SIDELETTER. During the course of the 0000 Xxxxx xx Xxxxxxxx, Xxxxxxx Management Services (CMS) negotiations with the Trades Coalition (Trades), the parties agreed to establish a Labor/Management Committee (Committee) to explore ways to advise the Trades of newly created positions within the Department of CMS. The Committee will establish procedures whereby both the Agency affected and the Trades representatives can provide input through the Personnel process which will determine the appropriate classification for the newly created position. Once these positions have been assigned and if a dispute exists between Union’s claiming jurisdiction, the Department of CMS, Bureau of Labor Relations Office, will convene a meeting in an attempt to resolve the dispute with the parties claiming jurisdiction. If the parties cannot resolve the dispute, this meeting will be considered Step four (4) of the Contractual Agreement’s grievance procedure. The Committee will meet no later than June 30, 2009 and report to the affected parties their mutually agreed to process no later than November 20, 2009. All such agreements shall be made a part of and attached to the collective bargaining agreement. For the Employer For the Union Date: Date: LIGHT DUTY Agencies (The Departments of Corrections, Juvenile Justice, Human Services, Natural Resources, Veterans’ Affairs and the Illinois State Police) who have light duty policies in effect July 1, 2008 shall have such policies and practices continue, and such policies and practices shall not be affected by the policies set forth herein. Agencies without existing light duty policies, or policies which do not extend to all its employees, or to non-service connected illness or injury shall be governed by the policy set forth below. An employee who has suffered a service connected injury or illness, or who is unable to perform his/her regular duties for a period of more than sixty (60) calendar days, shall be assigned to light duty provided the Employer determines that a suitable light duty assignment is available. Such determination shall not be arbitrary or capricious. However, by mutual agreement an agency and the Union may agree to a shorter time frame for eligibility subject to the approval of the Department of Central Management Services. Light duty assignments shall be subject to the following provisions:
SIDELETTER. 5 (Seniority Lists) The parties agree that the New York Staff Promotion Writer/Producers hired hereunder will be placed on one of the following three seniority lists as is appropriate to the assign- ment of such writer:
SIDELETTER. This Letter Agreement will confirm our understanding concerning the Company's Training Program at WABC-TV and at its Washington News Bureau. The terms of this Agreement are as follows:
SIDELETTER. 9 (Producers) During the negotiations for the successor to the 2002-2005 WGA-CBS Staff Agreement and Supplements, the parties discussed at great length the duties, skills and abilities necessary to being an effective producer. The company argued that only management personnel could be effective while the WGA argued that employees in its unit could perform these duties as well as management could. The parties did agree that producers serve a leadership and oversight role for others assigned to the program or segment that is critical to the quality and success of the broadcasts. The parties further agree to the following. WGA covered Newswriters and Editors may be assigned by the Company, on a non-exclusive basis, to perform all duties necessary to function as producers, including show producers. Those producer duties include, but are not necessarily limited to, the following:
SIDELETTER. 3 (Discharge and Layoff) During the 1987 negotiations the Company and the Union had full and xxxxx discus- sions concerning the changing nature of the broadcasting business and the impact of increasing competitive forces. As to discharge: In agreeing to make no changes in the discharge for incompetence pro- visions of Article X, of this Agreement the parties acknowledge: (i) over time, job require- ments and the demands of the broadcasting business change; (ii) while absolute consis- tency is not possible in evaluating the employees covered by this agreement, if an employ- ee’s job performance is unsatisfactory, a management critique shall specify the areas in need of improvement and there will be opportunity for the individual to improve his/her job performance; and (iii) it is in the best interests of all concerned that such disputes be handled promptly and, if a discharge is arbitrated, that it be tried expeditiously. As to layoff: In order to avoid the inherent uncertainties, and consequent disputes, in applying a “comparative abilities” test in a layoff and in order to provide a mechanism whereby the Company can continue to employ the employees it deems critical for contin- ued operation after a layoff, the parties have agreed to the following: All layoffs shall be in inverse order of seniority, provided that up to one-quarter of the staff on the affected seniority list* may be protected from layoff irrespective of seniority. Where the affected seniority list is not evenly divisible by four, the number that may be protected shall be rounded up to the nearest whole number for remainders of one-half or more, and otherwise rounded down, but not less than one individual in any event. Prior to the layoff the Company will notify the Guild of the Employees who will be so protected, but the Company’s choice of the Employees will be final and not subject to arbitration. An Employee shall receive two weeks’ notice of layoff, or pay in lieu thereof. An Employee who is laid off pursuant to the Company’s right to protect up to one-quar- ter of the affected seniority list, but who would not have been laid off if the layoff had been in strict inverse order to seniority, will receive an additional 100% of the amount of sev- erance pay to which he/she is entitled pursuant to Article XI. * All Newswriters and Editors, employed before and after March 1, 1977, on staff in the shop in which the layoff is to occur shall constitute the “affected seniority list.” A The Compa...
