MID-CONTRACT NEGOTIATIONS Clause Samples

MID-CONTRACT NEGOTIATIONS. Section 1. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and required by law over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement. The Union's ability to negotiate does not provide the Union with a "veto" power over Employer initiated changes and shall not unduly delay the implementation of Employer initiated changes. The Employer expressly agrees not to propose changes in working conditions that are mandatory subjects of bargaining to the General Assembly that have not been subject to the bargaining process described in this Article. Section 2. 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 Union of an intended change in working conditions is thirty (30) days. If required to meet a legislative mandate or an emergency situation, management will notify the Union as soon as possible. The Union may request bargaining within this thirty (30) day period and shall submit proposals in response to the Employer's intent to change working conditions within twenty (20) days of its request to bargain.

MID-CONTRACT NEGOTIATIONS. Section 1. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and required by law over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this MOU. The Union’s ability to negotiate does not provide the Union with a “veto” power over Employer initiated changes and shall not unduly delay the implementation of Employer initiated changes. The Employer expressly agrees not to propose changes in working conditions that are mandatory subjects of bargaining to the General Assembly that have not been subject to the bargaining process described in this Article. Section 2. 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 Union of an intended change in working conditions is 30 days. If required to meet a legislative mandate or an emergency situation, management will notify the Union as soon as possible. The Union may request bargaining within this 30-day period and shall submit proposals in response to the Employer’s intent to change working conditions within 10 days of its request to bargain. Section 3. The Employer may implement its proposed change even if after the conclusion of good faith negotiations there has not been mutual agreement, or as required to meet a legislative mandate, or in an emergency situation declared by the Governor.

MID-CONTRACT NEGOTIATIONS. Section 1. The College and the Union acknowledge their mutual obligation to negotiate over the College’s proposed changes in wages, hours and other terms and conditions of employment for bargaining unit employees. If the parties have not addressed a matter related to wages, hours or other terms and conditions of employment in this MOU, then any change in the current practice or any policy related to that term or condition shall be negotiated before it is implemented pursuant to Section 2 below. Section 2. The College shall provide the Union with notice of a change in practice or a new policy, as far in advance as is practical but no later than thirty (30) days of an intended change in wages, hours or other terms and conditions of employment, for bargaining unit employees. The Union may request bargaining within this thirty (30) day period and, upon request, the College shall negotiate with the Union. The Union may submit responsive proposals concerning the College’s intended changes to change working conditions prior to a bargaining conference. Nothing in this Section requires the College to change its planned implementation date. If an intended change is required to meet a legislative mandate or an emergency situation, the College shall notify the Union as soon as possible. In situations involving legislative or executive mandates, the College may implement a change even if negotiations do not yield mutual agreement.

MID-CONTRACT NEGOTIATIONS. Section 1. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and required by law over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement. The Union's ability to negotiate does not provide the Union with a "veto" power over Employer initiated changes and shall not unduly delay the implementation of Employer initiated changes. The Employer and the Union expressly agree to subject any changes to working conditions that are mandatory subjects of bargaining to the bargaining process described in this Article prior to proposing legislation sponsored by a member of the General Assembly. Section 2. 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 Union of an intended change in working conditions is thirty (30) days. If required to meet a legislative mandate or an emergency situation, management will notify the Union as soon as possible. The Union may request bargaining within this thirty (30) day period and shall submit proposals in response to the Employer's intent to change working conditions within twenty (20) days of its request to bargain.

MID-CONTRACT NEGOTIATIONS. Section 1. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and required by law over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement. The Union's ability to negotiate does not provide the Union with a "veto" power over Employer initiated changes and shall not unduly delay the implementation of Employer initiated changes. The Employer and the Union expressly agrees not to propose changes in working conditions that are mandatory subjects of bargaining to the General Assembly that have not been subject to the bargaining process described in this Article to subject any changes to working conditions that are mandatory subjects of bargaining to the bargaining process described in this Article prior to proposing legislation sponsored by a member of the General Assembly.

MID-CONTRACT NEGOTIATIONS. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and required by law over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement. The Union's ability to negotiate does not provide the Union with a "veto" power over Employer initiated changes and shall not unduly delay the implementation of Employer initiated changes. The Employer and the Union expressly agree not to seek statutory changes in working conditions that are mandatory subjects of bargaining when such changes have not been subject to the bargaining process described in this Article.

MID-CONTRACT NEGOTIATIONS. ‌ Section 36.1 - General‌ The University and the Union agree that subjects regarding wages, hours, and other terms and conditions of employment, not specifically covered by this Agreement, will be governed by the policies and procedures of the Board of Regents of the University System of Maryland. Further, they acknowledge their mutual obligation to negotiate as defined and required by law over University proposed changes in wages, hours and other terms and conditions of employment not specifically covered by this agreement affecting bargaining unit employees. University proposed changes on the above mentioned areas would constitute the basis for mid- contract negotiations on those changes. The University expressly agrees not to propose changes in working conditions that are mandatory subjects of bargaining to the General Assembly that have not been subject to the bargaining process described in this Article.

MID-CONTRACT NEGOTIATIONS. Employer Initiatives During the Term of this Agreement A. The AALJ recognizes that the Employer has the right to exercise its management rights as set forth in the Civil Service Reform Act and this Agreement and, in accordance with applicable law, rule, regulation, and this Agreement, to initiate changes in operational and administrative procedures and programs when the Employer determines it is in the interest of the Agency to do so. B. The Employer recognizes that the AALJ, in accordance with law, has the right to receive timely advance notice of any changes in the conditions of bargaining unit Judges’ employment. C. The Employer and the AALJ agree that it is in the interest of the Parties to expeditiously resolve bargaining issues. D. The duties of the Parties to negotiate in good faith under this Article shall include the obligation to: 1. Approach negotiations with a sincere resolve to reach agreement; 2. Be represented by duly authorized representatives prepared to discuss and negotiate on the subjects authorized by this Article; 3. Meet at reasonable times and convenient places as frequently as may be necessary, and to avoid unnecessary delays; 4. In the case of the Employer, to furnish data to the AALJ, upon request and to the extent not prohibited by law: a. Which is normally maintained by the Employer in the regular course of business; b. Which is reasonably available and necessary for full and proper discussion, understanding, and negotiation of subjects within the scope of collective bargaining; and c. Which does not constitute guidance, advice, counsel, or training provided for management officials or supervisors relating to collective bargaining. 5. If agreement is reached, to execute on the request of any Party to the negotiation a written document embodying the agreed terms and to take such steps as are necessary to implement such agreement. E. Should a provision of any agreement negotiated pursuant to this Article be rendered invalid by appropriate authority (except the Agency head) after the effective date of this Agreement, either Party may reopen the specifically affected sections as well as issues clearly and unmistakably bargained away as part of any agreement on the terms rendered invalid. F. Should a provision of any agreement negotiated pursuant to this Article be rendered invalid by the Agency head after the effective date of this Agreement, either Party at its option may request reopening negotiations on the disapproved provision...

MID-CONTRACT NEGOTIATIONS. Section 1. The Employer and the Union acknowledge their mutual obligation to negotiate as defined and required by law over Employer proposed changes in wages, hours and other terms and conditions of employment affecting bargaining unit employees not specifically covered by this Agreement. The Union's ability to negotiate does not provide the Union with a "veto" power over Employer initiated changes and shall not unduly delay the implementation of Employer initiated changes. The Employer and the Union expressly agree to subject any changes to working conditions that are mandatory subjects of bargaining to the bargaining process described in this Article prior to proposing legislation sponsored by a member of the General Assembly. Section 2. 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 Union of an intended change in working conditions is thirty