R2024-362 Resolution Authorizing Collective Bargaining Agreement for Pay and Benefits - AFSCME Council 31 and Local 268, General Service Employees

Home Browse Search

ARTICLE 24 NEWLY CREATED POSITIONS Section 1.When a new job classification is established or an existing one is changed, the City will submit a description in writing and a wage rate to the Union. If the Union wishes to meet with the City regarding the new classification description or wage rate,a meeting will be requested within ten (10) days of the Union's receipt of the wage and classification description. Any unre- solved differences of opinion between the parties in regard to wages will be subject to the griev- ance procedure. Section 2. Any grievances filed concerning wages on a new or changed job classification may be filed in accordance with Article 20 Section 2. If no grievance is filed by the Union within fourteen (14) days of the City's submission of the description and wage rate to the Union, the matter will be deemed settled on the basis of the City's proposal. Section 3. During any period in which there is a dispute concerning wage rates for a new classification, the City may fill such classification temporarily at a rate of pay determined by the City. ARTICLE 25 ENTIRE AGREEMENT The parties acknowledge that during the negotiations which resulted in the Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the under- standings and agreement arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the City and the Union, for the duration of this Agree- ment, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter, covered by the terms of this Agreement or bargained about during the negotiations resulting in this Agreement. However, the City agrees that during the period of this Agreement, it shall not unilaterally change any bona fide past practices and policies with respect to salaries, hours, conditions of employment, and fringe benefits enjoyed by members of the bargaining units without prior con- sultation and negotiations with the Union. Where past practice conflicts with the express terms of the contract, the contract shall prevail. In order to qualify as a bona fide past practice, such prac- tice must be (1) unequivocal, (2)clearly enunciated and acted upon, and (3) readily ascertainable over a reasonable period of time as a fixed and established practice accepted by both parties. ARTICLE 26 PERSONNEL FILES Section 1. The City shall keep a central personnel file for each employee. Supervisors may keep working files. Nothing in the supervisors file that is not in the employee personnel files can be used against the employee for disciplinary purposes. Section 2. Inspection of employee's personnel file shall be in accordance with the Illinois Personal Records Act, Chapter 48, Section 2000 et. seq. 34