Common use of Bargaining Regarding Changes to Mandatory Subjects Clause in Contracts

Bargaining Regarding Changes to Mandatory Subjects. Except as provided in this Agreement or by applicable law, the Employer will satisfy its collective bargaining obligation before changing a matter that is a mandatory subject. The Employer will notify PSE, with a copy to the Local President and the field representative, of the proposed changes and PSE may request discussions about and/or negotiations on the impact of these changes on employee’s working conditions. In the event PSE does not request discussions and/or negotiations within fourteen (14) calendar days, the Employer may implement the changes without further discussions and/or negotiations. If PSE does request discussions and/or negotiations, the Employer will bargain in good faith until an agreement is reached or the parties reach impasse. Upon mutual agreement, the parties may participate in mediation over unresolved issues. The Employer will not implement its proposed change unless the parties have reached impasse and have completed any agreed to mediation. There may be emergency or mandated conditions that are outside of the Employer’s control requiring immediate implementation, in which case the Employer will notify PSE as soon as possible. The parties will agree to the location and time for the discussions and/or negotiations. Each party is responsible for choosing its own representatives for these activities. 49.1 No Strike, Slowdown, Work Stoppage or Lockout 49.2 Any action of an employee in refusing to cross, for his or her own personal safety, a picket line at the University’s premises in case of an officially declared and recognized strike by another employee union representing employees working for the University, shall not constitute a violation of this Article, provided that such a decision shall be made freely by the employee without coercion by either the University or the Union, provided further than nothing herein shall preclude the University from continuing to operate the University with or without temporary replacement personnel. If an employee chooses to not cross a picket line under this provision, and chooses to not be or cannot be reassigned to an alternate work location, the employee must report time he/she is absent from work as either vacation leave, paid compensatory leave, or leave without pay.

Bargaining Regarding Changes to Mandatory Subjects. A. Except as provided in this Agreement or by applicable law, the Employer will satisfy its collective bargaining obligation before changing a matter that is a mandatory subject. The Employer will notify PSE, with a copy to the Local President and the field representative, of the proposed changes and PSE may request discussions about and/or negotiations on the impact of these changes on employee’s working conditions. In the event PSE does not request discussions and/or negotiations within fourteen twenty-one (14) calendar 21)calendar days, the Employer may implement the changes without further discussions and/or negotiations. Unless otherwise agreed, the parties will begin bargaining within thirty (30) calendar days of the receipt of the request to bargain. If PSE does request discussions and/or negotiations, the Employer will bargain in good faith until an agreement is reached or the parties reach impasse. Upon mutual agreement, the parties may participate in mediation over unresolved issues. The Employer will not implement its proposed change unless the parties have reached impasse and have completed any agreed to mediation. There may be emergency or mandated conditions that are outside of the Employer’s control requiring immediate implementation, in which case the Employer will notify PSE as soon as possible. . B. The parties will agree to the location and time for the discussions and/or negotiations. Each party is responsible for choosing its own representatives for these activities. 49.1 No Strike, Slowdown, Work Stoppage or Lockout 49.2 Any action of an employee in refusing to cross, for his or their her own personal safety, a picket line at the University’s premises in case of an officially declared and recognized strike by another employee union representing employees working for the University, shall not constitute a violation of this Article, provided that such a decision shall be made freely by the employee without coercion by either the University or the Union, provided further than nothing herein shall preclude the University from continuing to operate the University with or without temporary replacement personnel. If an employee chooses to not cross a picket line under this provision, and chooses to not be or cannot be reassigned to an alternate work location, the employee must report time he/she the employee is absent from work as either vacation leave, paid compensatory leave, or leave without pay.