A settlement of the dispute at this level shall not establish precedent for the resolution of other similar problems between the bargaining unit employee and his Officer or elsewhere throughout the City. In the event that the grievance involved a monetary issue or seeks monetary compensation then Step One (1) shall be bypassed and the grievance shall proceed to Step Two (2) within five (5) working days of the occurrence.
SECTION 3 A bargaining unit employee must make a claim to the insurance carrier as a result of an absence within forty-cight (48) hours of injury as covered in Section 1 above and shall pay to the City any settlement received for such claim. If the claim is denied by the carrier, the City shall deduct such payment from the bargaining unit employces accumulated unused leave.
If an 4 adjustment or settlement is agreed upon, it shall be put in writing. The first step may be omitted by mutual agreement. Step 2. If the grievance is not settled at Step 1, it shall be presented in writing within ten (10) days to the Director of Public Works/Facilities Manager. The Director of Public Works/Facilities Manager will arrange to meet with the grievant and union representative, if so requested, within five (5) days.
Upon receipt of such notice, the parties shall make mutually satisfactory arrangements to engage in negotiations leading to a settlement of issues raised by such notice. Nothing in this Article shall preclude either the Employer or the Union from modifying any proposals made during the course of the negotiations.
Provided the money is available in the budget, this may be paid in one cash settlement immediately or over a three-month period, at the request of the recipient. Professional staff, in good standing, may transfer and use 100% of their accumulated sick time earned from continuous service in the Marthas Vineyard Public Schools upon transferring to another school within the Marthas Vineyard Public Schools.
RECOGNITION The Town recognizes the Union as the exclusive representative for the purposes of negotiating wages, hours, and all other terms and conditions of employment in a unit consisting of all permanent Sergeants of the Mashpee Police Department specifically excluding Patrol Officers, Detectives, the Captain, the Chief, Lieutenants, Captains, Special Officers, Reserve Officers and all other employees of the Town of Mashpee in accordance with the settlement
In consideration of the terms of the settlement of a successor collective bargaining agreement for 2013-2014, including the reduction of the Towns contribution to the HMO premium cost for employees hired on or after July 1, 2013 to 70%, the Town agrees that it will not further reduce the Towns percentage contribution toward the premium cost of the HMO plans for the three year period ending June 30, 2016. .
ARTICLE 17 - PAID AND UNPAID PERSONAL LEAVE Leaves of absence up to one (1) month without pay may be granted by the Town with the approval of the Department Head in case of exceptional need for those employees who have acquired seniority under this Agreement. may be granted for such reasons as settlement of an estate, temporary TOWN OF MONSON AND LOCAL 1364 (AFSCME) 16 Leaves COLLECTIVE BARGAINING AGREEMENT. termination of the employee's work, or
Upo retirement, reappointment but excluding the City in which the death or a settlement with l receive ion being brought, an employee shal of disciplinary act employee agreed to resign in lieu 76% of the value of but less than ten (10) years, 16. ice, serv s uou tin con of rs yea after five (5) s, 20% and more than rs but less than fifteen (15) year yea (10) ten r afte ve; lea sick accumulated 20 fifteen (15) years, 25%.