EXISTING RULES AND PRACTICES Clause Samples

EXISTING RULES AND PRACTICES. The County policies and procedures, including the Employee Handbook, a n d P ▇ ▇ ▇ C o u n t y Clinical Care Guidelines, policies, procedures, memorandums or written guidelines are hereby incorporated by reference into this Agreement. Where there is a conflict between these policies, procedures, written guidelines or Employee Handbook and the express terms of this Agreement, the Agreement will prevail. The Union agrees that such policies, procedures, memorandums, written guidelines and Employee Handbook may be formulated, amended, revised and implemented at the sole and exclusive discretion of the County; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious Relative to any such changes, the Grievance and Arbitration provisions of this Agreement shall be limited to whether or not such changes are arbitrary, capricious and/or violate the express terms of this Agreement. Any such grievance shall be initiated, in writing, at the third (3rd) step of the Grievance procedure within ten (10) calendar days of the change(s) being implemented.

EXISTING RULES AND PRACTICES. Section 1. The County policies, procedures, and County Employee Handbook, are hereby incorporated by reference into this Agreement. Where there is a conflict between the County’s policies, procedures and the County Employee Handbook and the express terms of this Agreement, the Agreement will prevail. The Federation agrees that such policies, procedures and Employee Handbook may be formulated, amended, revised and implemented at the sole and exclusive discretion of the County Manager; provided, Section 2. The County has the right to post and enforce new policies, procedures and changes to the Employee Handbook not in conflict with this Agreement during the life of this Agreement. The Federation has the right to grieve during the first 21 days of the new policies, procedures or changes to the Employee Handbook which are posted. The Grievance and Arbitration provisions of this Agreement shall be limited to whether or not the changes are arbitrary, capricious and/or violate the express terms of this Agreement. Any such grievance shall be initiated in writing, at the third (3rd) step of the grievance procedure. If the new policies, procedures or changes to the Employee Handbook are not grieved during this time period, they will stand as posted.

EXISTING RULES AND PRACTICES. Section I. It is agreed and understood that the Fire Department currently has Standard Operating Procedures (SOP'S), policies, rules and regulations. The Union agrees that such SOP's, policies, rules and regulations may be formulated, amended, revised and implemented at the sole and exclusive discretion of the Fire Chief; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious. In the event that a contemplated change is to be made, the Fire Chief shall provide at least seven (7) days' notice of such change to the Union with the exception of those changes which, if not implemented immediately, would pose a safety risk to employees or the public. In the event that the Union objects to any such contemplated change, the issue of whether or not the contemplated change is arbitrary or capricious shall be subject to the grievance and arbitration provisions of this Agreement.

EXISTING RULES AND PRACTICES. 8.1 A Police Department rule, resolution, policy or procedure now in existence in conflict with this Agreement shall be resolved by modification of such rule, regulation, policy or procedure to be compatible with this Agreement. 8.2 It is agreed and understood that the Police Department currently has policies, rules and regulations governing employment. The Union agrees that such policies, rules and regulations shall be formulated, amended, revised and implemented at the sole and exclusive discretion of the Police Chief; provided, however, that said formulation, amendment, revision and implementation will be neither arbitrary nor capricious. In the event that a 8.3 The City and the Union shall establish and maintain a Safety Committee composed of two (2) members appointed by the City and two (2) members appointed by the Union. The committee shall meet not less than quarterly and shall review and make recommendations of improvements in safety polices, procedures and equipment. Recommendations made shall be in writing, adopted by a majority of the committee and shall be non-binding in nature.

EXISTING RULES AND PRACTICES. 8.1 Conflicts with a Disagreement: A Police Department rule, resolution, policy or procedure now in existence in conflict with this Agreement shall be resolved by modification of such rule, regulation, policy or procedure to be compatible with this Agreement.

EXISTING RULES AND PRACTICES. 12.1 The normal probationary period for all employees in the bargaining unit shall be twelve (12) months. However, the normal probationary period may be extended by the Department Head for a period not to exceed an additional six (6) months. Should the probationary period be extended, there shall be no increase in salary as provided in Article X, Section 10.1(a). 12.2 The Town agrees to provide bulletin boards at the various buildings in Town where employees of this unit work, and to permit the Union to utilize them for posting of notices concerning Union business and activities. Permission is also granted to utilize the internal mail system to send notices and communication addressed to various members. 12.3 When death occurs in an employee’s immediate family, funeral leave will be granted by the Director in accordance with the following schedule: 12.4 Employees shall be granted leave with pay for the following reasons and subject to the following restrictions: 1) Jury duty. 2) Any other required appearance before a court or other public body except where the employee is a litigant. 3) Participation in short-term military training in Federal Reserve or National Guard, not to exceed two (2) weeks in any calendar year. 4) Participation in conferences or official meetings which enhance the employee’s value to the Town and approved by the appointing authority. 5) Participation in education or training courses which enhance the employee’s value to the Town and approved by the appointing authority. In case the employee receives any pay or remuneration, such as a fee for jury duty or military pay, or a scholarship or fellowship, the employee’s Town salary shall be reduced by that amount for the duration of the leave. 12.5 Employees shall be granted leave without pay for the duration of military service and shall a) The parties agree that reasonable safety standards shall be observed on the job, as required by OSHA or other authorities. The Town shall provide required safety equipment. All employees are required to wear their uniforms, shoes and safety equipment (as required) while on duty unless excused by medical certification or other circumstances beyond their control. b) The Town shall continue to provide education about the Hepatitis B virus and offer the Hepatitis B vaccine series to employees of the Grounds Maintenance bargaining unit. Employees who elect to receive the Hepatitis B vaccine and who are characterized as having high risk of an inadequate vac...

EXISTING RULES AND PRACTICES. The County policies and procedures, including the Employee Handbook, Polk County Fire Rescue Clinical Care Guidelines, policies, procedures, memorandum or written guidelines are hereby incorporated by reference into this Agreement. Where there is a conflict between these policies, procedures, memorandum, written guidelines or Employee Handbook and the express terms of this Agreement, the Agreement will prevail. The Union agrees that such policies, procedures, memorandum, written guidelines and Employee Handbook may be formulated, amended, revised and implemented at the sole and exclusive discretion of the County; provided, however, that such formulation, amendment, revision and implementation will be neither arbitrary nor capricious. Relative to any such changes, the Grievance and Arbitration provisions of this agreement shall be limited to whether or not such changes are arbitrary, capricious and/or violate the express terms of this Agreement. Any such grievance shall be initiated, in writing, at the third (3rd) step of the Grievance procedure within ten (10) calendar days of the change(s) being implemented. To the extent required by law the County will engage in impact bargaining; provided that such bargaining must be requested within ten (10) calendar days of notice under this Section or the bargaining obligation is waived.