Contract article 1- 9.1 partial.

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Questions and Answers

Employer recognizes Union as the exclusive bargaining agent for all employees of the Tulsa Fire Department except?

  • Cadet Firefighters (correct)
  • Volunteer firefighters
  • Part-time firefighters
  • Retired firefighters

How long is a new hire considered to be on probation in the Tulsa Fire Department?

  • Six months
  • Eighteen months
  • Twelve months (correct)
  • Twenty-four months

To whom may a new hire appeal if they are discharged during the probation period?

  • The Union Representative
  • The Mayor (correct)
  • The Fire Chief
  • The Human Resources Department

Which of the following is true about the discharge appeals process for new hires?

<p>All disciplinary actions are subject to appeal other than discharge (A)</p> Signup and view all the answers

Which of the following positions is included in the exceptions to Union recognition?

<p>Civilian Employees (B)</p> Signup and view all the answers

What actions are prohibited for the Union or Employees regarding strikes?

<p>Counseling others to participate in work stoppages (B)</p> Signup and view all the answers

In what circumstance can the Union file a grievance?

<p>When it concerns the interpretation of any provision including the prevailing rights of this agreement and/or disciplinary action taken against an employee when a question of just cause exists (A)</p> Signup and view all the answers

Which of the following is NOT a prohibited action by the Union or Employees?

<p>Promoting a team-building exercise (C)</p> Signup and view all the answers

What must grievances submitted by the Union include?

<p>The interpretation of the relevant provision of the Agreement (C)</p> Signup and view all the answers

What is the primary goal of the restrictions placed on strikes or work stoppages?

<p>To ensure the efficiency of the Employer’s operations (A)</p> Signup and view all the answers

What is the role of the Union in the grievance process?

<p>To file grievances on behalf of employees (D)</p> Signup and view all the answers

Which of the following is aligned with the goals of the grievance procedure?

<p>Facilitating the resolution of disputes regarding just cause (D)</p> Signup and view all the answers

What type of actions are explicitly categorized as coercion or intimidation?

<p>Demanding coworkers participate in a work stoppage (C)</p> Signup and view all the answers

In which document is the grievance procedure governed?

<p>Article 11 of the Charter of the City of Tulsa (B)</p> Signup and view all the answers

What is the time limit for an employee to submit a grievance after becoming aware of the event causing the grievance?

<p>20 calendar days (C)</p> Signup and view all the answers

Who has the authority to investigate grievances at the first step?

<p>The Fire Chief or his designee (A)</p> Signup and view all the answers

What happens if a grievance is raised 20 calendar days after the occurrence of the event or after employee becomes aware of reasonably should have been aware of the event giving rise to grievance?

<p>No matter shall be entertained as a grievance (C)</p> Signup and view all the answers

What is required to move a grievance to arbitration after Step 2?

<p>Written request by the Union within ten days that the grievance be submitted to impartial arbitration (D)</p> Signup and view all the answers

How many arbitrators must be requested from the Federal Mediation and Conciliation Service?

<p>Seven (7) (A)</p> Signup and view all the answers

What must occur within ten calendar days of receiving the Fire Chief's written response?

<p>The grievance can be escalated to Human Resources as in step 2 of article 7 (B)</p> Signup and view all the answers

What is the role of employees holding the rank of District Chief and above during the grievance process?

<p>They provide recommendations to the Fire Chief. (C)</p> Signup and view all the answers

What is implied by the phrase 'the member's election of remedies shall be binding and irrevocable'?

<p>The member must choose one process and cannot revert. (D)</p> Signup and view all the answers

Failure to respond by the appropriate employee agent within the prescribed time limits shall allow union or grieving member to?

<p>Automatically move the grievance to the next step (A)</p> Signup and view all the answers

What does Section 3.1 state about discrimination in the workplace?

<p>Employer and Union are prohibited from discriminating against any Employee for various reasons. (C)</p> Signup and view all the answers

Which of the following groups does Section 3.1 specifically mention as grounds for potential discrimination?

<p>Race, color, sex, religion,sexual orientation, gender identity, gender expression, age, national origin, disability, political beliefs or status of union membership (A)</p> Signup and view all the answers

What is the primary function of the affirmative action program mentioned in Section 3.2?

<p>To ensure equal employment opportunity. (D)</p> Signup and view all the answers

Which of the following rights remains with the Employer as per Article 5?

<p>The right to manage the affairs of the Fire Department. (B)</p> Signup and view all the answers

What does Article 4 state about existing rules and regulations?

