When the Employer serves notice to the employee of personnel review and underlying conduct, the employee may opt to waive the personnel investigation and stipulate to the alleged conduct. The stipulation will be the sole discretion of the Employer. The employee may make reasonable inquiry to the level of corrective action they shall receive, if they offer a stipulation, prior to waiving the personnel investigation. The Waiver of Investigation option will be reflected on the OSPOA Personnel Notice Form.
When the Employer is contemplating reassigning a District Manager, the Employer shall first discuss the reassignment with the District Manager involved and shall take into consideration the employee's stated preference(s) for districts. The Employer shall also take into consideration the wishes of an employee who prefers not to be reassigned. Where, according to the criteria stipulated by the Employer, two or more District Managers are relatively equally qualified and do not wish to be reassigned, the person with the greater seniority will be given preference. Whenever possible, the employer shall give a District Manager at least two (2) weeks notice of reassignment.
When the Employer. (a) hires a new employee; transfers an employee: terminates an employee: moves an employee within the bargaining unit; The Employer agrees to provide the Union, within thirty days, with information that employee. the Employer shall advise the Union when employees have terminatedtheir employment with the Employer. The Employer shall provide each employee with a copy of the Collective Agreement.
When the Employer. (a) hires a new employee;
When the Employer has made a determination that the need exists and requires the use of special equipment, the wearing of uniforms, protective clothing or special wearing apparel to protect the employee, the environ- ment, or as a means of identification, these specified items will be provided by the Employer. Special equipment, uniforms, protective clothing or special wearing apparel must be used and/or worn as prescribed by the Employer.
When the Employer determines that a long-term layoff is necessary, it shall notify the affected employees and the FOP fifteen (15) calendar days in advance of the effective date of the layoff. The Employer, upon request from the FOP, agrees to discuss, with representatives of the FOP, the impact of the layoff on bargaining unit employees. Layoffs shall be in order of inverse bargaining unit seniority. Employees serving an initial probationary period shall be laid off before permanent members of the bargaining unit. No employee outside the bargaining unit shall be permitted to displace any bargaining unit member.
