4.4. The working/management committee has no bargaining power; However, all agreements reached under this process are reduced to the letter and support of EU representatives and management. 15.3. Rest/lunch hours. Workers in the collective agreements unit receive a paid rest time of fifteen (15) minutes and a paid lunch of thirty (30) minutes, within the time of each half of the working day. Rest and lunch hours are considered working time and overtime is not considered. Workers remain on duty, in radio contact and within the geographical limits defined in the policy and procedures manual. 21.1. The employer will not award work resulting in the dismissal of employees of work units. The employer will provide members of the bargaining unit with the first opportunity to voluntarily engage in additional employment opportunities before other police services are used to strengthen service personnel. 5.1.
In accordance with the certification of the Labour Public Relations Commission of 3 October 2011, the employer recognises the Union as a single and exclusive representative of negotiations for all regular full-time and part-time police officers at the University of Washington; University of Washington, Decision 11185 (PSRA, 2011). This agreement applies to employees in the collective agreement unit and to the work done by these workers. 15.1. Standard work schedule/regular work plan. For full-time workers in the collective agreement unit, the number of standard working days/days is ten (10) hours of work for four (4) consecutive days over a period of seven (7) days. The only exception is that, within seven (7) days, the administrator has a standard work plan of eight (8) hours of work out of five (5) consecutive days. Changes to the schedules are negotiated between the parties. 6.2.
For staff representation at claims meetings (including informal attempts at solutions) involving both parties, participation in Joint Work and Management Committee meetings, pre-determination/pre-determination meetings, and collective bargaining, a period of paid leave is provided for designated “shop stewards.” If the number of paid leave hours is granted to the store called Stewards, there will be no loss of pay, but this time is not interpreted as working time and overtime is not paid when the meetings exceed the employee`s normal working hours. The time paid for release is granted by monitoring on request, but taking into account any responsibilities. If authorization cannot be granted immediately, the supervisor will proceed as timely as possible. 3.2. Unless otherwise stated in this agreement and this article, nothing incorporated in it is considered to be a renunciation of the Union`s right to impose, impose or interpret negotiations prior to amendments in a compulsory negotiating purpose, in accordance with law, rules and precedent. For more details on the agreement, see the following summary table: 3.3. The employer may temporarily assign work from outside this unit to members of the bargaining unit or temporarily distribute the work of the bargaining unit to the UWPMA bargaining unit. On a temporary basis, this is a reassignment of work for three (3) weeks or less due to unforeseen absences or unexpected overtime opportunities. Under no circumstances can the unit of collective agreements be reassigned to the unit for more than three (3) weeks, unless the Union and the employer agree. For the purposes of this section, it is unexpectedly defined that the employer receives less than one (1) week`s notice. 6.3 The Union urges all workers in the bargaining unit, in particular the Shop Stewards, to endeavour to resolve complaints at the lowest possible level.
The employer also has priority on its supervisory staff to cooperate fully with EU representatives in order to resolve any complaints quickly.