Deca Master Labor Agreement

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After careful consideration of the parties` positions on this issue, we will order the acceptance of the employer`s final offer in order to resolve their differences over the section. We believe that obtaining AEAP through ISSAs is a prudent use of taxpayers` money and that registration shows that a significant number of these BIA provide prevention, treatment and rehabilitation services only for alcohol and drug-related problems, not for “other personal problems.” In light of these facts, we are satisfied that the employer justified the need to amend the provisions of the expiring section of the EAP. In essence, the employer proposes to amend the provisions relating to the withholding of the expired EFA by setting an annual period of time after a worker joins the Union after the first year in which contribution participation can be cancelled by wage deduction. Under these conditions, “an employee may present an SF 1188 to the employer during the six (6) weeks immediately preceding July 1. THE EMPLOYEUR must receive cancellation requests on the last business day of June no later than 12:00 p.m. (local time).┬áThe adoption of the proposed text would reduce the administrative burden of stopping the payment of royalties for the administration. In this regard, the past GW is based on well-established local practices, which often vary and require cumbersome monitoring and communication between DeCA staff specialists and either the wage settlement body, the employee or the local union official. Its adoption would also make the procedure for removing lay-off fees that respect laca-wide consistent with consistency, as clearly demonstrated by the agreements between DeCA and the National Association of Government Employees, the National Federation of Federal Employees and the Defense Council of the Hawaii Defense Union. On this issue, we are convinced that the impasse must be resolved by opening the employer`s final offer. In this context, an organization such as DeCA, with a high proportion of part-time workers and a high turnover rate, appears to be particularly inadequate, in accordance with the employer`s reasons, for a provision that would allow workers to use the annual leave they could earn for the remainder of the year off prior to the work allowance itself. In the absence of a voluntary agreement between the parties to adopt such a different approach from the practices of the vast majority of other federal agencies, we are not prepared to impose it on a reluctant employer.

1. The parties were also asked to withdraw (1) their proposals for their disputes under Articles 13, 38 and 45, so that the corresponding articles would continue to apply in their bygone GCs for the duration of their succession agreement; and (2) withdraw their proposals on “unit costs per production and customer structure” and Article 51 – Unfair labour practices, so that the succession agreement would not refer to the issues dealt with there. 2. For reasons of administrative ease, this decision and this regulation address all outstanding issues in the two procedures conducted by the panel. 3. According to the parties, on 30 August 2002, the Federal Labour Relations Authority (FLRA) accepted the Union`s request for a nationally consolidated deca unit.