PROTECTION OF BARGAINING AUTHORITY AND BARGAINING Sample Clauses

PROTECTION OF BARGAINING AUTHORITY AND BARGAINING. UNIT WORK Agreement Binding on Union, Employer, their Successors, etc.
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PROTECTION OF BARGAINING AUTHORITY AND BARGAINING. UNIT WORK 8 Agreement Binding on Union, Employer, their Successors, etc 8 Conflicting Agreements 8 Notification of Change of Name or Address 8 Subcontracting 9 Union Access to Studio or Location 9 ARTICLE 4 — APPLICABLE LEGISLATION 10 Laws of British Columbia Apply 10 No Employer Discrimination 10 Employer’s Workers’ Compensation Obligations 10 Severability and Replacement of Invalid Provisions 10
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PROTECTION OF BARGAINING AUTHORITY AND BARGAINING. 3.01 Conflicting Agreements 10 3.02 Notification of Change of Name or Address 10 3.03 Bargaining Unit Work 10
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PROTECTION OF BARGAINING AUTHORITY AND BARGAINING. Agreement Binding on Union, Employer, their Successors, etc 8 Conflicting Agreements 8 Notification of Change of Name or Address 8 Subcontracting 9 Union Access to Studio or Location 9 ARTICLE 4 - APPLICABLE LEGISLATION 10 Laws of British Columbia Apply 10 No Employer Discrimination 10 Employer's Workers' Compensation Obligations 10 Severability and Replacement of Invalid Provisions 10 ARTICLE 5 - MANAGEMENT’S RIGHTS 11 Reserved Management Rights 11 Employer Rules 11 No Demotions as Disciplinary Measure or Requirement to Retire Due to Age 11 ARTICLE 6 - UNION SECURITY 12 Good Standing 12 Assignment of Wages 12 ARTICLE 7 - HIRING 14 Hiring Rules 14 Work Permits 14 Approval by the Union 15 Non-Member Not to be Hired Without Union Approval 15 Displacement or Work Permit Fee 15 Termination of Employment for Failure to Remit Displacement or Work Permit Fee 15 Alternate Arrangements 16 Co-Production Treaties 16 No Requirement to Furnish Services or Equipment 16 ARTICLE 8 - STRIKES AND LOCKOUTS 17 No Strikes or Lockouts During Term of Agreement. 17 Employee May Refuse to Cross Picket Lines 17 ARTICLE 9 - CONSULTATION 18 Production Notice 18 Pre-Production Conference 18 Consultation Committee to be Established upon Request 18 Production Records 18 ARTICLE 10 - GRIEVANCE AND ARBITRATION 19 Direct Discussions of Problems arising at the Work-Site 19 Statement of Policy 19 Grievances Defined 19 Grievance Procedure 20 Arbitration 20 Rights and Duties of Arbitrators 20 Consequence of Failure to Meet Time Limits 21 Costs 21 Grievance Investigation and Recommendation Procedure 21 ARTICLE 11 - DGC CREWING 22 Director Required 22 Crewing 22 Order of Hire 22 Responsibility of Category Head 22 Preparation and Completion Time 23 Trainees 23 Duties not Assigned Outside Classifications 23 Location Scout 23 Production Assistant 23 Additional Photography 24 Dual Capacity 24 ARTICLE 12 - CLASSIFICATIONS 25 Directors 25 Production Management 25 Assistant Direction 26 Location Management 27 Production Assistants 27 General 27 ARTICLE 13 - DEAL MEMO 28 Deal Memo Required 28 Application to Existing Deal Memos 28 Provisions of Deal Memo Subject to Grievance and Arbitration 28 ARTICLE 14 - NOTICE OF LAY-OFF OR POSTPONEMENT 29 Lay-Off Defined 29 Notice of Lay-Off 29 Discharge 29 Replacement Pay 30 Force Majeure 30 Recall for Services 31 ARTICLE 15 - REGULAR WORK DAY AND OVERTIME 32 Extended Work Day Premiums 32 Hourly Base Rate Defined 33 Over-Scale Rates 33 Stand-By Calls 33 Cancellation...
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PROTECTION OF BARGAINING AUTHORITY AND BARGAINING. 3.01 Conlicting Agreements 8 3.02 Notiication of Change of Name or Address 8
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PROTECTION OF BARGAINING AUTHORITY AND BARGAINING 
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Related to PROTECTION OF BARGAINING AUTHORITY AND BARGAINING

  • List Bargaining 2.2.1 Negotiations regarding the list of central and local matters must commence not less than 6 months and not more than 8 months before the expiry of the then existing collective agreement and shall be initiated by a written notice from the Association or TEBA to the other.

