[| Yes No Fait Accompli Note: The Division may decline to issue a complaint unless reasonabl e settlement efforts have been made by the charging party 456 CMR 15. 04(1). The Division may refer the charge to a Divison mediator for settlement discussion s. INFORMATION ON CHARGING PARTY 17. Name 18, Representative to contact 20. Telephone Number SENA, 9158. Jillian Ryan Address (street and No., city/town, state, and ZIP code) 19. 617-367-7200 21.
In addition, the Parties are directed to confer as to whether they are willing to engage the services of a DLR Mediator for possible settlement. Utilization of a mediator will not delay the commencement of the Hearing. 1.
The Unions charge must be dismissed as untimely as the City changed its calculation of vacation accrual for Union members in calendar year 2014, based upon the settlement of the parties 2010 to 2013 collective bargaining agreement. The City demonstrated that the Citys central Human Resources Office (Central OHR) sent out memoranda explaining the Citys Vacation Accrual Rule every year from 2012 to 2017.
[ Yes ly] No Fait accompli Note: The Division may decline to issue a complaint unless reasonable settlement efforts have been made by the charging party 456 CMR 15.04(1). The Division may refer the charge to a Divison mediator for settlement discussions. INFORMATION ON CHARGING PARTY 17. Name 18. Representative to contact Scituate Fire Fighters Union, Local 1464, IAFF 19. 20.
Yes No Fait accompli Note: The Division may decline to issue a complaint unless reasonable settlement efforts have been made by the charging party 456 CMR 15.04(1). The Division may refer the charge to a Divison mediator for settlement discussions. INFORMATION ON CHARGING PARTY 17. Name Scituate Fire Fighters Union, Local 1464, IAFF 19. 18. Representative to contact 20.
The Charging Party has also waived its claimed right over bargaining per piece staffing decisions by having made specific proposals for per piece manning during bargaining and having dropped those proposals as part of settlement. 2. Waiver: Having failed to object to similar staff reassignments in the past, the Charging Party has waived its right to demand to bargain over subsequent staff reassignments. 2 3.
The rationale behind the policy is to encourage the prompt and effective settlement of public sector disputes utilizing binding grievance and arbitration procedures and to employ arbitrators with an expertise in contract analysis and interpretation. Id.
Note: The DLR may decline to issue a complaint unless reasonable settlement efforts have been made by the charging party 456 CMR 15.04(1). The Division may refer the charge to a Division mediator for settlement discussions. INFORMATION ON CHARGING PARTY 39. The Charging Party is an Individual (I), Employee Organization (O), Employer (E): =O 40. Name Holyoke Teachers Associatioin 42. Telephone Number 413-499-0257 41.
[| Yes No Fait Accompli Note: The DLR may decline to issue a complaint unless reasonable settlement efforts have been made by the charging party. 456 CMR 15.04(1). INFORMATION ON CHARGING PARTY 17. Name AFSCME 19. Council 93 18. Representative to contact 20. Telephone Number Robert Van Campen, Esq. 617-367-6027 Address (street and No., city/town, state, and ZIP code) 21.
Step 4: f no satisfactory settlement of the grievance is made, it may be appealed to arbitration by written notice served upon the Town Administrator or his/her Designee within thirty (30) workdays after the written Decision under Step 3. Section 3: f the Director of Public Works has any grievance, he/she shall initiate the grievance through the Personnel Manager at Step by subMnitting the grievance, in writing, to the Chairperson of the Union.
The parties are expected to bring to the mediation individuals with settlement authority, or if that is impossible to have those with settlement authority available by telephone that day. Under no circumstances will mediation delay the scheduled Expedited Hearing date.
As one of its exhibits, the Union produced a settlement agreement entered into on 9/1/2015 between the City and the Union. This Page 7 of 14 settlement agreement states The City agrees that it will meet with SPEA and provide answers to its grievances and all future grievances, pursuant to the time limits set forth at Article VII of the parties July 1, 2011 to June 30, 2012 collective bargaining agreement.
