Changes in Terms and Conditions of Employment. No changes in terms and conditions of employment shall be adopted and/or implemented by the District unless such have been negotiated with the Association.
Changes in Terms and Conditions of Employment. The University and the Union acknowledge their mutual obligation to negotiate as defined and limited by law and this MOU over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement and not reserved to the University as a management right. Where applicable, the obligation to bargain is limited to those changes that will affect the working conditions of bargaining unit employees. The minimum notice to the Union of the intended change in working conditions subject to this obligation (including a proposed change in a BOR or University policy or procedure affecting bargaining unit working conditions and otherwise subject to the obligation to bargain) is thirty (30) days prior to the proposed implementation of the change. If required to meet a legislative mandate or an emergency situation, Management will notify the Union as soon as possible prior to the proposed implementation of the change. The Union may request bargaining within this notice period. Where the Union does not request bargaining, the University is free to implement the changes. Where the Union does request bargaining, the Union shall submit proposals in response to the Employer's intended changes within ten (10) days of its request to bargain, and the parties will meet within ten (10) days to discuss the changes and any proposals submitted by the Union. The Employer may implement its proposed changes only after meeting with, and considering any proposals submitted by the Union, so long as the Union is available to meet within the required timeframe.
Changes in Terms and Conditions of Employment. The University and the Union acknowledge their mutual obligation to negotiate as defined and limited by law and this MOU over University proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement or waived as provided in Section 41.2 above, and not reserved to the University as a management right. Where applicable, the obligation to bargain is limited to those changes that will affect the working conditions of bargaining unit employees. The minimum notice to the Union of the intended change in working conditions subject to this obligation (including a proposed change in a USM BOR or University policy or procedure affecting bargaining unit working conditions and otherwise subject to the obligation to bargain) is thirty (30) days prior to the proposed implementation of the change; however, if required to meet a legislative mandate or an emergency situation, the University may provide the Union with less than thirty (30) days’ notice but will notify the Union as soon as possible prior to the proposed implementation of the change. The Union may request bargaining within this notice period. Where the Union does not request bargaining, the University is free to implement the changes. Where the Union does request bargaining, the Union shall submit proposals in response to the University’s intended changes within ten (10) days of its request to bargain, and the parties will meet within ten (10) days to discuss the changes and any proposals submitted by the Union. The University may implement its proposed changes only after meeting with, and considering any proposals submitted by the Union, so long as the Union is available to meet within the required timeframe. Where bargaining is required and requested by the Union over changes necessary to meet a legislative mandate or emergency condition, the parties will negotiate in good faith prior to implementation, but the University may temporarily implement any changes necessary to meet the legislative mandate or emergency condition, including any applicable timeframes, even if no agreement is reached with the Union.
Changes in Terms and Conditions of Employment. A. The University and the FOP Lodge 147 acknowledge their mutual obligation to negotiate as defined and limited by law and this MOU over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement and not reserved to the University as a management right. Where applicable, the obligation to bargain is limited to those changes that will substantially affect the working conditions of bargaining unit employees. The minimum notice to the FOP Lodge 147 of the intended change in working conditions subject to this obligation is 15 days prior to the proposed implementation of the change. If required to meet a legislative mandate or an emergency situation, Management will notify the FOP Lodge 147 as soon as possible prior to the proposed implementation of the change. The FOP Lodge 147 may request bargaining within this notice period. Where the FOP Lodge 147 does not request bargaining, the University is free to implement the changes. Where the FOP Lodge 147 does request bargaining, the FOP Lodge 147 shall submit proposals in response to the Employer’s intended changes with ten days of its request to bargain, and the parties will meet promptly to discuss the changes and any proposals submitted by the FOP Lodge 147. The Employer may implement its proposed changes after meeting with, and considering any proposals submitted by, the FOP Lodge 147.
Changes in Terms and Conditions of Employment. No changes to terms and conditions or benefits (including salary increases) of any director or employee have been proposed, agreed or taken effect in the six month period before the date of this Agreement and no changes to terms and conditions or benefits are due to be implemented within six months of the date of this Agreement.
Changes in Terms and Conditions of Employment. Your terms and conditions of employment may be amended from time to time, as the needs of the Company require. Your performance will be reviewed with you on an informal quarterly and formal annual basis.
Changes in Terms and Conditions of Employment. 15 None of the benefits being enjoyed by the employees on the effective date of this 16 Agreement will be reduced, changed or taken away by action of the District unless (a) the 17 District’s action is authorized under the terms of this Agreement, (b) the circumstances following 18 the District’s action are consistent with the terms of this Agreement, or (c) the benefit is 19 specifically identified and reduced, changed or taken away with common agreement of the 20 parties. Benefits shall include scheduled work hours, wages and fringe benefits. 21
Changes in Terms and Conditions of Employment. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and limited by law and this MOU over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement or waived as provided in Section
