Department of Fish and Game Clause Samples

The 'Department of Fish and Game' clause designates the relevant state agency responsible for overseeing and regulating activities related to wildlife, fisheries, and natural habitats within the jurisdiction of the agreement. In practice, this clause may specify that certain permits, approvals, or compliance measures must be obtained from the Department before engaging in activities such as construction, land development, or resource extraction that could impact fish and wildlife resources. Its core function is to ensure that all parties adhere to applicable environmental regulations and obtain necessary authorizations, thereby protecting natural resources and minimizing legal or ecological risks.
Department of Fish and Game. 1. The Department of Fish and Game (DFG) shall pay a differential of $155.00 per month to employees holding a Class A or B Commercial Driver’s License (CDL) who: a. Are full-time employees, and b. Hold a Class A or B CDL, with appropriated endorsement(s) and medical examiner’s certificate required by the Department of Motor Vehicles, and c. Are assigned to a DFG-designated position requiring regular operation of vehicles for which a Class A. or B CDL is required. 2. The DFG shall identify the positions referenced in Section B(1)(c) above and in so doing, will identify the appropriate CDL and endorsement(s) required for the position. Assignment of employees to these positions shall be at the Department’s discretion. The provisions of this subsection (B)(2) are neither grievable nor arbitrable. 3. An employee whose required CDL and/or endorsement(s) is/are revoked or not renewed for any reason, or who is not operating vehicles satisfactorily, or who lacks the proper skill or qualifications to operated the subject vehicles at the work-site, may be subject to administrative transfer: a. out of the position within which the differential is paid, or b. to a position not requiring the possession of a CDL, and will no longer be eligible for payment of the differential. 4. The Union recognizes that the differential will not be paid to incumbents in those classes in which the State Personnel Board specification identifies possession of a CDL as part of the minimum qualifications of the class. 5. Notwithstanding classification specifications, employees receiving the differential can be required to operate vehicles as deemed necessary by the Department. This provision is neither grievable nor arbitrable. 6. Part-time employees shall, subject to all of the provisions in subsection (B)(1-5), be eligible for payment of the differential on a pro-rata basis.
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Department of Fish and Game. In addition to the benefits described in Government Code sections 4701 and 4702, effective July 1, 1999, the Department of Fish and Game (DFG) agrees to provide $50,000 air travel insurance for Unit 10 employees in the classes listed below required to fly as a passenger in other than regularly scheduled passenger aircraft to fulfill his/her work duties. BP14 Associate Biologist (General) BP15 Associate Biologist (Botany) BP16 Associate Biologist (Marine/Fisheries) BP17 Associate Biologist (Wildlife) BP10 Biologist (General) BP11 Biologist (Botany) BP12 Biologist (Marine/Fisheries) BP13 Biologist (Wildlife) BQ21 Senior Biologist Specialist (Botany) BQ22 Senior Biologist Specialist (Marine/Fisheries) BQ23 Senior Biologist Specialist (Wildlife) BH70 Environmental Scientist BH74 Staff Environmental Scientist IC61 Assistant Industrial Hygienist IC62 Associate Industrial Hygienist
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Department of Fish and Game. 1. The Department of Fish and Game (DFG) shall pay a differential of $155.00 for each qualifying pay period to employees holding a Class A or B Commercial Driver’s License (CDL) who: a. Are full-time employees, and b. Hold a Class A or B CDL, with appropriate endorsement(s) and medical examiner’s certificate required by the Department of Motor Vehicles, and c. Are assigned to a DFG-designated position requiring regular operation of vehicles for which a Class A or B CDL is required. 2. The DFG shall annually identify the positions referenced in Section B(1)(c) above and in so doing, will identify the appropriate CDL and endorsement(s) required for the position. Assignment of employees to these positions shall be at the Department’s discretion. Once positions have been designated, the positions shall not be undesignated prior to the next annual review unless there is a clear, articulable reduction in operational need such that the position would be rendered unnecessary. If DFG determines that a position should be undesignated outside the annual review process, the union shall be notified and afforded an opportunity to discuss the action. Positions undesignated outside of the annual review process shall be subject to the formal grievance procedure. Otherwise the provisions of this subsection (B)(2) are neither grievable nor arbitrable. 3. Employees shall be designated to receive this differential in the first qualifying pay period in which they have been assigned driving duty and will then be subject to the normal annual review process thereafter. 4. An employee whose required CDL and/or endorsement(s) is/are revoked or not renewed for any reason, or who is not operating vehicles satisfactorily, or who lacks the proper skill or qualifications to operate the subject vehicles at the worksite, may be subject to administrative transfer: a. Out of the position within which the differential is paid, or b. To a position not requiring the possession of a CDL, and will no longer be eligible for payment of the differential. 5. The Union recognizes that the differential will not be paid to incumbents in those classes in which the State Personnel Board specification identifies possession of a CDL as part of the minimum qualifications of the class. 6. Notwithstanding classification specifications, employees receiving the differential can be required to operate vehicles as deemed necessary by the Department. This provision is neither grievable nor arbitrable. 7. Subject to...
