Midterm Negotiations Clause Samples

Midterm Negotiations. Bargaining changes affecting conditions of employment during the life of this Agreement that are not in conflict with the Agreement.

Midterm Negotiations. This Article governs the mid-term bargaining relationship of the parties over matters which are not covered by this agreement. The Agency will fulfill its midterm statutory bargaining obligations. The Agency has no duty to bargain under the Statute nor under this Agreement over matters that fall within the “covered by” doctrine as established and applied by the Federal Labor Relations Authority (FLRA) and the U.S. Court of Appeals for the District of Columbia. The purpose of this Article is to establish a complete and orderly process to improve efficiency and expedite mid-term negotiations in the interests of the Agency, the Union, employees, and Agency stakeholders. Section 1. Mid-Term Negotiation Parameters

Midterm Negotiations. The Agency will notify the Union President, or designee, of any changes affecting Unit employees and their working conditions. This notification will be accomplished by the submission to the Union of a written draft of the proposed change. The Union will normally be allowed 14 days for submission of input or request for bargaining or impact bargaining. The same time-frame applies to Union initiated proposals directed to the Head of Human Relations Division. The parties agree to reopen negotiations regarding personnel policies and procedures which maybe changed due to regionalization.

Midterm Negotiations. A. The Parties may propose changes in personnel policies, practices or conditions of employment for negotiations provided that the proposal is not in conflict with this Agreement. The Parties agree that in some instances the bargaining may be limited to impact and implementation. In other instances, bargaining may be substantive. ▇. ▇▇▇▇▇▇ Party at the national level may delegate authority to negotiate issues to Parties below the national level in order to promote more effective and efficient resolution of issues when the issues impact more than one facility. C. The Employer may implement changes in personnel policies or practices or conditions of employment not in conflict with this Agreement only after Union officials have been notified and given the opportunity to bargain to the maximum extent allowed by law.

Midterm Negotiations a. The Parties agree that changing working conditions may create a need for the Agency and/or the Union to propose midterm negotiations regarding items that are not already covered by this Agreement. b. If negotiations are requested for a negotiable matter, the Parties will meet and negotiate in accordance with Section 2 of this Article with respect to the proposed changes to conditions of employment. c. Management may implement changes in conditions of employment, not in conflict with this Agreement, after the Union has been notified in writing of the changes and given the opportunity to bargain, including conclusion of mediation and impasse procedures. d. Management agrees that it will not unilaterally implement negotiable changes in personnel policy or practices or conditions of employment that effect bargaining unit employees working conditions, until the bargaining obligation has been met, except for emergencies or when the date of implementation is required by law. In these situations, post-implementation issue resolution or negotiations may be appropriate.

Midterm Negotiations. The Employer will use Office of Personnel Management (OPM), Department of Defense (DoD), and Department of the Army (DA) regulations covering RIF procedures. The Union and Employer will meet as frequently as necessary, at mutually agreed times, to ensure accomplishment of mutual obligations under this Article.

Midterm Negotiations. Negotiations between parties during the life of the agreement.

Midterm Negotiations