Mid-Term Bargaining. Section 39.1. Subject to the specific rights retained by the Employer in this Agreement, the Employer recognizes its legal obligation under O.R.C. Chapter 4117 to bargain with the FOP prior to implementation of any changes in wages, hours, or other terms and conditions of employment applicable to members of the bargaining units. Prior to implementing new or changed work rules, policies, or other changes that materially affect wages, hours, or terms or conditions of employment of bargaining unit employees, the Employer will notify the Union seven (7) days in advance of the effective day of implementation. If the Union requests to bargain over such change within the notice period, the Employer and the Union will negotiate in good faith. If the Employer and the Union bargain to impasse, the parties may submit the issues to non-binding mediation. However, if the change is not a topic of bargaining under RC Chapter 4117, or in the case if the change is necessary due to exigent circumstances or a state or federal directive or regulation, the Employer is not required to give a seven (7) day notice or to bargain over the implementation of the change; however, the Employer may elect to do so if time permits, without waiving its rights.
Mid-Term Bargaining. (A) This Contract concludes collective bargaining between the parties for its term as to any condition of employment specifically covered by the express provisions of this Contract, and both parties waive their right to bargain for the term of this Contract as to such conditions of employment. As to such conditions of employment, this Contract supersedes and cancels all prior practices and agreements, whether written or oral, unless expressly stated in this Contract.
Mid-Term Bargaining. Matters appropriate for mid-term bargaining shall include those issues within the scope of bargaining, as proposed by either PARTY which are either newly formulated, or changes to established personnel policies and practices during the term of this agreement, which affect the working conditions of unit employees
Mid-Term Bargaining. In the event the City as a result of exigent circumstances (as this term is defined under Ohio law developed under R.C. 4117) that were unforeseen at the time of negotiations or the passage of legislation which conflicts with the terms of this agreement finds it necessary to seek a change or changes to a term or terms of this contract, the City, after approval by City Council, shall notify the Union of the proposed change or changes. The Union may, within ten calendar days of such notice, submit a written demand to bargain over such change or changes. Should the Union demand to bargain as provided herein, the parties shall engage in good faith bargaining for a period of not less than five days and not more than ten days. Bargaining shall be conducted by teams consisting of not more than four persons, unless a larger number is mutually agreed to by the City and the Union. If the bargaining teams have not reached agreement by the end of the bargaining period, the parties will engage in mediation for a period of not more than ten days, or until a resolution is reached or impasse is declared by either party, whichever first occurs. The mediator shall be assigned by the State Employment Relations Board, unless the parties mutually agree on a mediator. If the parties have not reached agreement by the end of the mediation period, the City may elect to submit the unresolved issue or issues to conciliation. The conciliator shall be selected and the hearing conducted in accordance with the provisions of R.C. 4117 and the implementing provisions of the Ohio Administrative Code. The City shall maintain the status quo until the conciliator provides his or her decision. If the City does not elect to submit the unresolved issue or issues to conciliation, the status quo shall be maintained. Proposed changes to this agreement that arise within 120 days of the agreement’s expiration will not be deemed mid-term issues. Such issues will be held over until negotiations for a successor agreement commence and this procedure will not apply.
Mid-Term Bargaining. Section 38.1 Mid-Term Bargaining If the Employer is contemplating any changes that would affect wages, hours, and/or conditions of employment for bargaining unit members and such change is a mandatory subject of bargaining in accordance with O.R.C. 4117, that:
Mid-Term Bargaining. The parties acknowledge that disputes over the terms set forth in this agreement are subject to the grievance procedure. Matters not covered by this agreement, including past practice, that are considered “employment relations,” as defined by PECBA, are subject to bargaining obligations consistent with ORS 243.698. The Union does not waive any mid-term bargaining rights as provided under PECBA regarding matters that are considered employment relations. The City does not waive any rights as provided under PECBA regarding matters that are not considered employment relations. For the purposes of this Section, past practices are those that are long continued, well understood and mutually concurred by the parties.
Mid-Term Bargaining. If the Employer is contemplating any changes that would affect the wages, hours, and/or conditions of employment not otherwise provided for in this contract, then the Employer, prior to making such change, shall inform the Union of said proposed change and negotiate to impasse with the Union concerning such change. The Employer may unilaterally implement such change after impasse is reached.
Mid-Term Bargaining. Section 1 - General The purpose of this article is to establish a complete and orderly process to govern mid-term negotiations at all levels. The parties are encouraged to use an IBB approach in all mid-term negotiations and will ensure that negotiators are trained in this approach prior to the inception of bargaining. Recognizing that the Master Agreement cannot cover all aspects or provide definitive language on each subject addressed, it is understood that mid-term agreements at all levels may include substantive bargaining on all subjects covered in the Master Agreement, so long as they do not conflict, interfere with, or impair implementation of the Master Agreement. However, matters that are excluded from mid-term bargaining will be identified within each article. As appropriate, the Union may initiate mid-term bargaining at all levels on matters affecting the working conditions of bargaining unit employees.
Mid-Term Bargaining negotiations between the Agency and the Union, dealing with conditions of employment of the bargaining unit employees covered by this agreement which are not currently contained in the Agreement. See Article 5, “Negotiations During the Term of the Agreement”.
Mid-Term Bargaining. Section 5.01 - Mid-Term Changes at the National Level. During the term of this Agreement, Management shall transmit to the Union its proposed changes relating to personnel policies, prac- tices, and general conditions of employment. The parties agree that it is in the interest of the Government, the public and the parties to negotiate in good faith in order to facilitate the negotiations process.
