Impact Bargaining - trading sessions that may take place after the contract is concluded to correct sudden changes in working conditions. This is sometimes referred to as a crisis negotiation. Mandatory bargaining issues - issues that need to be negotiated if unions and employers are to negotiate in good faith. These issues are determined by the Collective Bargaining Office and the Labour Public Relations Committee. These include wages, hours, uniforms and other conditions of employment. Trading unit - groups of securities designated by the Collective Bargaining Authority as common bargaining interests. Each bargaining unit is covered by a single contract. Sometimes a native can represent securities in different trading units. For example, Health Service Employees Local represents 768 blue Collar Unit eradicated, social workers to social services and a large number of titles (e.g. B, occupational therapist) in the department of health services.
Solidarity Fund - A union-managed fund that provides union members with a wide range of benefits, including prescription pharmaceutical plans, dental, optical, disability, educational and legal services. The employer contributes to the fund per employee, which is negotiated through collective bargaining. One-time allowance - A sum of money negotiated to allow members to purchase uniforms required by the employer. Uniform allowances will not be part of your basic salary. Uniform allowances must be negotiated as part of collective bargaining for the unit contract. An employee must be in an active wage position for six months of a financial year (July 1 to June 30) in order to qualify for a single salary. For more information, see your unit contract. Bad practice - interference with, withholding or coercion of public sector employees who attempt to exercise their tariffs; to dominate or disrupt the formation of a Union; discrimination against workers in order to deter or encourage their union to carry out trade union policy activities; Refuse to negotiate in good faith on matters in the context of collective bargaining.
(Sections 1173-4.2a and b of the New York City Collective Bargaining Law) The depletion of the workforce by natural causes such as retirement, voluntary resignation and death. The city uses wear and tear rates, among other things, to develop future recruitment and personnel plans and to predict future costs of collective agreements. Compare them to a layoff. Gross entries - payments in addition to base salary, including promotion/promotion and level increase; Task, certification, training, license, experience, longevity and night/evening work; Recurrent incremental payments (RIP); Incubat service; Transportation, uniform maintenance and equipment supplements. These are negotiated through economic contract negotiations. Eligible negotiating topics - See non-compulsory trading topics.