The parties resolved that prohibited practice charge by reaching a settlement agreement, that provided, in part, The City agrees that it will meet with SPEA and provide answers to its grievances, including the [June No written response is required for Step I grievances under the contractual grievance procedure. 9 11 2, 2015 grievance]10 giving rise to the above-referenced matter, pursuant to the time limits set forth in Article VII of the parties
Charging Party failed to make reasonable settlement efforts related to this Charge. 7. Respondent reserves the right to amend its Response, including, without limitation, to add such affirmative defenses as warranted. Respectfully submitted, CITY OF BOSTON By its Attorney, ______________________________ David M.
Charging Party failed to make reasonable settlement efforts related to this Charge. 5. Respondent reserves the right to amend its Response, including, without limitation, to add such affirmative defenses as warranted. Respectfully submitted, CITY OF BOSTON By its Attorney, ______________________________ David M.
Yes No Fait Accompli Note: The DLR may decline to issue a complaint unless reasonable settlement efforts have been made by the charging party. 456 CMR 15.04(1). INFORMATION ON CHARGING PARTY 17. Name IAFF Local 718 19. 18. Representative to contact 20. Telephone Number Leah Marie Barrault 617-817-9040 Address (street and No., city/town, state, and ZIP code) 21. Fax Number The Labor Collaborative, LLC, 502 Granite Street, Milton MA 02186 22.
Thereafter there were meetings to discuss settlement with a number of unions, but the Union maintains that those sessions were not impact bargaining. 3 The Investigators Partial Dismissals were erroneous, insofar as the Federation and Local 718 established probable cause that the City violated the Law by: 1) unilaterally announcing, in August 2021, to all bargaining unit employees, a vaccine/testing policy and its impacts; 2) unilaterally announcing
None Pending Couseling 4hrs Deescalation class None Pending Unfounded None S Letter of Reprimand S Couseling NS None S S S Oral Reprimand Suspension (1 Days) Written Reprimand S Suspension (2 Days) S Suspension (3 Days) S Suspension (1 Days) S Suspension (8 Days) Pending NS NS Pending None None Filed Filed None Filed S Counseling S S Suspension (1 Days) and removed from SRT Counseling 1-5 S/ 6-7 NS Suspension (3 Days) NS None None None 1-6 S /After settlement
Unfounded None NS E E None None None E None S S S Oral Reprimand Suspension (1 Days) Written Reprimand S Suspension (2 Days) S Suspension (3 Days) S Suspension (1 Days) S Suspension (8 Days) Allegation None Pending E NS Pending None None NS None Filed E E Filed None None None Filed S E Counseling None S Unfounded S Suspension (1 Days) and removed from SRT None Counseling 1-5 S/ 6-7 NS Suspension (3 Days) NS E None None E None E None E None 1-6 S /After settlement
In the event the City Council does not provide the necessary funds, the Association and the School Committee agree to review the proposed agreement in order to reach a mutually agreeable, approvable settlement. Compliance by both parties with Massachusetts General Laws Chapter 150E, Section 7b, as amended by Proposition 2, will prevail if City Council approval is not secured. F.
In the event the City Council does not provide the necessary funds, the Association and the School Committee agree to review the proposed agreement in order to reach a mutually agreeable, approvable settlement. Compliance by both parties with Massachusetts General Laws Chapter 150E, Section 7b, as amended by Proposition 2, will prevail if City Council approval is not secured. F.
Compensated Absences In accordance with the negotiated labor settlements employees are allowed to accumulate sick days up to a maximum of 173 days. Upon retirement, or in the event of the death of an employee, the employees will be paid 20% of all accumulated but unused sick days at the employees current rate of pay. Employees are allowed to carryover up to 30 days of vacation time from one year to the next.
The amount of claim settlements has not exceeded insurance coverage in any of the previous three years. In 2019, the Town joined the Massachusetts Interlocal Insurance Association (MIIA), which is a premium based health insurance plan.
The City and Union agree that if any portion of this drug and alcohol testing program (or the Citys right to act upon the results thereof), which are essential components of the parties settlement, are held invalid by a tribunal of competent jurisdiction, or if compliance or enforcement of any such provision is in any way restrained, then the City shall have no obligation to pay or to continue in effect the $.50 salary increases (or any subsequent