Dcaa Collective Bargaining Agreement

The Union urges the body to adopt its version of Article 8 for many reasons. The employer`s proposal to notify the Union only of amendments that would harm members of collective agreement units is exempt from a “strong exception”; Section 7117 of the statute “requires management to negotiate any rules or regulations adopted by an agency, not just those that have a negative effect on bargaining unit employees.” In addition, the notice and response times proposed by the employer are “insufficient”; the employer “never indicated that the current schedule was a problem.” Similarly, the employer invokes Article 5 at the official time, which would give only eight hours to an EU representative to review the amendments before negotiations. The employer proposes to conduct negotiations at least four times after implementation, but these negotiations should be “based on mutual agreement and used very little.” The EU does not have such technology on the employer`s proposal to use video calls, teleconferences and emails once in four. When we looked at the use of video conferencing three years ago, it cost $250 an hour. In addition to “prohibitive” spending, it is “a bad substitute for personal conversations” because it is “virtually impossible to see who is speaking when they speak.” A successor contractor for a previous contractor`s service contract with a collective agreement (CBA) that replaces the U.S. Department of Labor (DOL) salary setting for the contract must take into account the CBA`s rates of pay and ancillary benefits for the first year of the contract. A successor contractor is required to pay hourly wages within the KBA and any wage increases that occur during the first year of the contract. It must also pay for the ancillary services covered within the CBA, which generally includes health insurance, disability benefits, life insurance, 401k plans, pension plans, rate differences, bonus benefits, leave, paid sick leave, military salary, severance pay, jury tax, bereavement benefits, and uniform and shoe allowances. Overtime compensation provisions (other than the Fair Labor Standards Act requirements) are not included.

After considering the parties` arguments and positions on section 31, we conclude that they should accept the employer`s proposal to resolve their dispute. However, since the employer`s second paragraph, section 31.02, would allow the employer to implement decisions on the reorganisation of the existing space before the end of the negotiations, it constitutes a waiver of the Union`s legal rights in the event of negotiable changes in the terms of employment. As a result, we will order his resignation. Overall, we find little difference between the parties` proposals for equipment and procurement, but we prefer the employer`s version, which sets their purchase on the availability of financial resources. With regard to FMCS fees related to the selection of an arbitrator, the Union proposes that the “loading party” pay the fee and that the non-dependant party reimburse half of the payment persons` share within 14 days. With regard to the location of the hearings on institutional complaints, they should “alternate between the seat of the President of the Union and the employer”, starting with that of the President of the Union. Once the list of arbitrators has been received, the parties must communicate within a 7-day schedule. The date of the hearing, which is also not agreed upon, is set within sixty days of the selection of the arbitrator. In particular, the arbitrator should be “subject to government rules and government regulations that exist at the time the contract is adopted.” The party responsible for a postponement, delay, cancellation, etc. will pay for any reason all the fees charged by the arbitrator.