Podcast
Questions and Answers
What is the maximum shift manning for the Fire District?
What is the maximum shift manning for the Fire District?
What is the purpose of the collective bargaining agreement?
What is the purpose of the collective bargaining agreement?
How often must union representatives be certified in writing to the employer by the union?
How often must union representatives be certified in writing to the employer by the union?
What is the maximum time off allowed for witnesses whose testimony is pertinent to the Union's presentation or argument to attend grievance meetings?
What is the maximum time off allowed for witnesses whose testimony is pertinent to the Union's presentation or argument to attend grievance meetings?
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What is the penalty for disciplinary action that is less severe than suspension?
What is the penalty for disciplinary action that is less severe than suspension?
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What is the maximum number of days to fill a vacancy within the bargaining unit?
What is the maximum number of days to fill a vacancy within the bargaining unit?
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What is the maximum number of personnel allowed in a shift?
What is the maximum number of personnel allowed in a shift?
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What is the purpose of allowing reasonable time without loss of pay during non-assigned time to investigate grievances?
What is the purpose of allowing reasonable time without loss of pay during non-assigned time to investigate grievances?
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What is the consequence for engaging in a strike, slowdown, or disruption of district operations?
What is the consequence for engaging in a strike, slowdown, or disruption of district operations?
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What is the purpose of progressive and corrective discipline?
What is the purpose of progressive and corrective discipline?
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What is the consequence for disciplinary action beyond a written reprimand?
What is the consequence for disciplinary action beyond a written reprimand?
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What is the District's right regarding contracting out work?
What is the District's right regarding contracting out work?
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Study Notes
- Union representatives must be certified annually in writing to the Employer by the Union.
- Grievants are allowed reasonable time without loss of pay during non-assigned time to investigate grievances.
- Witnesses whose testimony is pertinent to the Union's presentation or argument shall be permitted reasonable time off without pay to attend grievance meetings.
- Grievance meetings shall be attended by those having direct involvement in the grievance.
- The Union, its officers, and members subject to the agreement shall not engage in any strike, slowdown, or disruption of District operations.
- The District will not lockout any members during the term of the agreement.
- Members may only be required to perform duties related to fire suppression, prevention, public relations, rescue, and emergency medical services.
- The District reserves the right to contract out work deemed necessary, provided it does not result in the layoff of bargaining unit members.
- Vacancies within the bargaining unit shall be filled within 120 days, where practicable.
- Shift staffing of 18 will be maintained, with three persons usually responding on each primary response unit engine or truck.
- Each shift will have 19 full-time personnel and 4 part-time personnel for a maximum shift manning of 23.
- Overtime will be authorized under certain circumstances.
- Disciplinary actions will be based on failure to fulfill responsibilities and will follow progressive and corrective discipline.
- No member shall be disciplined or discharged without just cause.
- Penalties for disciplinary action include oral reprimand, written reprimand, suspension, demotion, and discharge.
- Members have the right to file a written reply to any reprimand.
- Grievances may be filed and arbitrated if the District decides to initiate disciplinary action beyond a written reprimand.
- Member disciplinary records have limitations on their use for future discipline or discharge.
- Members must comply with all rules and regulations of the Fire District.
- Members have the right to inspect their personnel file under certain conditions.
- The text is about a collective bargaining agreement.
- It covers disciplinary actions and performance evaluations.
- The agreement requires documentation of disciplinary actions and evaluations.
- Members must be notified when such material is placed in their files.
- Members have 30 days to respond to the material.
- Their response will be attached to the file.
- The agreement is binding once ratified.
- The agreement applies to all members.
- The purpose of the agreement is to ensure fairness and transparency.
- The agreement is likely between an employer and a labor union.
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Description
Test your knowledge on collective bargaining agreements with this quiz! From disciplinary actions to performance evaluations, this quiz will cover the essential elements of a collective bargaining agreement. You'll learn about the documentation requirements for disciplinary actions and evaluations, the timeline for member responses, and the purpose of the agreement. This quiz is perfect for anyone interested in labor unions, employee rights, or human resources. Put your knowledge to the test and see how well you know the ins and outs of collective bargaining agreements!