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Department of Fish and Game. Law Enforcement/Exempt Law Enforcement/Non-Exempt Law Enforcement/Exempt Law Enforcement/Non-Exempt Law Enforcement/Exempt Law Enforcement/Non-Exempt Law Enforcement/Exempt Law Enforcement/Exempt Law Enforcement/Non-Exempt
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  • Health & Safety (a) The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Home, in order to prevent injury and illness and abide by the Occupational Health and Safety Act as amended from time to time. (b) A Joint Health and Safety Committee (JHSC) shall be constituted in accordance with the Act, which shall identify potential dangers, recommend means of improving the health and safety programs and obtaining information from the Employer or other persons respecting the identification of hazards and standards. The committee shall meet at least every three months or more frequently if the committee decides. The Employer agrees to accept as a member of its Joint Health and Safety Committee at least one (1) ONA representative selected or appointed by the Union from the Employer. Scheduled time spent in such meetings is to be considered time worked for which representative(s) shall be paid by the Employer at his or her regular or overtime rate. Minutes shall be taken of all meetings and copies shall be sent to the Committee members within two (2) weeks following the meeting, if possible. Minutes of the meetings shall be posted on the workplace health and safety bulletin board. (c) The Employer shall provide the time from work with pay and all related tuition costs and expenses necessary to certify the worker representative. Where an inspector makes an inspection of a workplace under the powers conferred upon him or her under the Occupational Health and Safety Act, the Employer shall afford a committee member representing workers the opportunity to accompany the inspector during his or her physical inspection of a workplace, or any part or parts thereof. Where a committee member is not available, the Employer shall afford a worker selected by a Union, because of knowledge, experience and training, to represent it, the opportunity to accompany the inspector during his or her physical inspection of a workplace, or any part or parts thereof. (d) Two (2) representatives of the Joint Health and Safety Committee, one (1) from management and one (1) from the employees, shall make monthly inspections of the work place and shall report to the health and safety committee the results of their inspection. The members of the Committee who represent the workers shall designate a member representing workers to inspect the workplace. Where possible that member shall be a certified member. The Employer shall provide the member with such information and assistance as the member may require for the purpose of carrying out an inspection of the workplace. Scheduled time spent in all such activities shall be considered as time worked. (e) The Joint Health and Safety Committee and the representatives thereof shall have access to Incident/Accident Report Form required in S.51, S.52 and S.53 of the Act and the annual summary of data from the WSIB relating to the number of work accident fatalities, the number of lost workday cases, the number of lost workdays, the number of non-fatal cases that required medical aid without lost workdays, the incidence of occupational injuries, and such other data as the WSIB may decide to disclose. It is understood and agreed that no information will be provided to the Committee which is confidential. This information shall be a standing item recorded in the minutes of each meeting. (f) The Union will use its best efforts to obtain the full co-operation of its membership in the compliance of all safety rules and practices. (g) The Employer will use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The nature of the disease need not be disclosed. Employees will be made aware of special procedures required of them to deal with these circumstances. The parties agree that all employees are aware of the requirement to practice universal precautions in all circumstances. (h) The parties further agree that suitable subjects for discussion at the Union-Management Committee and Joint Health and Safety Committee will include aggressive residents. The Employer will review with the Joint Health and Safety Committee written policies to address the management of violent behaviour. Such policies will include but not be limited to: i) Designing safe procedures for employees, ii) Providing training appropriate to these policies, iii) Reporting all incidents of workplace violence. (i) The Employer shall: i) Inform employees of any situation relating to their work which may endanger their health and safety, as soon as it learns of the said situation, ii) Inform employees regarding the risks relating to their work and provide training and supervision so that employees have the skills and knowledge necessary to safely perform the work assigned to them, When faced with occupational health and safety decisions, the Home will not await full scientific or absolute certainty before taking reasonable action(s) that reduces risk and protects employees. iii) Ensure that the applicable measures and procedures prescribed in the Occupational Health and Safety Act are carried out in the workplace. (j) A worker shall, i) Work in compliance with the provisions of the Occupational Health and Safety Act and the regulations, ii) Use or wear the equipment, protective devices or clothing that the worker's Employer requires to be used or worn, iii) Report to his or her Employer or supervisor the absence of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker, and iv) Report to his or her Employer or supervisor any contravention of the Occupational Health and Safety Act or the regulations or the existence of any hazard of which he or she knows.