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It is understood by the parties that the benefits granted by this Article shall not be interpreted or applied as requiring the employer to count as time worked, any hours or fractions of hours spent outside the employee’s work shift in pursuit of benefits provided by this Article. The employer shall count as time worked any hours or fractions of hours spent within the employee’s regular work shift in pursuit of benefits provided by this Article.
There shall be a Labor-Management Committee consisting of a maximum of six (6) representatives of the Union and five (5) representatives of the City in addition to the Labor Relations Administrator who shall be Chairman. The purpose of the Committee is to facilitate improved labor-management relationships by providing aninformal forum for the free discussion of mutual concerns and problems.
The Committee shall meet no more than six (6) times per MOU year, or more often by mutual agreement, at mutually agreed upon times.
The members shall, upon request for a meeting, provide the Chairman with proposed agenda items and the Chairman shall provide the members with the meeting agenda in advance of the meeting.
Any signed/dated written Labor/Management agreements with the signatures of the parties and the Chairman will be binding on the parties for the remaining term of the MOU.
Representatives of the Union on the Committee who are employees shall not lose pay or benefits for meetings mutually scheduled during their duty time up to a maximum of four (4) hours per employee per meeting.
Within six months of July 4, 2006 Labor Management meetings will be held to discuss the following issues:
- Notice of Inquiry
- Purging of department files
- Pay out of accrued sick leave
- Donation of accumulated sick leave
- APCO
- FMLA -
- Prior to the City changing any FMLA administrative practices, the City will meet with the Union to discuss these changes and consider the Unions input.
- Light Duty
- AWR
- Make up of tardies
- On call during lunch period