  • Protection of Bargaining Unit Work The Employer shall not assign work normally performed by members of this bargaining unit to persons outside the bargaining unit, to the point that it directly results in the termination, layoff or reduction in normal hours of any bargaining unit member The Employer shall not enter into any agreement that restricts or purports to restrict in any way the employment of and assignment of work to Nurses covered by this Collective Agreement without prior consultation and discussion with the Union’s Labour Relations Officer for the life of this Agreement. In the event of a fundamental change in the work normally performed by members of the bargaining unit, it is agreed that the parties shall meet to discuss these changes.

  • Central Bargaining Notwithstanding the foregoing provisions, in the event the parties to this Agreement agree to negotiate for its renewal through the process of central bargaining, either party to this Agreement may give notice to the other party of its desire to bargain for amendments on local matters proposed for incorporation in the renewal of this Agreement and negotiations on local matters shall take place during the period from 120 to 60 days prior to the termination date of this Agreement. Negotiations on central matters shall take place during the period commencing forty-five days prior to the termination date of this Agreement. It is understood and agreed that "local matters" means, those matters which have been determined by mutual agreement between the central negotiating committees respectively representing each of the parties to this Agreement as being subjects for local bargaining directly between the parties to this Agreement. It is also agreed that local bargaining shall be subject to such procedures that may be determined by mutual agreements between the central negotiating committees referred to above. For such purposes, it is further understood that the central negotiating committees will meet during the sixth month prior to the month of termination of this Agreement to convey the intentions of their principals as to possible participation in central negotiations, if any, and the conditions for such central bargaining." Dated at , Ontario, this day of 1999. FOR THE LOCAL UNION FOR THE HOSPITAL APPENDIX OF LOCAL ISSUES The following provisions, while not being an exhaustive listing, are appropriate for inclusion in an Appendix of Local Issues. Any local issue provisions which existed in the hospital's expiring collective agreement shall be continued in the Appendix of Local Issues subject to any changes, deletions or additions resulting from the current round of bargaining. - Management Rights - Statement of Religious Purpose - Recognition - Union Membership - Dues Deduction and Remittance and Dues Lists - Constitution of Local Bargaining and Grievance Committees - Seniority Lists - Scheduling - Uniform Allowance - Sick Leave Administrative Provisions - Designation of Specific Holidays - Administrative Provision re Payment of Wages - Meal Allowances - Bulletin Boards - Mileage Allowance - Communication to Union - Vacation Administrative Provisions - Pay Day - Health & Safety - Designation of Classifications Required to Wear Safety Footwear Where a Hospital and a Local Union have reached a settlement of all Local Issues, and the form in which their agreed issues are to appear in the collective agreement is inconsistent with the foregoing agreement of the central parties, then the local parties may re-open negotiations for the sole purpose of ensuring that the form of their collective agreement is consistent with the foregoing. Any difficulties in this regard shall be submitted to the Implementation Committee for resolution.

  • Local 6070 Bargaining Unit Members who have temporary service in a position that is converted by the University to a benefit eligible position, without interruption, shall have those hours counted toward probation.

  • Mid-Term Bargaining Section 38.1. 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.

  • Local Bargaining 2.4.1 Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence local bargaining by a School Division or the Association must be served after, but not more than 60 days after, the collective agreement referred to in section 11(4) of PECBA has been ratified or the central terms have otherwise been settled.

  • BARGAINING AGENCY 2.01 The Company recognizes and agrees that the Union is the sole bargaining agent for the employees of the Company employed at the place(s) set out in the certificate(s) of bargaining authority and at any other premises opened or taken over by the Company in British Columbia.

  • Integrity of the Bargaining Unit Unless otherwise provided by law, the Employer recognizes the integrity of the bargaining unit and will act consistently with the current statutory policy to use State employees to perform all State functions in State operated facilities in preference to contracting out with the private sector. In the event the Employer proposes to use non-bargaining unit individuals to displace continuing bargaining unit positions, it will provide the Union with notice at the earliest opportunity, but normally at least sixty (60) days in advance. Supervisors will not be assigned posts for the purpose of limiting overtime opportunities for bargaining unit employees except when fiscal or operational exigencies necessitate. If a proposed contract with a private vendor to provide services in a State operated facility is not exempt under any of the specific exemptions provided in law, the contract may only be presented to the Board of Public Works for approval if: (1) the contracting agency has provided DBM with an analysis of the cost of the contract that shows that it will save the State at least $200,000 or 20% of the value of the contract, whichever is less; and (2) DBM finds that the economic advantage of the contract is not outweighed by the preference to use State employees to perform all State functions in State operated facilities. At least 60 days before issuing a solicitation for a nonexempt service contract to provide services in a State operated facility a State agency must notify the Union of the nature of the work to be performed, the contracting procedures and timetables, and the rights of State employees as provided by law.

  • LABOUR MANAGEMENT BARGAINING RELATIONS 9.1 No employee or group of employees shall undertake to represent the Association at meetings with the Employer without the authority of the President or the General Secretary acting on behalf of the Association.

  • Collective Bargaining Agreement 9 Company................................................................. 9 Competitor.............................................................. 9 Component............................................................... 9

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