CHANGES IN PERSONNEL POLICIES Sample Clauses

The "Changes in Personnel Policies" clause establishes the right of an employer to modify, update, or implement new policies regarding employee conduct, benefits, or workplace procedures. In practice, this clause allows the employer to revise handbooks, codes of conduct, or other internal guidelines as needed, often with or without prior notice to employees. Its core function is to provide flexibility for the employer to adapt workplace rules to changing legal requirements, business needs, or operational circumstances, thereby ensuring the organization can remain compliant and responsive.
CHANGES IN PERSONNEL POLICIES. Any time the College determines that personnel policies not covered by this Agreement should be amended or new personnel policies adopted, the College will provide the Association one (1) calendar month notice and an opportunity to respond prior to the time the amendment or new policy becomes effective.
View SourceView Similar (4)
CHANGES IN PERSONNEL POLICIES. Any changes in Personnel Policy materially affecting mandatory subjects of bargaining may be addressed in Labor Management Committee. This will not be considered a waiver of the Union's right to bargain regarding changes, as may be required by RCW 41.56.
View SourceView Similar (3)
CHANGES IN PERSONNEL POLICIES. The College shall provide the Association president with a copy of the Board packet, exclusive of executive session materials. Copies of policies recommended at first and second reading shall be included in the packet.
View SourceView Similar (2)
CHANGES IN PERSONNEL POLICIES. Any changes to Personnel Policies/Standards that materially affect mandatory subjects of bargaining shall be negotiated with the Union. The Employer has an affirmative obligation to notify the Union of any such change to allow for appropriate negotiations of the subject matter. The City shall not implement any such changes without either reaching agreement or impasse before implementation.
View Source

Related to CHANGES IN PERSONNEL POLICIES

  • Personnel Policies The School shall adopt, update, and adhere to personnel policies. These policies must be made readily accessible from the School’s website or school office, as described in Section 11.4. 1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Personnel Matters 7.1 Verbal or written complaints regarding an employee made to any member of the Administration by any parent, student or other person which is to be placed in any personnel file or which may be used to evaluate or discipline an employee shall be promptly investigated. The employee shall be given prompt notice of such complaint and shall be given the opportunity to respond to the complaint. Unsubstantiated complaints shall not be placed in an employee’s file. 7.2 Each employee shall be entitled to access to his/her personnel file. This review shall take place during an agreed upon time; requests to examine the file need to be made to the Superintendent or his/her designee at least 24 hours prior and shall not be unreasonably withheld. The employee may, if he/she wishes, have a representative of the Association accompany him/her during such review. 7.3 The employee shall have the right to make a response to any material contained in his/her personnel file and such response shall be made a part of said employee’s file. Reproductions of such material may be made by hand or copying machine, if available. 7.4 No disciplinary material will be placed in an employee's personnel file without written or electronic notification to the employee. 7.5 The Board agrees to maintain, as part of its general policy manual, job descriptions for members of the bargaining unit; said policy manual to be made available to each member of the bargaining unit and any new employee. Whenever the District contemplates any changes in job description, the District will notify the Association on the planned action and convene the Job Description Team per the Memorandum of Understanding included in Exhibit 1.

  • Changes in Classification The regular wage rate of the employee in effect on July 1 and January 1 will determine his entitlement to Group Life and Accidental Death and Dismemberment coverages as outlined in the schedule contained in Exhibit “B”. Where an employee’s regular duties consist of more than one job, his regular rate shall be deemed to be the average of the rates applicable to such jobs.