COLLECTIVE BARGAINING PROVISIONS Sample Clauses

COLLECTIVE BARGAINING PROVISIONS. The 2011-­‐2014 CBA will be changed effective Fall Semester 2012 consistent with the foregoing agreements, and references to “quarter” will be changed to “semester.” In addition, the parties agree that the following specific provisions (or equivalent language) will be incorporated in the 2011-­‐2014 CBA, effective Fall Semester 2012.
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COLLECTIVE BARGAINING PROVISIONS. This letter in no way alters, amends or nullifies any provisions of the Collective Bargaining Agreement existing between the UTEA and the State of Michigan. Letter of Understanding Human Resources Management Network (HRMN) During negotiations in 2001 the parties reviewed changes in terminology that resulted from the implementation of the new payroll-personnel system HRMN. The parties have elected to continue to use terminology that existed prior to the implementation of HRMN even though that same terminology is not utilized in HRMN. The parties agree that the HRMN terminology does not alter the meaning of the contract language unless specifically agreed otherwise. An example of this are the terms “transfer, reassignment, and demotion” which are called “job change” in HRMN. The HRMN history record will show each of these transactions as a job change, however they will continue to have the same contractual meaning they had prior to the implementation of HRMN. FOR THE UNION FOR THE EMPLOYER Xxxxxx X. Xxxxxxxx Xxxxxx X. Xxxxxxx Letter of Understanding Pre-Tax Parking/Transportation Benefit The parties have discussed the parking/transportation benefit authorized by the internal revenue code, which allows employees to pay parking or transportation expenses out of pre-tax income under certain circumstances. Among the factors discussed was that taking advantage of the parking/transportation benefit reduces an employee’s taxable income, and therefore could slightly reduce the amount of the employee’s social security benefit. The parties agree as follows:
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COLLECTIVE BARGAINING PROVISIONS. This letter in no way alters, amends or nullifies any 20 provisions of the Collective Bargaining Agreement existing between the UTEA and 21 the State of Michigan. 23 LETTER OF UNDERSTANDING 24 Human Resources Management Network (HRMN) 25 26 During negotiations in 2001 the parties reviewed changes in terminology that 27 resulted from the implementation of the new payroll-personnel system HRMN. The 28 parties have elected to continue to use terminology that existed prior to the 29 implementation of HRMN even though that same terminology is not utilized in HRMN. 30 The parties agree that the HRMN terminology does not alter the meaning of the contract 31 language unless specifically agreed otherwise. 33 An example of this are the terms “transfer, reassignment, and demotion” which 34 are called “job change” in HRMN. The HRMN history record will show each of these 35 transactions as a job change, however they will continue to have the same contractual 36 meaning they had prior to the implementation of HRMN. 37 38 FOR THE UNION FOR THE EMPLOYER 39 Xxxxxx X. Xxxxxxxx Xxxxxx X. Xxxxxxx 40 1 LETTER OF UNDERSTANDING 2 ARTICLE 16
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Related to COLLECTIVE BARGAINING PROVISIONS

  • Collective Bargaining Agreement 9 Company................................................................. 9 Competitor.............................................................. 9 Component............................................................... 9

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

  • Collective Bargaining The School shall be subject to collective bargaining under Ch. 89, HRS, and shall comply with the master agreements as negotiated by the State; provided that the School may enter into supplemental collective bargaining agreements that contain cost and non-cost items to facilitate decentralized decision-making. The School shall provide a copy of any supplemental collective bargaining agreement to the Commission.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, but excluding:

  • Collective Bargaining Committee The Employer agrees to recognize a Collective Bargaining Committee whose sole functions shall be to meet with Employer representatives for the purpose of negotiating modifications to this Agreement. The committee shall be composed of two (2) stewards from the bargaining unit together with the Union's Business Agent. The Employer agrees to pay committee members at their regular straight time rate for all time lost from their regular schedule of work while in collective bargaining meetings with Employer representatives.

  • Formal Collective Bargaining Leave Leave without pay may be granted to participate in formal collective bargaining sessions authorized by RCW 41.80.

  • List Bargaining 2.2.1 Negotiations regarding the list of central and local matters must commence not less than 6 months and not more than 8 months before the expiry of the then existing collective agreement and shall be initiated by a written notice from the Association or TEBA to the other.

  • Exclusive Bargaining Agent The unit recognized by the public employer and certified by PERC as the unit designated or selected by a majority of public employees as their representative for purposes of collective bargaining.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise.

  • Definition of the Bargaining Unit 7 The County recognizes Local 88, AFSCME, hereinafter referred to as the 8 "Union", as the sole and exclusive bargaining representative for the purpose of 9 establishing salaries, wages, hours, fringe benefits, and working conditions for all 10 employees in the County classified service as set forth in MCC Chapter 9 except those 11 specifically excluded below. This unit shall be referred to as the "General Employees 12 Unit". County employees who are excluded from the bargaining unit are:

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