<p>They will remain in effect unless changed by the agreement. (C)</p> Signup and view all the answers

According to Article 5, which responsibility is NOT outlined as retained by the Employer?

<p>Negotiating employee salaries. (D)</p> Signup and view all the answers

What is indicated about the rights of the Employer in relation to the State of Oklahoma?

<p>The Employer retains rights in accordance with state laws. (C)</p> Signup and view all the answers

Which power does the Employer retain concerning work schedules as per Article 5?

<p>The right to assign working hours , including overtime (D)</p> Signup and view all the answers

What must an employee do to have Union dues deducted from their paycheck?

<p>Sign an authorized Union dues payroll deduction card and have it on file with the Employer. (C)</p> Signup and view all the answers

How much notice must the Union give the Employer before increasing dues?

<p>30 days before the effective date of the increase. (C)</p> Signup and view all the answers

What is required for an employee to revoke their payroll deduction of Union dues?

<p>A written notice to City Payroll. (A)</p> Signup and view all the answers

In which section is the revocation process for the Special Assessment fee outlined?

<p>Section 8.4 (B)</p> Signup and view all the answers

What does the Union agree to do regarding claims made against the Employer due to dues deductions?

<p>Union shall indemnify and defend the Employer against any such claims. (D)</p> Signup and view all the answers

Effective when will all Employees be placed on the Appendix A pay chart according to Article 9?

<p>July 1, 2023 (C)</p> Signup and view all the answers

What must be in place for payroll deductions to be initiated according to Section 8.1?

<p>An authorized payroll deduction card on file with the Employer. (A)</p> Signup and view all the answers

What additional deduction is mentioned in Section 8.4 beyond Union dues?

<p>An IAFF payroll assessment fee. (A)</p> Signup and view all the answers

What is the primary responsibility of the arbitrator according to Section 7.10?

<p>To interpret and apply the terms of the existing Agreement (B)</p> Signup and view all the answers

Which party strikes first in odd years during the selection of an arbitrator?

<p>The Union (D)</p> Signup and view all the answers

What happens if the parties want to provide written briefs during arbitration?

<p>The arbitrator may allow written briefs upon the oral motion of one party and the arbitrator determines if they would be important to the disposition of the case (B)</p> Signup and view all the answers

What is the purpose of the meeting prior to the arbitration hearing?

<p>To reach a settlement of the grievance (A)</p> Signup and view all the answers

Who bears the costs of the impartial arbitrator according to Section 7.12?

<p>Both Union and Employer share the costs equally (D)</p> Signup and view all the answers

What does an appeal to arbitration signify for the appealing party?

<p>An election of remedies and waiver of any and all rights by the appealing party and all persons it represents (D)</p> Signup and view all the answers

How many representatives from the Union and the grieving Employee can attend the arbitration hearing without loss of pay?

<p>Two representatives from Union and one Employee (A)</p> Signup and view all the answers

How are additional issues discovered before arbitration handled?

<p>The parties must meet and discuss before arbitration (D)</p> Signup and view all the answers

What restrictions are placed on the arbitrator’s authority?

<p>They cannot establish new agreements or modify provisions (C)</p> Signup and view all the answers

What timeframe is given for notifying the Federal Mediation and Conciliation Service after selecting the arbitrator?

<p>Within ten (10) calendar days (B)</p> Signup and view all the answers

What happens July 2, 2023?

<p>Employees are placed on the appendix A-1 (B)</p> Signup and view all the answers

According to article 7 after the human resource director receives the grievance from the fire chief due to being unresolved he or his designee and appropriate supervisory reps of the fire department shall meet with __ members of the union grievance committee

<p>3</p> Signup and view all the answers

Flashcards

Who is the exclusive bargaining agent for Tulsa Fire Department employees?

The Union represents all Tulsa Fire Department employees, except for Cadet Firefighters, Civilian Employees, the Fire Chief, and one designated Administrative Assistant.

What is the probationary period for new hires?

New hires undergo a 12-month period where they can be discharged without cause.

What happens if a new hire is discharged during the probationary period?

The discharged employee can appeal to the Mayor within ten days of the termination.

What are some protected characteristics in the agreement?

Neither the employer nor the Union can discriminate against employees based on union activities, race, gender, religion, or other specified characteristics.

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What is the Agreement's stance on the Employer's Affirmative Action Program?

Both the Employer and the Union are committed to supporting the Employer's Affirmative Action Program to ensure equal opportunity.

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What happens to existing rules and practices?

