WORK RULES AND PREVAILING RIGHTS Sample Clauses
WORK RULES AND PREVAILING RIGHTS. Section 1 It is understood and agreed by both parties that the duties performed by members of the bargaining unit cannot always be covered by job descriptions and, therefore, members of the bargaining unit may be required to perform duties in addition to all those listed within the current job descriptions which are, in the judgment of the Employer, related to the purposes of the Fire Rescue Department, which judgment shall not be arbitrary, capricious or unreasonable. Those benefits and working conditions enjoyed and duties performed by members of the bargaining unit in the past and at the present time are presumed to be reasonable and proper.
Section 2 Except where expressly modified by any provision of this Agreement, the provisions of the City of Largo Personnel Rules and Regulations as amended and the Fire Rescue Department Rules and Regulations as amended shall govern the relationship between the Employer, the Union and the employees covered hereunder.
Section 3 Any Fire Rescue Department Rule or Regulation or any City of Largo Personnel Rule or Regulation in conflict with this Agreement shall be of no force or effect.
Section 4 Except as otherwise expressly provided in this Agreement, any rule, regulation, policy or procedure affecting employees of the bargaining unit in effect prior to, as well as those issued after the effective date of this Agreement, shall remain and be in full force and effect unless changed, modified or deleted by the City. Such changes, modifications or deletions shall not be done in an arbitrary or capricious manner. Final authority to change, modify, delete or implement any rule or regulation rests with the City. Prior to implementing any change in the existing Fire Rescue Department rules or regulations, the City agrees to provide fifteen (15) days written notice to a local IAFF representative and provide an opportunity to discuss or bargain such change, if requested, within the fifteen (15) day period.
Section 5 The above language will not abridge any of the impact bargaining rights guaranteed to the bargaining unit by State Statutes.
Section 6 Representatives of the City and the IAFF will meet, at a mutually agreed upon time, to discuss important matters, review the administration of the contract and to resolve problems that may arise. At least two of these labor-management meetings will be held during a fiscal year. If possible, five (5) calendar days advance notice shall be given and a written agenda shall be presented...
WORK RULES AND PREVAILING RIGHTS. A. It is understood and agreed by both parties that the duties performed by members of the bargaining unit cannot always be covered by job descriptions and, therefore, members of the bargaining unit may be required to perform duties in addition to all those listed within the current job descriptions which are, in the judgment of the City, related to the purposes of the Fire Department, which judgment shall not be arbitrary, capricious or unreasonable.
B. Any Fire Department Rule or Regulation in conflict with this Agreement shall be of no force and effect.
C. Prior to the implementation of any changes in the existing Fire Department Rules and Regulations, the Fire Chief must provide twenty calendar days notice for the Union to identify any bargaining as required in accordance with Florida Statutes, Chapter 447. If requested by the Union, the change will be referred to the next Labor/Management Committee meeting, which shall be scheduled within 14 calendar days to meet and discuss such change. If the Union provides no response, the rule will be implemented after the initial twenty day notice unless the time is extended by the Chief. The issue of whether such change conflicts with this Agreement shall be subject to the grievance procedure contained herein. The time for filing said grievance shall commence on the date the rule is implemented.
D. All rights and working conditions, enjoyed throughout the Department by the employees at the present time which are not included in this Agreement shall be presumed to be reasonable and proper and shall not be changed by the City in an arbitrary or capricious manner; provided that nothing contained herein shall limit the City's rights under Paragraphs A, B and C of this Section or as expressly provided elsewhere in this contract or by law.
WORK RULES AND PREVAILING RIGHTS. It is understood and agreed by both parties that the duties performed by members of the bargaining unit cannot always be covered by job descriptions and, therefore, members of the bargaining unit may be required to perform duties in addition to those listed in the current job descriptions which are in the judgment of the Employer, related to the purposes of the Employer, which judgment shall not be arbitrary, capricious or unreasonable. Those additional duties performed by members of the bargaining unit in the past and at present time are presumed to be reasonable and proper.
WORK RULES AND PREVAILING RIGHTS. Section 1 WORK RULES In addition to the obligations imposed on employees in this Agreement, employees must comply with work rules which have been prepared and promulgated by the City. A copy of the work rules will be posted in the Fire Station to serve as a reference for employees in this bargaining unit. In the event of a conflict between the work rules and this Agreement, the terms of this Agreement shall prevail. The City reserves the right, from time to time, to alter, amend, delete or add to the list of work rules and employees will be obliged to obey such rules as altered, amended, deleted or added to provide the alterations, amendments, deletions, and additions are not made in an arbitrary and or capricious manner. The City agrees to consult with the employee representative prior to implementing a change, addition or deletion in any work rule, except that such consultation shall not unreasonably delay implementation. An employee who violates a work rule will be subject to disciplinary action, however, the City reserves, as well, the right to take discipline for just cause.
WORK RULES AND PREVAILING RIGHTS. A. ORDINANCES AND WORK RULE
1. Code and Work Rules Govern Relationship.
WORK RULES AND PREVAILING RIGHTS. Section 1: It is understood and agreed by both parties that the duties performed by members of the bargaining unit cannot always be covered by job descriptions and, therefore, members of the bargaining unit may be required to perform duties in addition to those listed in the current job descriptions which are in the judgment of the Employer, related to the purposes of the Employer, which judgment shall not be arbitrary, capricious or unreasonable. Those additional duties performed by members of the bargaining unit in the past and at present time are presumed to be reasonable and proper.
Section 2: Employer will not act in a capricious manner or arbitrarily change Rules and Regulations and/or SOPs. Any Rule or Regulation and/or SOP currently in effect which is in conflict with this Agreement shall be null, void, unenforceable and of no effect.
Section 3: All rights and working conditions of the employees at the present time and known to the Fire Chief, but which are not specifically included in this Agreement, shall be presumed to be reasonable and proper and shall not be changed by the Employer in an arbitrary or capricious manner; provided that nothing continued herein shall limit the Employer’s rights under Section 1, 2, and 3.
Section 4: Prior to the implementation of any changes in the existing Employer Rules and Regulations and/or SOPs, the Fire Chief shall provide a minimum of twenty (20) calendar days’ notice, unless a shorter period is dictated by justified emergency to the Union. Upon the giving of notice, the Fire Chief shall establish a time when representatives of the Union may meet with the Fire Chief or designee to discuss the change in Rules and Regulations and/or SOPs, provided that any meeting that occurs shall not delay or prohibit implementation of the Rules and Regulations and/or SOPs. If at the end of the twenty (20) calendar days the Union has not responded, the change may be implemented.