SIDELETTER. 21 (Diversity Committee) The Company agrees, upon request from the Guild, to set up an annual meeting with Guild representatives to discuss diversity in hiring and ongoing concerns of the Guild regarding a diverse work force. Such meeting will be attended by representatives from the Company’s Labor Relations and Diversity and Inclusion departments. The parties agree that they will work cooperatively and in good faith toward mutual goals. Additional meetings may be scheduled by mutual agreement of the Company and the Guild.” 2019-2022 CBS/WGA NATIONAL AGREEMENT
SIDELETTER. Incentive Pay Pilot: In negotiations leading up to this agreement, the parties agreed to add incentive pay components to departments which do not currently have them. The parameters of these new incentive programs (described below) shall be set forth in this side letter and shall be considered ‘pilot’ or trial programs, and shall initially be utilized through June 2011. No later than January 30, 2011, the parties shall review and evaluate the ‘pilot’ programs and may propose modifications or elimination.
SIDELETTER. A In connection with the 1999-2002 ABC-WGA National Agreement, this will confirm our understanding on the following matter: Union Security: The Company will request its Personnel Department to furnish to all new employees covered by the WGA staff agreements a copy of the Union Security provision in the applicable agreement. SIDELETTER B This will confirm our understanding that if a written work-related complaint about an employee is made a part of the employee's record, such employee will be given the particulars of such complaint in writing and a copy will be given to the Union. Any written response by the affected employee will likewise be made a part of such record. However, no such work-related complaint that is older than three years on December 14, 2007, during which no other incident occurred and unless such work-related complaint resulted in the employee's suspension, shall be used in a grievance and/or arbitration proceeding. An employee may request that he or she be afforded an opportunity to see such record. Such request shall be made in writing to the appropriate department head, and will be granted during regular office hours, as soon as possible consistent with schedule requirements and the number of such requests received. The Company shall establish reasonable procedures for review of such records which may include a requirement that the employee initial and date each document viewed. SIDELETTER C During the 1981-84 ABC-WGA negotiations for employees covered under this agreement, the parties discussed the issue of extending the provision contained in Article IX dealing with submitting grievances to arbitration. In this regard, the parties agreed that in cases where the grievance has been filed and is being actively pursued and it appears that an extension of the time limit will aid in settlement of the grievance, the parties may expressly agree to extend said time period. SIDELETTER D This will confirm our understanding with respect to the Retirement Plan provision in the 2010-2013 ABC-WGA National Agreement. Our understanding is that the portion of such provision which excepts from coverage employees employed by the Company for less than three (3) months, shall be applicable only so long as the same exception applies to employees of the Company covered by the ABC-NABET Retirement Plan.
SIDELETTER. E This will confirm our understanding with respect to personal storage space for WGA staff employees. In an attempt to resolve the persistent problem of insufficient locked space for personal items, the Company will survey the work areas and make every effort to provide lockable storage space.
SIDELETTER. 6 The addition of language in the 1987 negotiations to two CBS Supplements concerning consecutive days off shall not affect any practices existing under this Appendix/Supplement that facilitate scheduling changes into and out of Saturdays and Sundays as days off. SIDELETTER #7 In the 1987 negotiations concerning adding writing to the duties of News Editors, the Writers Guild expressed concerns about then-current Editors who may not have written for a number of years, or who may never have been Newswriters for the Company. Accordingly, the Company has agreed that any Editor employed on staff as a News Editor as of March 1, 1987 shall be free to make a one-time election to decline to perform such duties and that inability of a News Editor to perform adequately such duties after a good faith effort to do so shall not be a basis for discipline of such Employee.