Existing rules, regulations, and practices remain in effect unless they are modified by the terms of this Agreement.

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What management rights are retained by the Employer?

The Employer retains powers not explicitly modified in the Agreement. This includes policy determination, work schedules, and personnel management.

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Are strikes or work stoppages allowed?

No, neither the Union nor employees are allowed to strike or engage in work stoppages.

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What are employees prohibited from doing regarding work stoppages?

Employees cannot hinder or disrupt Employer operations or engage in any coordinated work stoppage activities.

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How does the Union address issues related to the Agreement?

The Union can file grievances regarding the interpretation of the Agreement or disciplinary actions.

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Who is the first point of contact for a grievance?

The initial grievance is submitted to the Fire Chief in writing.

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How long does the Fire Chief have to respond to a grievance?

The Fire Chief is required to provide a response within ten calendar days of receiving the grievance.

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What happens if the grievance isn't resolved with the Fire Chief?

The unresolved grievance is escalated to the HR Director within ten days, and Union representatives are involved in trying to resolve it.

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What is the next step if the grievance remains unresolved?

If the grievance remains unresolved, the Union can request impartial arbitration within ten days.

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What happens if the grievance isn't addressed timely?

There are strict time limits for filing grievances and responses. Failure to act timely forfeits the right to pursue the grievance.

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How are Union dues deducted?

The Employer facilitates payroll deductions for Union dues from designated members.

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Can employees stop Union dues deductions?

Yes, members can revoke dues deductions by providing written notice to City Payroll. City Payroll then notifies the Union.

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When are wages adjusted based on the pay chart?

Effective July 1, 2023, all employees are placed on the designated pay chart found in Appendix A.

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What is the primary responsibility of the Union?

The Union represents the interests of employees, advocating for better working conditions and wages.

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What is the primary purpose of the probationary period?

It allows the Employer to assess a new hire's suitability for the job before granting permanent employment.

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What is the significance of the non-discrimination clause?

It ensures fairness and equality in the workplace, protecting employees from discriminatory practices by both the employer and the union.

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What are the consequences of the non-strike clause?

It maintains stability and prevents disruptions in essential public services.

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What is the main purpose of the grievance procedure?

It provides a structured mechanism for resolving disputes between employees and the employer.

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What is the purpose of arbitration in the grievance process?

It provides a neutral third party to make a binding decision when other grievance steps fail to resolve the issue.

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Why is timely action crucial in the grievance process?

Meeting deadlines ensures that the rights of both parties are protected and that the process moves forward efficiently.

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What is the significance of the dues deduction clause?

It streamlines the process of collecting Union dues, making it easier for members to contribute.

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What does the effective date for the new pay chart signify?

It marks the point at which the new salary structure takes effect for all employees.

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Study Notes

Recognition of the Union

  • Union recognized as exclusive bargaining agent for Tulsa Fire Department employees, excluding Cadet Firefighters, Civilian Employees, Fire Chief, and one designated Administrative Assistant.

Probationary Period

  • New hires undergo a 12-month probation, during which they can be discharged.
  • Discharged employees can appeal to the Mayor within ten days.

Non-Discrimination

  • Employer and Union prohibited from discriminating against employees based on union activities, race, gender, religion, and other specified characteristics.
  • Commitment to support the Employer's Affirmative Action Program for equal opportunity.

Prevailing Rights

  • Existing rules, regulations, and practices remain in effect unless modified by the Agreement terms.

Management Rights

  • Employer retains powers not officially modified in the Agreement, including policy determination, work schedules, and personnel management.

Strikes and Lockouts

  • No strikes or work stoppages permitted by Union or Employees.
  • Employees cannot hinder or disrupt Employer operations or engage in any coordinated work stoppage activities.

Grievance Procedure

  • Union may file grievances regarding Agreement interpretation or disciplinary actions.
  • Grievances processed by submission to the Fire Chief in writing, with responses required within ten calendar days.

Steps for Grievance Processing

  • Initial grievance submitted to Fire Chief.
  • Unresolved grievances escalated to the HR Director within ten days, involving Union representatives in resolution attempts.

Arbitration

  • If unresolved, grievances may proceed to impartial arbitration requested within ten days.
  • Time limits for filing grievances and responses strictly enforced; failure to act timely forfeits rights.

Dues Deduction

  • Employer facilitates payroll deductions for Union dues for designated members.
  • Members can revoke deductions with written notice to City Payroll, which then notifies the Union.

Wages

  • Effective July 1, 2023, employees placed on designated pay chart (Appendix A).

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