx, Xx., Chief Negotiator SPSE-UPTE, Local 11 CWA Local 9119, AFL-CIO X.X. Xxx 0000 Xxxxxxxxx, XX 00000 Dear Xx. Xxxxxxx: In recognition of shared interest in minimizing hazards encountered by Skilled Trades bargaining unit members (as well as other LLNL staff and visitors) all preventive maintenance for Laboratory machinery and facilities as required by federal, state and local regulations and codes, and DOE Orders, shall be performed on the prescribed schedules. Xxxxxx Xxxxx Division Leader Staff Relations Division Staff Relations Division, L-708 Telephone: (000) 000-0000 FAX: (000) 000-0000 May 28, 2020 Xxxxx Xxxxx Chief Negotiator SPSE-UPTE, Local 11 CWA Local 9119, AFL-CIO X...
